Consensus, Conflict and the Leader’s Responsibility
Organizations that overemphasize consensus drive out talent, underperform, and lose money, all the while maintaining a harmonious facade. Walking the halls of an organization that overemphasizes consensus, things appear to be fine: No one is arguing. Employees are smiling and nodding in unison. The organizational Kool-Aid has been spiked with consensus and everyone is drinking. At a surface-level, who can argue that a group of people on the same page will be more effective than a group of people in conflict? But unless the conflict has already taken place and resulted in this consensus, your organization could well be harmoniously running off a cliff.
Consensus at all costs
The best organizations I’ve been a part of consisted of individuals who possessed the following attributes:
Discovery from the Outside In
I believe we can make libraries more effective, more impactful, more popular, more valued, and better supported. I believe we can accomplish this without a single new idea.
We are all Outsiders
Editor’s Note: I am pleased to share the NC LIVE blog spotlight with guest blogger Andrew Pace. Andrew and I worked together at OCLC and, during that time, I was continually impressed by Andrew’s passion, focus, and tenacity in overcoming the inevitable obstacles associated with building a complex service for a complex market. Andrew arrived at OCLC from NCSU and, in the post below, shares some of the formative lessons learned during his stint in North Carolina. – Rob Ross
In my mind, I’m still in Carolina
Recently, I blogged about my 20th year as a professional librarian. I gave short shrift to North Carolina as a very formative part of what I hope is only half a career. I thought maybe the NC LIVE blog might be a better platform for a little Carolina love.
Performance Reviews: The bad and the good
This is the third in a series of posts on how to build a great team.
For many, this is performance review season, the annual ceremony that direct reports fear and managers loathe. Those up for review dread being assessed - judged, if we use the word that more accurately reflects how the ceremony makes us feel. Those delivering the reviews are equally wary. They face a minefield of potential unintended consequences. It’s no wonder so many of us try to put the things off. I had a peer who was habitually a year late in giving reviews to her team! What follows are observations, lessons learned and tips on being reviewed and reviewing others.
Why we don’t like them
We are open to certain feedback
The New Manager’s Survival Guide
This is the second in a series of posts on how to build a great team.
Little can prepare you for being a new manager. You can read books on it, talk to seasoned managers, contemplate the qualities of the best (and worst) managers you’ve had, but because so much of being a manager is experiential, these resources can provide only a cursory understanding of what awaits you. If you are a new manager, or aspire to be one, prepare for one of the most intense learn-on-the-job experiences of your life. That said, below I’ve highlighted 9 key management lessons I’ve learned through my own experience, in the hope that they will aid those of you about to embark on your first management role.
Finding the Best Talent
This is the first in a series of posts on how to build a great team.
In my previous role, I was given the opportunity to build my first team. I inherited a team of three and, as our team’s services became more popular, I grew the team to 22. This meant that, in a relatively short period of time, I wrote about 20 job descriptions, reviewed about 1,000 résumés, conducted about 200 interviews, hired about 30 people, and then observed the results. I’ll tell you upfront that not all of my hires worked out, but I wouldn’t trade the experience for anything. I learned some valuable lessons, which I’ve attempted to summarize below in the form of hiring Do’s and Don’ts.
How to Hire
Wouldn’t it be great if you could choose someone else’s New Year’s resolutions? You could get your boss to try being nicer and more supportive, your kids to earn better grades, your dogs to stop chewing up shoes, or your internet service provider to care. You’d have the power and they’d have to do the hard work. Brilliant! What if I told you that you can decide the New Year’s resolutions of one special something in your life?
In October I shared a survey aimed at understanding how NC LIVE could better serve its member libraries. This initial survey asked respondents to indicate the services they would most like help with. The results are in. Based on 98 respondents submitting 281 requests, the top three services member libraries would like help with are:
Help me implement and/or better utilize technologies I already pay for (50.0%)
Help me purchase products/services from vendors at a reduced price (42.9%)
In the course of my career I’ve encountered many professionals who struggle with self-doubt. Peers, direct reports, mentees, friends in other fields. Over time I noticed that the brighter and more talented the individual, the more that individual doubted him or herself. Initially I simply added this to my running list of life’s ironies, but then I began to think about what made these individuals talented in the first place. In most cases it wasn’t a manifestation of genius or “natural ability” that set them apart. Rather, what made them talented was the same thing that caused them to chew their fingernails and struggle through sleepless nights: Self-doubt.
If you struggle with self-doubt, congratulations: You possess a quality that, if wielded properly, will help you be incredibly confident. Sound crazy? Read on.
Let’s start with some working definitions:
Bravado - asserting a position with conviction without having conducted a thorough analysis.
Like many of you, I participated in the NCLA conference last week. As a first-timer, whatever expectations I brought with me stemmed from recollections of other state conferences I have attended. At those other state conferences I remember small crowds, grim venues, lackluster, scanty-attended sessions, cliques of old friends roaming in exclusive “packs,” and a general sense that the state conference was a prelude to some other, bigger event, for which the attendees were saving their best. In short, these weren’t my favorite conferences.
Dear NC LIVE Community,
I’m Rob Ross, the new Executive Director of NC LIVE. I could not be happier to join an organization as impactful as NC LIVE and to serve a library community as revered as that of North Carolina. I want to use this space to tell you a little about myself.
Who I am
My professional bio can be found online, so I won’t duplicate that here. Instead, I’ll share a few personal tidbits so that, when you see me in person, you’ll have no shortage of conversation starters--