Alchemical Thoughts

Archive for October 26th, 2012

I initially just jotted down in my personal journal some ideas prompted by Jenica Rogers’s post with “Questions About Library Leadership.” However, maybe because I don’t know better, I am blogging them now even if it is on the “not quite ready for primetime” blog. At the end of the day, I am just clearing my thoughts a bit. So, with some minor modifications from what I wrote in my personal journal, here goes.

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Once again reading through my library feeds, and I come across another post on library leadership. This time is Jenica Rogers, library director at SUNY-Potsdam, reflecting on her blog. By now, this is the kind of topic I just read, nod in agreement, and move on. I learned a while back that in librarianship some topics come and go, almost like the seasons. So I just do the best I can with what I have. It’s not that I don’t care. I just prefer not to be too public about it. In addition, I happen to be one of those librarians who have been told they have a bad attitude because they have no interest in management. I have made notes on the topic here or there, and I did note Ms. Rogers is one of those who brings up “bad attitudes” in the profession if we hold no interest in management. Actually, I don’t feel a need to “get over it .” I have high expectations of my managers, and I expect them to be accountable. If they suck, they should be called out and fired if need be. To use the term as Bob Sutton uses it, asshole managers should not be tolerated no matter how talented they are. Period. All they do is bring down their organizations, not to mention turn off any people with potential who see that and say, “there is no way I want to be like him.”  If they are good, they should be praised because here is something else I believe: not everyone has the same gifts.

My, gift, was to be able to persuade people, to give, to the Holy Church.” -Archbishop Gilday, in the film The Godfather, Part III.

Some people have the talent to be managers, handle the bills, the big decisions that keep the lights on, etc. Some of us have talents better suited for the front lines. When a manager is good at what they do, it is certainly appreciated. I happen to have a healthy respect for those with the gift to keep the building running. I personally have no interest in that, and it should not earn me a label of having a bad attitude for saying it.

I probably should qualify that it’s not that I have no interest in management. I am able to reflect and read on the topic (feel free to click on the “leadership and management” tag on the right side column here, or on the “librarianship” tag over at my main blog, The Gypsy Librarian. I’ve had a small thought or two on the topic. As someone who gets managed by others, I do have an interest in management, and to a small extent, I have an interest in what makes managers tick. I’ve been fortunate that some of my managers in previous jobs, even when we had our professional differences, were willing to let me ask questions now and then for me to learn more. In some cases, I’ve learned things not to do from managers who were less than ideal as well.

If I may be so bold, it was a mistake for you to accept promotion. Commanding a starship is your first, best destiny; anything else is a waste of material.”  -Captain Spock to Admiral Kirk, from the film Star Trek II: The Wrath of Khan.

What I don’t have an interest in becoming is a manager, or to be exact, a library director. As I’ve said before, mostly as a joke, no one in their right mind would put me in charge of a library. On a serious note, I don’t aspire to a high level management position because that would take me away from what I love and do best. I am an instruction librarian, pure and simple. It is my best destiny.

At any rate, the questions Ms. Rogers raises on in her latest post are interesting and ones that should be discussed. I will say that in regards to the desire for external hires that I have often seen a reverse: an institution that already has an internal candidate in mind, but they have to go through the rigamarole of some bureaucracy and bring in a few token candidates to cover their posteriors. I know: I’ve been one of those tokens. If you are observant during an interview, and you ask a well-placed question now and then (yes, you should be asking questions of your interviewers just as they ask you questions), you can tell when a search committee is just going through the motions. Some committees can hide it better than others, but again, if you are attentive, you see enough to know.

But I have seen some of the other issues. For example, the desire to bring top talent but not being able (or willing) to pay for it; the location issue (which, personally, is not one that has bothered me much when I have been on the market. I’ve been more than willing to go to places most people probably would consider beneath them. In my case, if a job is good, I can make the place work. Paradise, on the other hand, can be shit if the job is bad); and search committees looking for pegacorns. No, not just unicorns, but full blown winged unicorns. Some of the job ads I’ve seen in the days when I was in the market…goodness gracious. Some institutions clearly have no shame.

I will note that I do fall in that “ripe for top management” positions demographic. Heck, to some people, I may be a bit “too ripe.” I’ve gotten questions once or twice such as “are you sure you want to work here?” or a variant when I have applied to other front line positions. My answer is as before: this is what I am passionate about, what I do best, so why take some higher steps up the ladder that would take me away from that?

A man’s GOT to know his limitations.” — Inspector Harry Callahan, from the film Magnum Force.

It’s not that I am not qualified or capable. It’s that I don’t want to, and if some see it as bad attitude, well, that is their problem.

Now my four readers might point out that I am a Coordinator now, which does involve some management. To that I will say it does, but it is more a leadership position. In very simple terms, I don’t just manage people. I lead a team, and I do so by example and being in the front line with my team members. And what little I know and have learned along my journey that can be offered I share as generously as I can. Because I also believe that one has to pay forward. I’ve had leaders who have inspired me, who have given me wisdom, advice, an example, help, so on. I would not be here without them. So, now I have the chance to do some of the same. That’s my nutshell definition of leadership, for what it may be worth to folks out there. All that and the responsibility to keep on learning.

So here are the musings of a librarian who has been around a couple of places and seen a thing or two. Take it for what it may be worth. Now, what I learn in this new role could be a topic or two in future posts. We shall see.

En la lucha. . . .


October 2012


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