go, grow... or stay? the imperative of professional development

Go, Grow... or Stay?

Jerilyn VeldofUniversity of Minnesota Libraries

The Imperative of Professional Development

What I Cover:

1. What’s happening demographically

2. The Big Rocks- Growth Mindset

- Situational Leadership

3. Institutionalizing Learning & Development

Why we stay … (and contribute):

1. Career growth, learning & development

2. Exciting work and challenge

3. Meaningful work, making a difference and a contribution

4. Great people

5. Being part of a team

Next:

1.What’s happening demographically

2. The Big Rocks- Growth Mindset

- Situational Leadership

3. Institutionalizing Learning & Development

Photo from: http://www.talentmgt.com/articles/6876-getting-ahead-of-the-silver-tsunami

10,000 Baby Boomers turn 65 every day.

Photo from: http://www.talentmgt.com/articles/6876-getting-ahead-of-the-silver-tsunami

"Retirements and relocations no longer guarantee open positions..."  

- Sari Feldman “The Future of the MLIS” in American Libraries

Photo from Pixabay: CC0 Public Domain

“We have this tiny, little pipeline…”

Photo - https://www.flickr.com/photos/irsein/5144677794 Graphic - Saba’s Essential Guide to Career Development and Coaching

Image made for me on Fivrr

Do you have them in your organization?

Traditional Development

Menthods

IGNORE THE PROBLEM AT YOUR OWN PERIL

Can be:

Too selective

Too generic

Too limited

Next:

1. What’s happening demographically

2.The Big Rocks- Growth Mindset

- Situational Leadership

3. Institutionalizing Learning & Development

You have a certain amount of intelligence and you can’t really do much to change it.

Do you believe this?Where do you fall

on this scale? (no way!) 1 2 3 4 5 (yes way!)

You have a certain amount of talentand you can’t really do much to change it.

Do you believe this?Where do you fall

on this scale? (no way!) 1 2 3 4 5 (yes way!)

Mindsets Fixed.

Growth…

1. “Are you sure you can do it? Maybe you don’t have the talent.”

2. “I’m not sure I can do it now, but I think I can learn to with time and effort.”

3. “What if you fail—you’ll be a failure”

4. “Most successful people had failures along the way.”

5. “If you don’t try, you can protect yourself and keep your dignity.”

6. “If I don’t try, I automatically fail. Where’s the dignity in that?”

Fixed or growth mindset statements? Give it a whirl:

1. “Are you sure you can do it? Maybe you don’t have the talent.” Fixed

2. “I’m not sure I can do it now, but I think I can learn to with time and effort.” Growth

3. “What if you fail—you’ll be a failure.” Fixed

4. “Most successful people had failures along the way.” Growth

5. “If you don’t try, you can protect yourself and keep your dignity.” Fixed

6. “If I don’t try, I automatically fail. Where’s the dignity in that?” Growth

Answers:

From http://english.flamecentre.com/wp-content/uploads/2015/05/Infographic.pdf

Fight for...

Growth MindsetSituational Leadership

What’s Situational Leadership?

4 Development Levels

1.Low competence and high commitment

2.Low to some competence and low commitment

3.Moderate to high competence and variable commitment

4.High competence and high commitment

4 Corresponding Leadership Styles

1.Directing

2.Coaching

3.Supporting

4.Delegating

Situational Leadership Model: Look it up!

Next:

1. What’s happening demographically

2. The Big Rocks- Growth Mindset

- Situational Leadership

3.Institutionalizing Learning & Development

InvestDocument

Invest2 Million Dollars What the average employee costs over their career. (salary and benefits)

➢ Get Prof Dev in Annual Reviews➢ Make sure 1 goal is a learning & development

goal.➢ Have employees create an Individual

Development Plan

Document

Establish a Culture of Continuous Learning &

DevelopmentGrowth Mindset

Situational Leadership

Development Coaching

GAPS ModelGROW Model

Learning and reflection woven into everyday work

Learn more here!

The Little Rocks, Pebbles & Gravel…. See this video if you don’t know what this means! https://www.youtube

.com/watch?v=fmV0gXpXwDU

Individual Development PlansDuring monthly 1:1’s with manager

For Examples: http://z.umn.edu/listIDPs

Individual Development ProgramExternal coaching

Assessments

For Overview: http://z.umn.edu/idpoverview

Incorporating Learning into the JobJob shadowing

Job sharing

Knowledge transfer

Teaching and training peers and others

Individual Goals1 learning & development goal

2 performance related goals

Individual Planning Guide:http://z.umn.edu/PlanningGuide

1-Hour a Week Development PlanOffer independent learning opportunities

Package them, mix-n-match

Micro-learningLearning Bites in Bi-weekly Meetings

3 Things You Need to Know about X, in departement emails

1 Lynda.com video a week

Mobile Learning & Gamified Learning

SkillFitness.com

SkillFitness.com

SkillFitness.com

Flipped Classroom

From the University of

Minnesota Libraries

Management Deep Dive Program

Mandate [Local] Conference Attendance

Speaker SeriesBut with follow-up “so what” conversations in each unit/department

(WIIFM and WIFFML*)

… More signals to staff that they are expected to learn.

*What’s In It For Me (WIIFM) and What’s In It for My Library (WIFFML)

Conference Round-upsQuarterly, scheduled meetings or extensions to meetings

Run by you and your colleagues

Official Mentoring ProgramInclude all staff

Alternative if your manager isn’t coaching you (or you want more coaching)

A mentor guides and supports you - does not direct you

A mentor is focused on helping you identify and reach your goals

Hold a mentor orientation and training session (if you’re creating one in your org)

Change Hiring FocusHire for POTENTIAL, for attitude, for diversity,

Not (just) experience.

○ This helps you hire growth mindset people○ Also reinforces to everyone that you have a growth mindset

organization.

Your Assignment:

The Big Rocks

Think about how you can cultivate your own growth mindset.

Identify a way or 2 you might cultivate a growth mindset in your unit or department or library.

And… if you manage others:

Read up on the situational leadership model

Learn about how to be a good coach

- Lynda.com

- Help them Go or Watch them Go

Institutionalize development

Cultivate a learning & development culture

More Big Rocks

Find out more about the Working Retired here:

http://RevivingTheDead.com