Work Group Mixer
Friday, May 8, 3:30 – 4:30pm
Ground level of Core (2 North, Main Library)
Please note: Assessment & Planning (Mike Perry) will not be represented at this meeting.
(See the Implementation tab above for a download link to the preference form)
Work Group Mixer
Friday, April 24, 3:30 – 4:30pm
1 South, Main Library
Please note: Access Services (Kurt Munson) will not be represented at this meeting
When/Where: Wednesday Mar. 11, 9am-5pm / Ver Steeg Lounge
When/Where: Wednesday Mar. 18, 9am-5pm / Ver Steeg Lounge
Who: All staff
Leadership Training with Maureen Sullivan
When: December 17, 11:30am - 12:30pm
Where: 1 SOUTH Collaboration Space
Who: All staff are invited
Please join Maureen Sullivan for a facilitated discussion on the next steps for the implementation process for the organizational restructure. We will also touch on the emotional aspects of change and share strategies for coping effectively.
The draft documents from Implementation Team Report can be found under the Implementation tab a the top of the page__________________________________________
Academic research libraries are changing. The growth in new disciplinary fields, the emergence of technologically enhanced forms of scholarship and pedagogy, and the radical shifts in the publishing and media industries require us to develop innovative library and information services in a variety of areas – including data management, scholarly communication, assessment, instructional design, digital humanities, and user engagement -- to name just a few. We must be creative and in some senses, entrepreneurial: responsive to increasingly complex information management, receptive to rapid change, improving internal workflows, and willing to assess successes and failures with greater speed and agility.
We are currently discussing and developing new organizational models for the work of our Library, and these explorations have relied in part on the vision and recommendations of our culture change initiative. Our ongoing project management training, executive team building and library training grid are other components of this multi-part cluster of organizational development work.
The goals of structure change – as we currently view them – are to maximize the ability of our existing staff to ensure effective delivery of the high-quality resources and services needed by our illustrious and diverse university, and to develop a better workplace. We can only achieve these goals if every Library staff member is committed to and engaged openly with the change processes. We invite you to review the information collected here, and join us in the conversation. Your comments and recommendations are both welcome.