What are some of the best practices for developing and mentoring library leaders?

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Library leaders play a crucial role in shaping the vision, culture, and performance of their organizations. They need to adapt to the changing needs and expectations of their patrons, staff, and stakeholders, as well as the evolving trends and technologies in the information sector. How can library managers develop and mentor the next generation of library leaders? Here are some of the best practices to consider.

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1 Identify potential leaders

One of the first steps in developing and mentoring library leaders is to identify the staff members who have the potential and interest to take on leadership roles. You can use various methods to assess their skills, strengths, and areas of improvement, such as performance reviews, feedback surveys, personality tests, or self-evaluations. You can also observe their behavior, communication, and problem-solving skills in different situations, such as team projects, meetings, or interactions with patrons. Look for signs of initiative, creativity, curiosity, and willingness to learn and grow.

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Jami Yazdani

Project Management & Planning Consultant | Collaboration Facilitator | Speaker & Trainer | PMP, DASM
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In identifying potential leaders, we want to reflect on our own biases about what makes a good leader. Are we overlooking those who may have different perspectives and approaches from our own or from leaders we admire? Consider carefully how you are assessing potential. Once you've identified a potential leader, it's important to have a conversation with that staff member to understand their own career goals. Are they interested in an leadership role? Have they considered the possibility? Or are they committed to their current role and would prefer opportunities to bloom where they are already planted?

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2 Provide training and coaching

Once you have identified the potential leaders, you need to provide them with the appropriate training and coaching to help them develop their leadership skills and competencies. You can offer them formal courses, workshops, webinars, or certifications on topics such as strategic planning, budgeting, project management, conflict resolution, or emotional intelligence. You can also assign them a coach or a mentor who can guide them through their learning journey, offer feedback and advice, and share their own experiences and insights. Coaching and mentoring can be done internally or externally, depending on the availability and suitability of the mentors.

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Luis Enrique Lescano Borrego

Automatizo bibliotecas con tecnología ?? | Formo a los bibliotecarios del futuro ?? | Sigue mi contenido para mantenerte actualizado ??
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Es de vital importancia brindar capacitación a posibles líderes bibliotecarios, ayudándoles a desarrollar sus habilidades y competencias de liderazgo. Una estrategia altamente efectiva es implementar el coaching, donde líderes consolidados actúan como mentores para aquellos en formación, compartiendo su experiencia de manera más personalizada en el proceso de desarrollo.

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3 Create opportunities and challenges

Another best practice for developing and mentoring library leaders is to create opportunities and challenges for them to apply their skills and knowledge in real situations. You can delegate them tasks or projects that are aligned with their goals, interests, and strengths, and that require them to use their leadership abilities. You can also encourage them to take on new responsibilities, roles, or assignments that stretch them beyond their comfort zone and expose them to different aspects of library management. For example, you can ask them to lead a team, coordinate a program, or represent the library in a partnership or a network.

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Jami Yazdani

Project Management & Planning Consultant | Collaboration Facilitator | Speaker & Trainer | PMP, DASM
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An additional approach is to give potential leaders the opportunity to shadow those already in leadership roles. Offering a day of shadowing can give the staff member a better idea of the realities of a leadership role. Shadowing can also focus on a particular skillset or area of responsibility, with the potential leader shadowing in relevant meetings or tasks.

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4 Support and empower

As you create opportunities and challenges for your potential leaders, you also need to support and empower them to succeed and learn from their experiences. You can support them by providing them with the necessary resources, information, and guidance they need to complete their tasks or projects. You can also empower them by giving them autonomy, authority, and recognition for their work. You can also foster a culture of trust, respect, and collaboration among your staff, and encourage them to share their ideas, opinions, and feedback with each other.

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Marnie Van Wyk

Vivid Learning Solutions LLC | Learning & Development | Instructional Design | Consulting | I work with clients to design and develop highest-quality learning and bring creative solutions to training challenges.
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Offering one:one short slots of time where the agenda is open to questions such as: How can I support you? What do you need an ear for? Are there any resources you feel you're lacking? Do you have anything you'd like to unpack? How is your work/life balance? What ideas regarding problem-solving or troubleshooting have been rolling around in you? What, if any, are the barriers you are navigating currently in your career, or anticipate having to navigate as you look forward?

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5 Evaluate and celebrate

The final best practice for developing and mentoring library leaders is to evaluate and celebrate their progress and achievements. You can evaluate their performance by using various measures, such as outcomes, outputs, feedback, or self-reflection. You can also solicit their feedback on the training, coaching, or mentoring they received, and identify what worked well and what can be improved. You can celebrate their achievements by acknowledging their contributions, rewarding their efforts, or showcasing their successes. You can also help them plan their next steps and goals for their continuous development and growth.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are some of the best practices for developing and mentoring library leaders?

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2

3

4

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1 Identify potential leaders

2 Provide training and coaching

3 Create opportunities and challenges

4 Support and empower

5 Evaluate and celebrate

6 Here’s what else to consider

Library Management

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