Pete Bromberg’s 23 things (minus 3): A getting to know ya post

Peter BrombergLori Reed, our intrepid blog manager, has asked each of the ALAlearning bloggers to begin the New Year by telling a little bit about ourselves.  I had no idea what I was going to write.  Enter Maurice Coleman, he of T-is-for-Training fame (and fellow ALALearning blogger), who sent around a fun training meme.  Voila!  Instant getting-to-know-ya template.

So here, in a slightly modified form (Maurice suggested one sentence answers, but — notice my attention to detail here– I didn’t notice that until after I finished writing my post) is a little bit about me.

  1. Your One Sentence Bio: I’m just a simple librarian trying to make it in this crazy world.

  2. Do you blog? If yes, how did you come up with your blog name? I blog with a bunch of wonderful people over at Library Garden.   We’re all from New Jersey which is the Garden State (no laughing, we’re 2nd in blueberry production, 3rd in cranberry production, 3rd in spinach, 4th in bell peppers, 4th in peach production, not to mention our tomatoes, corn, etc.) so we called ourselves Library Garden.  I almost immediately regretted it though because the blog was conceived for a national audience and there was a tendency early on by some bloggers to post only about parochial NJ items.  We got past that issue though and it’s been a great ride ever since.

  3. What is your professional background? My first job out of college was working for Nordstrom, which I really view as the foundation of my professional experience.  It was wonderful to work for a company whose culture was steeped in customer service and employee empowerment.  I’ve been unable to work (for long) in any other type of environment ever since.   I received my MLS from Rutgers SCILS in 1992.  My internship was in the AT&T Law Library (I thought I wanted to be a law librarian.)  My first job was for the Spokane County Library District where I worked as both a reference and YA librarian. I then worked at the EPA in Manhattan, learning a lot in a relatively short time from a certain Free Range Librarian.  From there I moved on to Head of Reference Services at the Camden County Library for four years, and then to the South Jersey Regional Library Cooperative in 2001 as Program Coordinator, and more recently as Assistant Director.  Among other duties, I currently provide continuing education to over 600 libraries in the southern seven counties of New Jersey.  If you’re looking for the best job in librarianship, please accept my apology–it’s taken.

  4. What training do you do? staff? patrons? types of classes? These days I do more scheduling of training then actual training, but I somehow still managed to do some speaking or training 14 times last year.  (I wouldn’t have guessed it was that much.)  Most of my training/speaking is for library staff.   I talk about change, the future, technology, effectiveness, training, virtual reference, cool tools, communication, teamwork, goal-setting, etc.  As a creative generalist I’ve never quite found a niche.  I’m the nicheless librarian (hmmm… maybe I should buy that domain right now…)

  5. What training do you think is most important to libraries right now? The most important thing for us to focus on is Information literacy in the broadest sense.  And I don’t mean we need to teach others about information literacy (although that is a role for us), I mean we need to be information literate, and think of information literacy in a new way.  Librarians and library staff need to understand how the world of information behavior is changing.  How do people produce, search for, track, consume and process information?  How are technologies and economies of scale (think: mobile phones, social networking) affecting the role that information plays in our lives?  How are human relationships being affected, and how does this all relate to the role of libraries in society and in peoples’ lives?  These are the questions that would keep me up at night if I wasn’t such a sound sleeper.

  6. Where do you get your training? I don’t get trained that much these days, but do sit in on many workshops that I schedule, so I pick up bits and pieces all year long.  I also take advantage of webinars as much as possible (thanks Webjunction!)   Most of my learning occurs through… oh wait, that’s the next question…

  7. How do you keep up?
    1. Blog Reading (155 feeds and counting) through Google Reader (which I only recently started using–and I’m really loving.)   There are also a handful of blogs that I subscribe to through email (thank you feedmyinbox) because I want instant notification and/or don’t want to miss a single post.
    2. Twitter: I’ve cultivated a great network of tweeps who are always tweeting something incredibly interesting, thought-provoking, or just plain entertaining.  Follow me, I’ll follow you: http://twitter.com/pbromberg.
    3. Listservs: Digref, Publib, many NJ library listservs, and ALA/NJLA listservs, among others.
    4. Old School: I read Library Journal, Public Libraries, American Libraries, and a variety of Association newsletters.  (Maybe listservs belong under the “Old School” category too?)

  8. What do you think are the biggest challenges libraries are facing right now?
    1. Figuring out our place in the rapidly changing world. While I think every business and organization is facing a similar challenge, the challenge to libraries is exponential because so many of the changes directly affect how people find and use information which goes to the core of our mission.
    2. Marketing/Telling our Story:  For years and years libraries have had a pass; we haven’t had to work very hard to demonstrate our value, and some librarians (still) seem to actively resent the idea that we should have to demonstrate our value.  Those days are over and getting overer. (Hey, I like that quote–maybe bartelby’s will pick it up.)  Which is one reason I was so pleased to see The M Word on LISNews’ list of blogs to read in 2010.  If you’re not already reading The M Word, I cordially invite you to begin.
    3. Focusing on Customer Experience.  To simplify as much as possible, but not simpler:  If our customers have a good experience when they interact with the library or any portion thereof, we’re golden.  If they don’t, we’re toast.   (Note:  I recently posted a piece on customer experience, with a basic overview and suggested links. )

  9. Enneagram Type 9What exciting things are you doing training wise? Any training I do these days is exciting.  Right now I’m working (with my wife) on putting together a full day preconference on the Enneagram.   This is very exciting!

  10. What do you wish were you doing? As an Enneagram nine, I’m not sure I know what I wish I were doing.   But playing tennis or laughing with my wife is always better than a poke in the eye.

  11. What’s your favorite food? Pizza.  Purchased somewhere in NY, NJ or the Philly area.  If you’re not buying pizza in one of these geographic areas it’s not really pizza.  Sorry, it’s not.  (OK, an exception for Chicago deep-dish.  As long as you qualify it.)

  12. If you were stranded on an island, what one thing would you want to have with you? A book on how to survive on a desert island for less than five dollars a day.  And a sturdy guitar–maybe I’d finally learn how to play it!

  13. Talk about one training moment you’d like to forget? Once, while teaching a class on communication, I used the old example of a loaded question, “So, are you still beating your wife.”  As a man presenting to a group of mostly women, I quickly realized that perhaps a better example was called for.  Such are the dangers of ad-libbing.  I felt terrible.  Awful.  Embarrassed.  But at the end of the day, it was still better than digging ditches.

  14. How did you get into this line of work? I was going to be a teacher but then had a dream (yes, an “I was asleep at the time” dream dream dream type dream) that suggested librarianship might be a good career.  So I went to library school instead of for a Masters of Ed.  I think this story is true.  I’m almost certain it is.  And if it isn’t, it should be.

  15. What is the best part of your job? It’s hard to pick a best part of a great job.  I suppose I enjoy a certain amount of freedom and creative control, and I enjoy that my job brings me into contact with so many people.

  16. Why should someone else follow in your shoes? This question reminds me of  a story from Martin Buber’s Tales of the Hasidism, which I will now paraphrase to the best of my recollection.  The gist of it:   Samuel, a very devout man who is struggling to be good in the eyes of the Lord, approaches the Rabbi and asks, “Rabbi, should I try to be more like Moses or more like Abraham?”  The Rabbi replies, “Rather than trying to be more like Moses, or more like Abraham, the Lord would be pleased if you tried to be more like Samuel.”  And that’s all I have to say about that.  (note added 1/11/10–As a geeky librarian, it’s been bothering me that I probably got this story a little wrong–it’s been 20+ years since I read it, and I think I conflated two stories.  In any case, here is a more accurate version of one of the stories, the gist being more or less the same)

  17. Sushi or hamburger? Both, thank you.

  18. LSW or ALA? A false dichotomy if there ever was one.

  19. What one person in the world do you want to have lunch with and why? I would love to have lunch with my paternal grandfather.  He passed away when I was two so I never really got to know him, and by all accounts he was a decent, and gentle man.  And I have a feeling he’d pick up the tab even if I insisted otherwise.

  20. What cell phone do you have and why? I just bought an iphone five days ago because Verizon gave me such terrible service, compounded by billing errors–ugh, I’m exhausted just thinking about it… The iphone has been fun but all of a sudden I’m getting “no service”, so I hope this doesn’t turn into a problem as some quick googling suggests it might.  Fingers crossed!

Promote Yourself: Get The Word Out About Staff Development!

Promotion. Marketing. Recognition.

You need to think about these actions all of the time.

Promotion. Marketing. Recognition.

These actions help you reach your audience.

Promotion. Marketing. Recognition.

These actions will help you make decision makers aware of the inherent value of training.

Promotion. Marketing. Recognition.

These actions are integral to your library’s success.

Quality staff development and training are essential to the success of any library organization. A library that does not have a staff willing to learn and a management supportive of that learning will fade into irrelevance. However, when the many libraries face hard budget choices, staff development is one area that libraries consider expendable or easy to downsize. These heartfelt decisions to eliminate a “luxury” can come back to haunt libraries in the long run with unsatisfied (and mandated) training needs of the remaining staff. To those left standing after difficult cuts are dealing with doing much more more with ever shrinking staff and resources. In these situations the expertise of a staff development professional is vital to helping staff use their resources with the utmost efficiency.

Making staff development visible by promoting training, marketing your services and providing real recognition to the value of training will go a long way to acknowledging the value of staff development/training and help ensure a training’s place in an library’s essential operations support plan.

How do you promote yourself?

The short answer: Talk about yourself, the work you do, and the things you know to people inside and outside of your library.

How do I do it?

Your staff from the top of your staff structure to the bottom of your staff structure should have some knowledge of the training and staff development opportunities you coordinate or provide for the organization. If they do not know anything about what you and your staff can do, they cannot start to recognize the value of what you do for the library.

Get out from behind your desk and teach/lead learning opportunities. These can take the form of may different types of learning/training situations including: formal face to face and virtual classes, prerecorded screencasts, “just-in-time” training, informal one-on-one projects, and open house Q and A sessions. I cannot stress enough how much also need to “be out on the floor” to be an effective trainer. Your visibility both inside and outside of a learning opportunity broadens the respect of your peers and will help you establish yourself as a vital and visible part of the library.

Do not limit yourself to promoting yourself and your library to your internal peers. Seek out engagements outside of your library to talk about what you do, how you do what you do and to ask and offer assistance to other staff development/training professionals.

Network with other library staff development folks either at the local/county/city level, regional level, statewide or national level. If there is no active group, start one. Maryland’s Staff Development group has been invaluable in developing new partnerships, new statewide learning opportunities and sharing each system’s staff development strengths and resources.

Seek out local/regional speaking and training opportunities do broaden your reach and knowledge. Find a great conference and go participate. Put yourself out there and meet your peers and learn from them. These conferences can be local unconference gatherings, local and statewide conferences and national conferences. If nothing meets your needs, create a local/state unconference which gives everyone a chance to be both presenter and attender and can be held for minimal financial outlay.

How do I market my workshops?

The short answer: Communicate what you have to offer both formally and informally to your supervisors/constituents. Develop word of mouth by delivering great and timely content. Seek feedback and incorporate as needed to serve your constituents.

How do I do it?

The task of letting your staff know about what you offer and how that benefits them is the hardest thing to do when marketing your workshops. However your library communicates (email, text, social networking, paper memo) should have a way to let your coworkers know what services you provide as a staff development professional. To connect staff development opportunities, you should get to know what workshops your staff want to attend and what they need to attend. You can use focus groups, surveys or regular meetings to get feedback from your staff on what they would like to know and use those opportunities to let staff know what staff development opportunities are already offered at your library.

You can also market yourself by delivering great, timely and fun workshops. Use those workshop attendees as a captive audience to bounce ideas and provide live feedback and a sense of your staff and how they view your workshops. You can bring in outside folks to share what they know to your library. Your connection to a different voice shows that you work is informed by the latest trends in librarianship and technology.

Perhaps the easiest way of marketing you and your staff development opportunities is to get out among the staff that you serve. Ask if they need help at their desks/work areas. Encourage an open door policy for staff tap your knowledge and skills. Your assistance builds trust and markets your skills via positive word of mouth.

Creating new staff development opportunities from staff suggestions accomplishes two things. First, you are responding to the direct needs of your staff which builds trust and good word of mouth. In addition, developing new staff development opportunities keeps you as a trainer refreshed and helps prevent workshop repetition and burnout.

How do I create recognition for my work?

The short answer: Ask for recognition to create recognition. Evaluate short and long term and change when needed. Seek outside engagements to boost recognition. Generate measurements and metrics to boost recognition of the value of your staff development opportunities.

How do I do it?

Don’t be shy about asking someone who appreciates the content in the workshop you offered or the assistance you provided to write a note to your supervisor. It can be difficult for a supervisor to keep track of all of the different learning sessions you provide both inside and outside of formal training. Direct feedback from the people you serve is a powerful card to hold in an evaluation cycle.


Promotion Artwork

As a training and staff development professional, you should look at your workshops with immediate evaluations (using plus/delta aka keep and toss, and smile sheets) and over the long term (focus groups, anecdotes and surveys) to gauge and measure the change created by your work. Use these surveys to create data about your classes and to serve as a basis for reports if needed.

Another great metric is to measure the actual dollar value saved by your organization by providing training. Ask yourself some questions to begin capturing this data: How much staff time was saved because of proper training? How much staff time and travel money was saved by bringing training to your staff? How much money was saved by you sharing what you learned at a conference with your staff providing them the information from a conference without every staff member paying to attend? This is just getting “return on investment” data which is a powerful advocacy tool when discussing staff development’s value to a library.

Why should you become your best cheerleader?

You are the best person to advocate for the role of staff development in your library. Don’t expect or assume anyone else will advocate for you.

Just because you provide some nebulous value to an organization, that value is diminished without some serious promotion of what you do, marketing of your staff development encounters and recognition for the role they play withing any library.

“You must be the change you wish to see in the world.” Mohandas Gandhi

Maurice Coleman

Maurice Coleman, has been Technical Trainer at Harford County (MD) Public Library in North Eastern Maryland for the last 7 years. He has 20 years of experience training all ages how to sensibly use technology, computer hardware and software. He has also trained on effective technology planning and deployment, social media skills, nonprofit organizational development and fundraising, community organizing and presentation skills. He has presented at numerous conferences on topics such as digital personal branding, technology implementation, presentation and training skills, community development and effectively using social media. He hosts the library training podcast T is for Training and writes for the American Library Association’s LearnRT blog ALALearning. For his work he was named a 2010 Library Journal Mover and Shaker and received the Citizens for Maryland Libraries Davis McCarn Technology Award. You can find him on twitter @baldgeekinmd

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