The theme of changes is on my mind. In my last post I alluded to one change in the profession which I did not accept – the building of especially public library collections on the basis of public consumer demand. That reminded me of my days in the Management of Libraries as Organizations class in library school at IU.
Dr. Mildred Lowell stressed over and over and over that one characteristic all library employers expected from job candidates is the ability to adapt to changes. One example: you may be planning to be a cataloger (as I was at the time) and at the last moment need to take on reference duties in addition to cataloging. I remember thinking “no sweat – I can do that” and yet also thinking that I had just a bit too much stubbornness to change easily.
One of the case study exercises she gave us during the sessions on “systems analysis” was to evaluate an everyday task and discover the best way of doing it. This necessitated our looking at every step in the task’s execution and measuring the work involved to accomplish it. Next we had to discover and describe alternative ways of doing the exact same task. Third, you probably guessed by now, was to measure the work involved in each of the alternative ways. We then chose and justified the best way of doing that task.
Her evaluation of our projects looked at how well we described the task at hand, whether we discovered all of the alternatives, and how well we justified our final choice of method. I discovered that the more aspects one considered of even a simple task (like walking from home to class – my task for the assignment) made decision-making and its justification quite complex. In my case, one factor I looked at was the amount of vehicular traffic I encountered and particularly my perception of the amount of exhaust fumes therefrom – how important to me was my encountering exhaust every time I walked to or from class?
Related to this style of systemic thinking is the determination of the need for change. The same kinds of questions about potential change(s) as about particular task efficiencies must be asked, and just as honestly. One of the tenets in my thinking about collection development vis-a-vis censorship is which of my biases are working as I consider to add or to withdraw this title from the collection? Just so, one’s biases must be acknowledged up front when addressing potential changes. In other words, one’s biases need to be identified during the planning of and for change.
A project Dr Lowell had us working on all semester was the identification of management journals useful to the librarian be s/he entry-level, junior management, or director. While looking at many of the usual suspects, I discovered that a philosophy was sweeping the country – namely, s/he who is not changing is dead. There seemed to be some sort of justification made for the idea from the biological sciences – we slough off cells about as fast as we grow them, and so we are constantly changing. That idea got into much of the management literature.
Which meant that too many managers, I figure, devised ways of keeping their worksites in a constant state of flux. Change became necessary because it was change, not because it was necessary given “systems analysis” – indeed, those of us who raised systems-related questions were chided (or worse) as being naysayers, or even Luddites. To me, the refusal to analyse operations, identify problems, propose alternatives, and evaluate them exhibited wrong-headed biases being ignored in favor of CHANGE’s forward(?) march.
One incident at MFPOW involved a change initiated by a new manager, a change which had been evaluated and found lacking six months prior to this manager’s arrival. She stated her problem and its solution. Front-line employees in meeting after meeting explained how the change was not working because it did not address underlying causes of the problem. The manager persisted – until a system-wide meeting of public service staff pointed out how the change exacerbated the problem. She responded almost in shock, “Why didn’t you say so in the first place? We shouldn’t have done that,” thereby initiating a new change – back to an older way of doing things.
Unfortunately, that style of change management has ruled many libraries for the past 25 to 30 years. Perhaps it is not so much love of change for change sake as it is ignorance of basic management tools that lead to solid problem-solving change. But I fear, love of change for change sake is the unrecognized bias debilitating most problem-solving in libraries today.
C’est la Vie!