Tag Archives: organizational change

The Year Ahead–2016

Happy New Year!

What’s on tap for 2016?

  • Continue consulting to organizations–especially libraries–that are motivated to transform themselves through leadership, strategy, and innovative organizational design.
  • Integrate a lifelong commitment to community service through service learning advocacy.
  • Explore the possibility of bridging polarized relationships that are obstacles to transformative change.

I am excited about the publication of a chapter on developing service learning programs in academic libraries forthcoming in Service Learning, Information Literacy, and Libraries in April. Publication of the book will follow a working session on developing an assessment framework for service learning programs in academic libraries at the Libraries and Service Learning Embedded Institute before the Campus Compact 30th anniversary conference: Accelerating Change: Engagement for Impact. Involvement in service learning provides an opportunity for all types of academic libraries to participate in their communities at the campus level and beyond in a variety of ways.

Could libraries prototype models for overcoming structural obstacles to transformative change? It would be great to explore possibilities for creative destruction of barriers to change. Many of these issues were topics at the Taiga Forum at DLF Forum 2015 in Vancouver, BC last October.

Colleagues here in the bay area shared an inspiring story about a direct conversation between union member and managers of a local transit company that they facilitated. Drivers and managers met to exchange information about one specific process–scheduling, but left the meeting with their relationship transformed. For the first time, they had communicated directly rather than through lawyers and mediators about an issue important to both parties and about which there was little initial agreement.

Libraries generally include both managers and union members in strategic planning processes, so it is not really the case that union members and managers do not discuss important issues directly. However, sensitive issues that fall under the Taiga Forum topic “employee relations”  are usually omitted from these discussions–sometimes out of fear of grievances or otherwise motivated by conflict avoidance. Even in non-union environments general discussions about faculty status or tensions between librarians and other library workers are rare.

What would it take to try something different? I don’t have a plan, or goal, or preconceived notion about what might create a shift in structure to create positive change but would love to collaborate on an experiment in this area. Ping me if you’re interested!

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Innovative Organizational Design in Academic Libraries

Academic library leaders seek new organizational models to support the agility and experimentation needed to respond to an environment characterized by disruptive technological change. While some libraries have created new departments or units within their organizations to focus on digital library development or scholarly publishing, these new endeavors remain situated in traditional 19th century hierarchical organizations.

What organizational structures and processes can provide capacity for innovation, including generation of ideas, launching prototypes and experiments, and evaluating those experiments to decide what new products or services should be implemented? Design thinking–methodologies for generating and implementing new products and services based on user needs–is one framework to explore.

Companies that devote themselves to incubating innovation such as IDEO are able to operate using a fluid organizational structure. IDEO, for example, is organized into “studios” with teams that form and disband as projects come and go.

While this type of organizational structure does not seem feasible for an academic library, which must still engage in running standards-based production operations and services (e.g. metadata creation, digitization, stack maintenance), some libraries are experimenting with bringing design thinking into their organizations in other ways.

The University of Rochester Libraries have led the way in the application of design thinking to service development as well as systems design. While responsibility for this perspective seems to be situated in the Libraries’ usability lab, many people in all departments of a rather traditionally organized library have been involved in design projects.

The Virginia Tech Libraries, under Tyler Walters’ leadership have launched a set of initiatives to encourage innovation, including a library-based hub to build capacity for new systems and services. Although they have not applied the design thinking label to this endeavor, the concept seems to be aligned with design thinking principles.

Based on anecdotal evidence, design thinking may be catching on in academic libraries, albeit slowly. The dominant model for bringing design thinking into the library seems to be through an innovation incubator (working group, council, or hub) or a usability group. Is this a viable model? What are the advantages/disadvantages?

Is it important to introduce design thinking throughout the organization? Is there an innovative organizational design that would enable this? How would a hybrid model of “studios” with self-organizing team alongside a traditional departmental structure organized along functional lines work?

I would love to collect more data about various organizational models libraries have used to foster innovation, and how those models have worked, so post your stories here, or send me an email.

 

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