Succession Planning Through Mentoring in the Academic

Library

Texas Library Association Annual Conference

Thursday, April 21, 2016

Julie Leuzinger Jennifer Rowe

Succession Planning Through Mentoring

Succession planning is the recruitment, development and advancement of library personnel to fill staffing gaps and prepare future leaders.

Succession Planning Through Mentoring

• The “Succession Planning Bible”

Singer, Paula M. and Gail Griffith. (2010). American Library Association.

Succession Planning Through MentoringLibrary Literature

EBSCO Library and Information Science Source search on: “succession planning” and mentor*

Succession Planning Through MentoringResearch Questions

• Who is responsible for succession planning in the library?

• How does mentoring enhance succession planning in the library?

• What are the challenges involved with succession planning and mentoring in the library?

• When can succession planning through mentoring be applied to other areas of the library besides management?

Succession Planning Through MentoringLiterature Review

Who is responsible for succession planning?

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Succession Planning Through MentoringLiterature Review

How does mentoring enhance succession planning?

http://www.elasticmind.ca/innerpreneur/wp-content/uploads/2011/05/Mentor.jpg

Succession Planning Through MentoringLiterature Review

What are the challenges involved with succession planning and mentoring?

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Succession Planning Through MentoringLiterature Review

When can succession planning through mentoring be applied to other areas besides management?

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Succession Planning Through MentoringSeminal Literature

Haynes, Ray K. and Rajashi Ghosh. (2008). “Mentoring and Succession Management: An evaluative approach to the strategic collaboration model.” Review of Business 28 (2): 3-12.

Lipscomb, Carolyn E., Elaine R. Martin and Wayne J. Peay. (2009). “Building the Next Generation of Leaders: The NLM/AAHSL Leadership Fellows Program,” Journal of Library Administration 49 (8): 847-867.

Singer, Paula M. and Gail Griffith. (2010). Succession Planning in the Library: Developing leaders, managing change. American Library Association: Chicago, IL.

Webster, Duane E. (2009). “Our Collective Wisdom: Succession Planning and the ARL Research Library Leadership Fellow Program.” Journal of Library Administration 49 (8): 781-793.

Succession Planning Through MentoringSurvey Method

• Survey development– Demographic

– Succession planning

– Mentoring

• Sampling technique– Non-probability (or non-random)

– Snowball

https://upload.wikimedia.org/wikipedia/commons/f/fa/Stratified_sampling.PNG

Succession Planning Through Mentoring

Survey Results

43%

42%

13%

2%Total respondents by library type

Public

Academic

School

Special

12%

33%

15%

40%

Total respondents by position

Staff

Librarian

MiddleManagement

Administration

23%

31%18%

28%

Total Respondents by size of library

1 -- 10

11 -- 50

51 -- 99

100+

23%

74%

3%Total respondents -- mentoring

programs

Yes

No

I don'tknow

24%

60%

16%

Total respondents – Succession plans

Yes

No

I don'tknow

18%

34%

25%

18%

38%

14%

0%

5%

10%

15%

20%

25%

30%

35%

40%

Mentoring Succession Plan

Libraries by type – mentoring programs and succession plans

Public Academic School

13% 13%13%

20%

23%

33%

42%

33%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Mentoring Succession Plan

Libraries by size – mentoring programs and succession plans

1--10 11--50 51--99 100+

15%

38%20%

27%

Academic respondents – by position Staff

Librarians

MiddleManagement

Administration

14%

37%20%

29%

Academic respondents – by size1--10

11--50

51--99

100+

0%

15%13% 13%14%

8%

13%

20%

37%

32%

23%

33%

43%

11%

42%

33%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Mentoring Succession Plan

Academics by size – mentoring programs and succession plans

1--10 11--50 51--99 100+

17%

51%

19%

13%

0%

10%

20%

30%

40%

50%

60%

Academics

Highly Likely Likely Not likely I don't know

My library is likely to promote from within for middle management positions

10%

33%

40%

17%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Academics

Highly Likely Likely Not likely I don't know

My library is likely to promote from within for upper level management positions

34%

43%

15%

8%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Academics

Ready today Ready in 6 months No I don't know

My library has employees who already possess the skills to step into management or administrative positions if they become available

14%

44%

35%

7%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Academics

Frequently Sometimes Never I don't know

My library has had to hire outside the library field because candidates with an MLS or paraprofessionals with library experience did not have skills required for the vacancy

14%

36%

45%

1%4%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

AcademicsAlways Frequently Sometimes

Never I don't know

My library can find current employees who want to take on leadership roles

23%

69%

8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Academics

Yes No I don't know

My library has had a leadership position vacancy for over 12 months

37%

56%

2%5%

0%

10%

20%

30%

40%

50%

60%

Academics

Anyone A select few No one I don't know

My library provides leadership opportunities for

22%

48%

21%

9%

0%

10%

20%

30%

40%

50%

60%

Academics

All levels Some levels No support I don't know

My library has support from all levels of management and leadership for mentoring

15%

37%

41%

0%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

AcademicsAlways Frequently Sometimes Never

My library provides or supports training that improves my skill set

53%

46%

1%0%

10%

20%

30%

40%

50%

60%

AcademicsYes No I don't know

I have been asked what my long term goals or aspirations for my career are

16%

38%

44%

2%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Academics

Yes Not currently No, never I don't know

I have a mentor

37%

25%

37%

1%

0%

5%

10%

15%

20%

25%

30%

35%

40%

Academics

Yes Not currently No, never I don't know

I am a mentor

Succession Planning Through Mentoring Recommendations

http://b-i.forbesimg.com/lizadonnelly/files/2013/09/Mentor-but-I-really-need-a-nap-copy1.jpg

Succession Planning Through Mentoring Further Study

“Contemporary Library Leadership: A Holistic View.”

Succession Planning Through MentoringReferences

Alcock, L. (2015). Formal mentoring programs can provide organizational and professional benefits, but are few and far between in Canadian academic libraries. Evidence Based Library & Information Practice, 10(2), 167-169.

Antes, A. L. & Schuelke, M. J. (2011). Leveraging technology to develop creative leadership capacity. Advances in Developing Human Resources, 13(3), 318-365.

Banerjee, P. M. (2013). Sustainable human capital: Product innovation and employee partnerships in technology firms. Cross Cultural Management, 20(2), 216-234.

Bunnett, B., Allee, N., Dorsch, J., Rios, G. & Stewart, C. (2009). The National Library of Medicine/Association of Academic Health Sciences Libraries (NLM/AAHSL) Leadership Fellows Program: A year in review. Journal of Library Administration, 49(8), 869-879.

Chandler, D. E., Kram, K. E., & Yip, J. (2011). An ecological systems perspective on mentoring at work: A review and future prospects. Academy of Management Annals, 5(1), 519-570.

Community Strategy (2014). Financial Executive, 30(2), 12-14.

Corner, J. (2014). The fast are eating the slow: Mentoring for leadership development as a competitive method. Industrial & Commercial Training, 46(1), 29-33.

Coughlin, C. & Hogan, P. (2008). After you, then who? Nursing Management, 39(11), 40-46.

Fitsimmons, G. (2013). Collective succession planning in librarianship. Bottom Line: Managing Library Finances, 26(4), 142-143.

Flynn, D. J. (2014). Succession planning: Are you proactive or reactive? Journal of Financial Planning, 27(11), 24-25.

Galbraith, Q., Smith, S. D., & Walker, B. (2012). A case for succession planning. Library Management, 33(4), 221-240.

Succession Planning Through MentoringReferences

Gilbreath, B. (2008). Creating career-conductive organizations: A primary intervention approach. Advances in Developing Human Resources, 10(1), 8-31.

Groves, K. S. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26(3), 239-260.

Hall-Ellis, S. D. & Grealy, D. S. (2013). The Dreyfus Model of Skill Acquisition: A career development framework for succession planning and management in academic libraries. College & Research Libraries, 74(6), 587-603.

Haynes, R. K. & Ghosh, R. (2008). Mentoring and succession management: An evaluative approach to the strategic collaboration model. Review of Business, 28(2), 3-12.

Diana Paque Named ASCLA President (2005). Interface, 27(3), 2.

Kennedy, K. (2015). From one millennial to another: Advice on being the succession plan. Journal of Financial Planning, 28(12), 20-22.

Kid’s Stuff (2007). Nursing Management, 14(1), 4.

Kippist, L. (2013). Bridges or barriers? Succession planning for doctor managers. International Employment Relations Review, 19(2), 24-37.

Korn, D. J. (2007). Securing succession success. Journal of Accountancy, 204(6), 34-37.

Leadership (2014). Financial Executive, 30(2), 11-12.

Leading ‘From the Midst’ Message at CDG Event (2005). Library & Information Update, 4(4), 13.

Succession Planning Through MentoringReferences

Linville, R. A. and Williams, C. L. (2008). Growing the best compliance professionals: Veterans health administration’s secret to succession planning. Journal of Health Care Compliance, 10(2), 65-68.

Lipscomb, C. E., Martin, E. R., & Peay, W. J. (2009). Building the next generation of leaders: The NLM/AAHSL Leadership Fellows Program,” Journal of Library Administration, 49(8), 847-867.

Malgeri, J. (2010). Enhancing the knowledge management capabilities of federal agencies. Public Manager, 39(3), 11-15.

Marbury, R. and Mayer R. (2013). Connecting the dots among people, budgets, and missions. Public Manager, 42(1), 58-60.

McComb, C. (2013). Managing the internal labour market in a manufacturing company: Explaining coaching’s perceived ineffectiveness. International Journal of Evidence Based Coaching & Mentoring, 11(1), 1-20.

McMurray, A. M., et. al. (2012). Leadership succession management in a university health faculty. Journal of Higher Education Policy & Management, 34(4), 365-376.

Miller, K. M. (2014). Changing of the guard. AALL Spectrum, 18(8), 28-29.

Munde, G. (2000). Beyond mentoring: Toward the rejuvenation of academic libraries. The Journal of Academic Librarianship, 26(3), 171-175.

Munde, G. and Coonin, B. (2015). Cross-generational valuing among peer academic librarians. College & Research Libraries, 76(5), 609-622.

Nardoni, R. (1997). Competency-based succession planning. Information Systems Management, 14(4), 60.

Nixon, J. M. (2008). Growing your own leaders: Succession planning in libraries. Journal of Business & Finance Librarianship, 13(3), 249-260.

Kid’s Stuff (2007). Nursing Management, 14(1), 4.

Succession Planning Through MentoringReferences

Pedaline, S. H., et. al. (2012). Preparing exceptional leaders. Nursing Management, 43(9), 38-44.

Prestia, A. S., Dyess, S. M., & Sherman, R. O. (2014). Planting seeds of succession. Nursing Management, 45(3), 3037.

Ridler, E. (2004). ASCLA Ad Hoc Mentoring Task Force recommendations. Interface, 26(2), 8-9.

Robinson, K. P., Runcie, R., Manassi, T. M., & McKoy Johnson, F. (2015). Establishing a competencies framework for a Caribbean academic library. Library Management, 36(1/2), 23-39.

Ruginosu, A. T. (2014). The importance of mentoring in the knowledge based organizations’ management. Management Intercultural, 16(2), 297-302.

Schmitt, S. D. (1997). Building your team. Credit Union Executive, 37(2), 30.

Sherrod, D. & Holland, C. (2013). Forecast: 100% chance of talent. Nursing Management, 44(5), 46-50.

Singer, P. M. and Griffith, G. (2010). Succession planning in the library: Developing leaders, managing change. Chicago: American Library Association.

Skipper, C. O. & Bell, L. C. (2008). Leadership development and succession planning. Leadership & Management in Engineering, 8(2), 77-84.

Thomas, C., Kidd, D. & Fernandez-Araoz, C. (2007). Are you underutilizing your board?” MIT Sloan Management Review, 48(2), 71-76.

Trow, D. B. (1961). Executive succession in small companies. Administrative Science Quarterly, 6(2), 228-239.

Webster, D. E. (2009). Our collective wisdom: Succession planning and the ARL Research Library Leadership Fellow Program. Journal of Library Administration, 49(8), 781-793.

Succession Planning Through MentoringQuestions

Julie.Leuzinger@unt.edu

Jennifer.Rowe@unt.edu