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?
http://legalhelpcentre.ca/wp-content/uploads/2011/09/legalhelpcentre_people_illustr_banner.jpg
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?
http://2.bp.blogspot.com/-xlUxxAB_UiY/Tb_4TID785I/AAAAAAAAALg/3uMPLhcyBGE/s1600/planning.jpg
Succession Planning Through MentoringLiterature Review
When can succession planning through mentoring be applied to other areas besides management?
https://toddstechtalk.files.wordpress.com/2011/03/media_httpwwwgeekcult_ybnpd-scaled1000.gif
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.
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