Download - Managing Yourself and Others
Managing Yourself and Others
by Sara Hansen and Jennifer Doderer, Ocean County Library
Sara will cover: Managing others while keeping your sanity
Jenn will cover: Human Resources 101
Management and Leadership
Managing the daily operations of your organization.
Leading the library toward the future.
Self Assessment:
Who are you? What kind of a leader are you?Where do you excel?Where do you need help? Who do you ask for help?
Two types of New Directors:
Old relationship – came up through the ranks and was “one of the gang” in the past
New relationship – Director hired from the outside and not privy to all the problems, staff interactions, and enabling that has gone on in the past
What makes the Director seat different
• You need thick skin – you will be accused of having favorites
• Confidentiality is a heavy burden
• Open Door policy is OK for most, as it indicates you are open to new ideas and changes
in the organization, but beware of martyrs and narcissists – they feed on the attention
In What Direction are We Going?
Cultivate your team
Be honest
Address the issues
What you need to be successful:
Personnel Manual Up-To-Date Policies Job Descriptions for everyone List of Front Desk skills all need to learn Super Library Supervisor training
New Hires:
• Job application AND a resume from each candidate
• 90 days probation in Personnel manual; can extend it
only if State Library
• Sort applications into two piles: NO and Interview
• NO – red flags: comments, sloppy, misspellings, breaks
• Phone Interview: weed out ones that look good on paper
• Interviews: only need to actually interview 5-6 at most
High expectations of good employees should be spelled out:
• Detailed job description
• Goals for coming year
• Regular / Virtual staff meetings
• Coaching sessions
• Daily E-mail / BLOGS
High expectations of good directors:• Be a role model – “walk the walk”
• No favorites – treat all the same
• Be consistent
• Be aware of cultural differences
• Reasonable accommodation of a disability
Things to check:
Did you provide an orientation for them? Do they know what their job entails, i.e. do they have
a job description, list of duties? Do they need training / retraining (see Free or
Inexpensive Training) Document retraining! Do they have the tools they need, i.e. space, supplies,
computers, time, quiet environment?
IF YOU’RE HAVING PROBLEMS WITH AN EMPLOYEE:
Costs to keep them: (Cavaiola, p.12)
• Higher rates of absenteeism
• Undermining loyal employees’ commitment to the organization
• Creating a sense of malaise / depression
• High turnover / retraining costs
• Higher levels of stress with related accidents
• Resistance to new management directives – they will undermine you with a passive/aggressive campaign
• Legal fees, litigation, including high settlement fees
TOOLS TO MODIFY BEHAVIOR INCLUDE:
• The Personnel Manual
• Coaching / Counseling sessions
• Evaluations
annual and interim (quarterly, weekly), if needed
• Progressive Discipline
• Performance Improvement Plan (PIP) with consequences (demotion or termination)
Strategies:
• Use a progressive discipline plan
• Document, document, document – and do it to everyone that is misbehaving
• Treat everyone the same
• Cross-train, reschedule everyone. It will get them out of their comfort zone and away from their enablers. Also it will add depth to your organization.
• Keep ’em busy and out of trouble!!
EvaluationsAdaptability
Communications
Conflict Resolution
Customer Service
Dependability
Job Knowledge
Judgment
Problem Solving
Quality
Team Work
Supervisors - add:
Cost Conscious/ Budgeting
Delegation
Leadership
Managing People
Planning and Organization
Dealing with FMLA, NJFLA
Stay within the law, use your HR person Use a labor attorney if things get rough Document everything, all the time Have the right forms & require them to be filled
out correctly and completely Excessive absences vs. Sick leave abuse Have the right leave policies – require earned
leave the be used up before going to unpaid Prevent "Stacking" of Leave
Free or Inexpensive Training: LibraryLinkNJ www.librarylinknj.org
The NJ State Library www.njstatelib.org
The New Jersey Library Association www.njla.org
Web Junction - Learning Center http://www.webjunction.org
click on the Find Training tab
Statewide Super Supervisor classes, levels I, II, and III
http://librarylinknj.org/content/super-library-supervisor-workshop-
series-2013
Resources: Bramson, Robert. Coping with difficult people. Garden City, NY: Anchor Press,
1981. Cavaiola, Alan A., and Lavender, Neil J. Toxic coworkers: how to deal with
dysfunctional people on the job. Oakland, CA: New Harbinger Publications, Inc., 2000.
Dobson, Michael, and Dobson, Deborah Singer. Coping with supervisory nightmares: 12 common nightmares of leadership and what you can do about them. Mission, KS: SkillPath Publications, 1997.
Documentation and discipline handouts, shared courtesy of Kathleen Carr, Human Resources, Ocean County Library from Super Supervisor Course
Software from KnowledgePoint: Performance Now, and Descriptions Now, available from www.cdwg.com. They take purchase orders
Google “sample library job descriptions.” Maine St. Lib. has some good ones:
http://www.maine.gov/msl/mrls/resources/jobdesc.shtml http://www.ogletreedeakins.com/publications/2008-06-03/new-jersey-paid-family-le
ave-law-fact-sheet http://www.state.nj.us/treasury/pensions/epbam/additional/fmla-overview.htm Marian R. Bauman 732-775-8241 x 1-301 [email protected]