Strengthening Innovative Library Leaders (SILL) Project funded by Bill & Melinda Gates Foundation. Output: Stand-alone leadership training materials that work across languages and cultures. 100 librarians will be trained in three countries. Pilot sites: Namibia, Myanmar, Armenia The Mortenson Center team first trains the trainers and then returns to watch the trainers deliver the training. Research Questions: Is it possible to develop stand-alone leadership training materials that will work across cultures and language? What content seems to resonate with different cultures? What skills do training facilitators need to have to use and adapt the training materials? How do we measure the impact of this training?

The SILL Training: Two-day training session with four learning modules: Leadership, Innovation, Planning, & Communication. Training Components: – Short Lectures – Icebreakers – Group Exercises Group Exercises – Individual Assessments – Group Module Recaps – Small group discussion – Every participant creates an Action Plan Leadership Styles Library Leaders as Innovators Library Leaders as Planners Library Leaders as Communicators

Preliminary Findings What training style and content seem to resonate in different cultures? Fun, interactive learning environment Slower training pace Community-specific examples Spending more time on fewer modules “Problem Solving” Lesson Did not work as stand-alone module; instead problem solving activities were integrated into each module. How can we help trainers deliver and adapt SILL content? Cut down lectures Flexible training schedule Videos of others conducting the training Training handbook with tips for adapting content Annotated, customizable PowerPoint slides

Measuring Impact SILL employs a developmental evaluation. Provides real-time feedback as part of a continuous development loop Results nurture learning rather than simply judge SILL’s success or worth Examples: How effectively did the Namibian trainers implement the training? o Analytic rubric used to evaluate participants’ action plans. How are participant mindsets changed as a result of the training? o Retrospective post-then-pre survey o Follow-up survey will be conducted after 2 months.

Next Steps: Incorporate feedback from Myanmar Translate materials into Burmese and add country- specific examples Return to Myanmar with an independent evaluator to observe the trainers deliver the content Begin developing website to house the training materials and videos Is it possible to develop stand-alone leadership training materials that will work across cultures and language? So far, Yes. Conclusion