Managing Change in Academic Libraries (Association of College and Research Libraries e-learning course conducted by American Library Association Online Continuing Education, October , 2014) Tendik Yermekpayeva Head of Patron Services, Nazarbayev University Library

Introduction I. Types of Change and Changers II. Emotional responses to change and organizational resources III. Principles for managing change IV. Skills for managing change Conclusion

Introduction This course helps to those who take this course adjust to changes in the library. Mostly changes are directed on improving services rendered to patrons. As far as libraries are constantly improving services, librarians should manage changes to increase success and to minimize the stress that they experience. This course focuses on the emotional side of change, and how to manage that. Often where change is concerned people require a lot of communication.

I. Types of Change and Changers Change falls into three basic categories: Developmental change is doing the same thing faster and better. Transitional change is a slow, evolutionary change. Transformational change is a revolutionary change.

Among the various roles associated with change there are five Change Profiles. These profiles can be seen as “personality types” when it comes to attitudes about change. Innovators Early Adopters Early Majority Late Majority Laggards

II. Emotional responses to change and organizational resources Change can be surrounded by many kinds of fear : fear of the unknown fear of making the wrong decision fear of success fear of failure fear of loneliness fear of losing one’s job How to manage change in presence of fear?

Change can be stressful. Physical signs of stress Behavioral signs of stress Emotional signs of stress To help those who are experiencing fears and stress related to change, in other words for helping people cope with change, organizational resources should be involved. They might include various supportive programs and corporate trainings for staff, workshops on dealing with personal stress, adaptive meetings for new staff. Organization could help employees in setting up in-person appointments with psychologists, getting counseling by phone.

III. Principles for managing change Change management entails thoughtful planning and sensitive implementation. Consultation with, and involvement of, the people affected by the changes. Change must be realistic, achievable and measurable. Before starting change, put questions: What do we want to achieve with this change? Why and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with?

IV. Skills for Managing Change Analytical Skills People Skills System Skills (not IT skills) “Business” Skills

Conclusion CHANGE RESILIENCY PROFILE

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