1. Leading big, leading small: Strategies that lead to successful changes
VINCCI KWONG, INDIANA UNIVERSITY SOUTH BEND
GARY BROWNING, INDIANA UNIVERSITY
ANNUAL CONFERENCE OF THE OHIO VALLEY GROUP OF TECHNICAL SERIES LIBRARIANS
MAY 15, 2018

2. Changes led or experienced
What change was it?
How many individuals was impacted by the change?
Was it a good or bad experience?
What was the most memorial part of the change?

3. https://kakiewrites. wordpress

4. Leading vs Managing
Is there any difference between a leader and a manager?

5. Leading small Web migration projects
Implementing an e-reader checkout program

6. Web migration projects
Redesign of websites
Web audit
Upgrade of third party systems, e.g. Libguides, LibCal
Individuals involved
Faculty and staff
~15 individuals

7. Initiate change Establish project timeline Create awareness early on
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8. Small talk One-on-one meetings Have an agenda
Meet at colleague’s office
Make it a two-way conversation

9. Buy-in
Be transparent about restrictions

10. Sandbox/Petting zoo
Sandbox is a testing environment, which provides users a way to try, experience or test features available in a system. It is usually a separate from the production environment.
Enable users to learn about the new technology
Avoid accidental changes in system
An opportunity to learn about potential issues or problems
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11. We got it!
Let everyone knows you appreciate their effort in participating in making the change happened!
Seek inputs from individuals on what went well and what did go as well.
Encourage individuals to bring up issue or new ideas!

12. E-reader checkout program
Add e-readers as a new library service
Individual involved
Faculty and staff
~ 5 individuals

13. Team building Who should you get on the team? Tech lover IT
PR/outreach
Business/operation manger
Depending on the project or service you plan to implement, you may need additional colleagues on your team!
Seek support from all parties involve
Check purchasing rule

14. Clarify workflow Planning phrase Role/responsibility Time commitment
Implementation phrase
Communication mechanism
Resource sharing
Meet periodically for updates
Address workload issues
Launching phrase
First contact
Designated contact

15. Productive support

16. Leading big
Migration of local web and MySQL servers, that serve the entire campus, into virtualized environment
Refresh the Campus website across all units
Transition away from locally managed content to a Content Management system
Update to University wide framework and improve information architecture across the entire campus.

17. 3 into 1 Content Management Migration
Touches every unit, department, school, college
Partnered with Office of Communications and Marketing
Break larger pieces of the project into smaller, manageable chunks and create a timeline for when those pieces will be complete (milestones).

18. The Team Create your team Manage your team Maintain good communication
Build positive working relationships
Acknowledge good work
Be realistic, your team is only human
Delegate to the right people
Manage conflict
Be a good example
Community of Practice can help with the project as well.
Virtual Teams

19. Stakeholder
Identify stakeholders and involve them very early in the process. These are people that can either make or break the project.
Stakeholders not only got informed early in the process, they got to see what the end product would look like and had input into the process.
Watch out for scope creep…

20. Communications Monthly updates Town Hall Meeting Style
Sound excited, mention benefits, get buy in
Provided updated timeline, identify current status
Q & As

21. Battling Negativity At your workplace, do you encounter negativity?
Which type(s) of negativity did you encounter?
1. Resisters--They rail against anything different
7. Pessimists--They always expect the worst case scenario
2. Wobbly —They are constantly shifting moods and expect others to adjust to them
8. Boilers—They will blow over the slightest provocation
3. Gossipers--They spread rumors and tell inappropriate personal tidbits
9. Complainers—They feel everything is wrong or will soon go wrong
4. Blamers—They are constantly blaming others
10. Choosers—They are constantly pitting one group against another
5. Victims—They believe people are out to get them
11. Detached-- They feel most everything is dumb or beneath them
6. Adhesives--They can’t let go, even things that happened years ago
12. Self-Absorbed--They are constantly grabbing credit or attention
Activity Description: Ask participants to give examples of the damaging effects of negativity in the workplace. As a group, discuss the dozen negative “types” listed below. Then have participants brainstorm ways that leaders can handle each type. The goal is to end up with a list of helpful leadership strategies for dealing with negativity.
Options:  If you have the time, participants can develop their own list of negative types.
Added thoughts or considerations:   Ask participants to give actual examples where they have used some of the strategies the group identifies.  The conversation will probably move to the question, "What to do with the individual who doesn't respond to the strategies?"