March 17, 2010Elaine Meyers, Coordinator

Big Picture with Paula SingerCreating a Conversation with

PaulaDiscussion of the Human

Resources FrameTips on sharing airtime in

discussions—culture of many voices

Arizona Library Leadership Academy

9-9:45 Rapid Review of Ideas in Human Resources Frame10-11:30 Big PictureLunch we will have quick time to eat with

those from other systems and then develop questions for Paula

1:00-2:30 Conversation with Paula2:30-2:45 Break and Super Bowl and

Symbolic frame contest award2:45-4:00 Working in POE groups4:00-4:30 Preparing for April 21 and

Projects

“Building a better teacher.” Elizabeth Green, NYTimes Magazine, March 7, 2010

Cold Call, …stolen from Harvard Business School..

“…students don’t raise their hands—the teacher picks the one who will answer the question. Lemov’s favorite variety has the teacher ask the question first, and then say the student’s name, forcing every single student to do the work of figuring out the answer.” p. 35

The Human Resources FrameHuman needs and Organization

Requirements

People and OrganizationsPeople versus Organization

When is work not a job?

People or profits?

How do you define a “good fit” in your library?

What are the needs of our employees?

Maslow’s Hierarchy of Needs

How do we stay sane in the wrong job?Withdraw by absenteeism or quittingWithdraw psychologically: indifference, passivityRestricting output, deception, featherbeddingClimb hierarchy to better job in organizationForm alliances to redress power: unionsTeach their children that work is unrewarding

…What did your family teach you about work?

How has our global economy changed the employment contract?

What do people bring to the organization?

What does the organization give to the people?

Are libraries exempt from this pressure? In tough times can we afford to invest in

people?

What part of the budget pie chart is employee salaries and benefit?

How does your library attract the best and the brightest?

What is your library’s philosophy for managing its employees?

How do you keep the right people?

How do you empower them?

How are promotions handled? Layoffs?

Efficiency and EffectivenessRedesigning work for efficiency

What are library areas of effectiveness?

Customer service

Right book

Right information

Right referral

Excellent program

Community outreach

Other?

Self-check outOne deskFloating collectionsCentralized

referenceCentralized

selectionOther

Control top down? Self-managing teams? Diversity?

How is teamwork promoted? Rewarded? Who has your back?

Do you have choices in how you do your job/meet your goals?

Who in your organization has excellent “people skills? Describe the person and the value to the organization?

The Boss: describe your ideal boss?

Character Traits Organizational value

Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N). Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F). Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).

Myers-Briggs Type Indicatorhttp://www.myersbriggs.org/my-mbti-personality-type/mbti-

basics/

Q1. Which is your most natural energy orientation?Every person has two faces. One is directed towards the OUTER world of activities, excitements, people, and things. The other is directed inward to the INNER world of thoughts, interests, ideas, and imagination.

While these are two different but complementary sides of our nature, most people have an innate preference towards energy from either the OUTER or the INNER world. Thus one of their faces, either the Extraverted (E) or Introverted (I), takes the lead in their personality development and plays a more dominant role in their behavior.

 Extraverted Characteristics •Act first, think/reflect later •Feel deprived when cutoff from interaction with the outside world •Usually open to and motivated by outside world of people and things •Enjoy wide variety and change in people relationships

Introverted Characteristics •Think/reflect first, then Act•Regularly require an amount of "private time" to recharge batteries•Motivated internally, mind is sometimes so active it is "closed" to outside world •Prefer one-to-one communication and relationships

Choose which best fits: Extraversion (E) Introversion (I)

Q2. Which way of Perceiving or understanding is most "automatic" or natural?The Sensing (S) side of our brain notices the sights, sounds, smells and all the sensory details of the PRESENT. It categorizes, organizes, records and stores the specifics from the here and now. It is REALITY based, dealing with "what is." It also provides the specific details of memory & recollections from PAST events.The Intuitive (N) side of our brain seeks to understand, interpret and form OVERALL patterns of all the information that is collected and records these patterns and relationships. It speculates on POSSIBILITIES, including looking into and forecasting the FUTURE. It is imaginative and conceptual. While both kinds of perceiving are necessary and used by all people, each of us instinctively tends to favor one over the other. Sensing Characteristics •Mentally live in the Now, attending to present opportunities •Using common sense and creating practical solutions is automatic-instinctual•Memory recall is rich in detail of facts and past events•Best improvise from past experience •Like clear and concrete information; dislike guessing when facts are "fuzzy"

Intuitive Characteristics •Mentally live in the Future, attending to future possibilities•Using imagination and creating/inventing new possibilities is automatic-instinctual•Memory recall emphasizes patterns, contexts, and connections•Best improvise from theoretical understanding •Comfortable with ambiguous, fuzzy data and with guessing its meaning.

Choose which best fits: Sensing (S) iNtuiton (N)

Q3. Which way of forming Judgments and making choices is most natural?The Thinking (T) side of our brain analyzes information in a DETACHED, objective fashion. It operates from factual principles, deduces and forms conclusions systematically. It is our logical nature.The Feeling (F) side of our brain forms conclusions in an ATTACHED and somewhat global manner, based on likes/dislikes, impact on others, and human and aesthetic values. It is our subjective nature. While everyone uses both means of forming conclusions, each person has a natural bias towards one over the other so that when they give us conflicting directions - one side is the natural trump card or tiebreaker. Thinking Characteristics •Instinctively search for facts and logic in a decision situation.•Naturally notices tasks and work to be accomplished.•Easily able to provide an objective and critical analysis.•Accept conflict as a natural, normal part of relationships with people.

Feeling Characteristics •Instinctively employ personal feelings and impact on people in decision situations•Naturally sensitive to people needs and reactions. •Naturally seek consensus and popular opinions.•Unsettled by conflict; have almost a toxic reaction to disharmony.

Choose which best fits: Thinking (T) Feeling (F)

Q4. What is your "action orientation" towards the outside world?All people use both judging (thinking and feeling) and perceiving (sensing and intuition) processes to store information, organize our thoughts, make decisions, take actions and manage our lives. Yet one of these processes (Judging or Perceiving) tends to take the lead in our relationship with the outside world . . . while the other governs our inner world. A Judging (J) style approaches the outside world WITH A PLAN and is oriented towards organizing one's surroundings, being prepared, making decisions and reaching closure and completion.

A Perceiving (P) style takes the outside world AS IT COMES and is adopting and adapting, flexible, open-ended and receptive to new opportunities and changing game plans.

 Judging Characteristics •Plan many of the details in advance before moving into action.•Focus on task-related action; complete meaningful segments before moving on.•Work best and avoid stress when able to keep ahead of deadlines.•Naturally use targets, dates and standard routines to manage life.

Perceiving Characteristics •Comfortable moving into action without a plan; plan on-the-go.•Like to multitask, have variety, mix work and play.•Naturally tolerant of time pressure; work best close to the deadlines.•Instinctively avoid commitments which interfere with flexibility, freedom and variety

Choose which best fits: Judging (J) Perceiving (P)

ISTJQuiet, serious, earn success by thoroughness and dependability. Practical, matter-of-fact, realistic, and responsible. Decide logically what should be done and work toward it steadily, regardless of distractions. Take pleasure in making everything orderly and organized – their work, their home, their life. Value traditions and loyalty.

ISFJQuiet, friendly, responsible, and conscientious. Committed and steady in meeting their obligations. Thorough, painstaking, and accurate. Loyal, considerate, notice and remember specifics about people who are important to them, concerned with how others feel. Strive to create an orderly and harmonious environment at work and at home.

INFJSeek meaning and connection in ideas, relationships, and material possessions. Want to understand what motivates people and are insightful about others. Conscientious and committed to their firm values. Develop a clear vision about how best to serve the common good. Organized and decisive in implementing their vision.

INTJHave original minds and great drive for implementing their ideas and achieving their goals. Quickly see patterns in external events and develop long-range explanatory perspectives. When committed, organize a job and carry it through. Skeptical and independent, have high standards of competence and performance – for themselves and others.

ISTPTolerant and flexible, quiet observers until a problem appears, then act quickly to find workable solutions. Analyze what makes things work and readily get through large amounts of data to isolate the core of practical problems. Interested in cause and effect, organize facts using logical principles, value efficiency.

ISFPQuiet, friendly, sensitive, and kind. Enjoy the present moment, what’s going on around them. Like to have their own space and to work within their own time frame. Loyal and committed to their values and to people who are important to them. Dislike disagreements and conflicts, do not force their opinions or values on others.

INFPIdealistic, loyal to their values and to people who are important to them. Want an external life that is congruent with their values. Curious, quick to see possibilities, can be catalysts for implementing ideas. Seek to understand people and to help them fulfill their potential. Adaptable, flexible, and accepting unless a value is threatened.

INTPSeek to develop logical explanations for everything that interests them. Theoretical and abstract, interested more in ideas than in social interaction. Quiet, contained, flexible, and adaptable. Have unusual ability to focus in depth to solve problems in their area of interest. Skeptical, sometimes critical, always analytical.

ESTPFlexible and tolerant, they take a pragmatic approach focused immediate results. Theories and conceptual explanations bore them – they want to act energetically to solve the problem. Focus on the here-and-now, spontaneous, enjoy each moment that they can be active with others. Enjoy material comforts and style. Learn best through doing.

ESFPOutgoing, friendly, and accepting. Exuberant lovers of life, people, and material comforts. Enjoy working with others to make things happen. Bring common sense and a realistic approach to their work, and make work fun. Flexible and spontaneous, adapt readily to new people and environments. Learn best by trying a new skill with other people.

ENFPWarmly enthusiastic and imaginative. See life as full of possibilities. Make connections between events and information very quickly, and confidently proceed based on the patterns they see. Want a lot of affirmation from others, and readily give appreciation and support. Spontaneous and flexible, often rely on their ability to improvise and their verbal fluency.

ENTPQuick, ingenious, stimulating, alert, and outspoken. Resourceful in solving new and challenging problems. Adept at generating conceptual possibilities and then analyzing them strategically. Good at reading other people. Bored by routine, will seldom do the same thing the same way, apt to turn to one new interest after another.

ESTJPractical, realistic, matter-of-fact. Decisive, quickly move to implement decisions. Organize projects and people to get things done, focus on getting results in the most efficient way possible. Take care of routine details. Have a clear set of logical standards, systematically follow them and want others to also. Forceful in implementing their plans.

ESFJWarmhearted, conscientious, and cooperative. Want harmony in their environment, work with determination to establish it. Like to work with others to complete tasks accurately and on time. Loyal, follow through even in small matters. Notice what others need in their day-by-day lives and try to provide it. Want to be appreciated for who they are and for what they contribute.

ENFJWarm, empathetic, responsive, and responsible. Highly attuned to the emotions, needs, and motivations of others. Find potential in everyone, want to help others fulfill their potential. May act as catalysts for individual and group growth. Loyal, responsive to praise and criticism. Sociable, facilitate others in a group, and provide inspiring leadership.

ENTJFrank, decisive, assume leadership readily. Quickly see illogical and inefficient procedures and policies, develop and implement comprehensive systems to solve organizational problems. Enjoy long-term planning and goal setting. Usually well informed, well read, enjoy expanding their knowledge and passing it on to others. Forceful in presenting their ideas.Excerpted from Introduction to Type by Isabel Briggs Myers published by CPP. Inc. Used with permission. 

GROW Model: GOALWhat specifically do you want to achieve?

What would be the most helpful thing for you to take away from this session?

How will you know that you’ve reached your goal?

GROW Model: REALITYWhat have you done so far?What’s your experience with this?What would you like to do?What gets in the way of you

achieving this?What resources do you have

available to you to reach this goal?What other resources do you need?How will you get them?

GROW Model: OPTIONSWhat are all the different ways you

could approach this goal?What are the advantages and

disadvantages of each?What else could you do?Which steps would give you the best

results?What would happen if you did nothing?What is the worst that could happen if

you do X?Which solution feels the best to you?

GROW Model: WILLING TO DOWhich option or options do you choose?

To what extent does this meet all your objectives?

How will you know if you are successful?

GROW Summary with MentorSo what you’re saying is that you’re

going to do X by Y (date) and measure your success by Z (result)—is that right?