What on earth are they doing that for?

Last month we started to talk about communication in libraries, and I focused on managers and team leaders ~ those who are primarily responsible for ensuring the success of communication within the library.

In this issue I’m going to discuss the responsibilities of the staff and teams in the library to help increase that level of success. In fact I would like to talk directly with you, and help you see what a key role you play. You attend the meetings, receive the emails and see the notices. You interact with others on a daily basis and therefore are a vital link in the supply chain of information that constantly goes up and down and through and over and round and about the library. You are the people who RECEIVE the information, and as such have major responsibilities in determining just how successful the communication will be. And as that receiver, you have choices to make.

I’m going to introduce you to three key choices.

1. What about the speaker?

The first choice concerns the author or speaker? Do you have respect for the communicator? Are they someone you can trust? Do you think they know what they are talking about? Let me use a very apt example!

It does not escape me that you are no doubt asking these questions about me right now. You may have known me in the past, and are making decisions about me on that basis, you may know others who know me and are influenced by their opinion, or you may be coming to this article with a completely open mind. As you read you are making choices. The point I would like you to consider is that these are exactly the choices you make every time your managers and team leaders open their mouths to speak, or send another email.

2. How do you interpret the information?

The second choice is about how you receive the information. Here’s a question: Are you listening to contradict, or are you listening to learn? Within the first 2 minutes of receiving the communication, in whatever form it comes to you, are you already thinking . . . .

• this won’t work
• we tried this 2 years ago, and it was an absolute disaster
• we haven’t got the time ~ I’m already working a [10, 12, 18] hour day
• the customers won’t like it
• it’ll mean loss of jobs
• it’s all too hard
• what on earth are they doing this for ~ they must be crazy

Or are you thinking ~ Hey this sounds interesting ~ There could be an opportunity for me here ~ I’m ready for something a bit different ~ I wonder how I could help?

To modify the old saying slightly ~ You hear the message and you make your choice ~ literally !!

3. So what do I do next?

The third choice you make, and the last one I want to discuss here, is deciding what to do following the communication. Do you endorse the ideas if you think they are good? Do you challenge the ideas that you do not agree with? Do you suggest things the manager or team leader may not have thought of ? Do you seek clarification about the bits you don’t understand?? The bold among you may even seize the opportunity to give the speaker or writer some feedback, in a constructive way of course.

OR . . . . do you stay silent and talk with your colleagues after the meeting. Do you get quite critical about the content, the manner in which it was delivered and the way you didn’t get the info you needed. Do you spend quite a bit of work time criticising the speaker or whipping up a bit of negative fervour. I kid you not – it does happen, and again you make that choice. If you choose not to start this sort of conversation, do you go along with it when others do, or do you walk away !

My challenge to you is to be aware of the choices you make, and be responsible for them. You have the power to enhance or hinder the communication flow in your library. Use that power wisely, and enjoy the benefits of adding your bit to a more mature and professional work environment. Think about what you can do today to LEARN from the communication going on around you, and if you don’t understand or don’t agree, then find a constructive way to give your manager or team leader that feedback. Managers and team leaders who are onto it, will want to know. Often the further up the ladder they go, the less feedback they get. Your understanding is a key measure of the success of their communication ~ but only if they know about it.

Have some comments? I'd love to hear from you. Call me on 025 479 338 or email me