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Building on Success: a development programme for the Library Senior Managers’ meeting November 2009 Maureen Wade Director of Library Services.

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Presentation on theme: "Building on Success: a development programme for the Library Senior Managers’ meeting November 2009 Maureen Wade Director of Library Services."— Presentation transcript:

1 Building on Success: a development programme for the Library Senior Managers’ meeting November 2009 Maureen Wade Director of Library Services

2 Why ‘Building on Success’? Library service not broken High user satisfaction survey results Investors in People accreditation x 4 Building on a successful base to develop and involve all staff

3 How did the programme start? Concerns about: Overload on Senior Management Group (SMG) Middle managers’ group (OMG) not functioning as intended May 2008 SMG awayday with consultant Began with review of SMG role and responsibilities Agreed to embark on development programme over c. 2 years

4 Building on Success : key areas to be addressed Roles & responsibilities of senior and middle managers Delegation and clarity of decision-making Succession planning and leadership development Involvement and engagement of all staff Improved internal communications

5 Initial actions Senior team re-named Library Leadership Team Explanation of programme to library staff First-ever awayday for all library staff (150 individuals) organised by a Design Team representative of all teams & grades

6 Library staff awayday Held at Kings College January 2009 Highly interactive, groups focussing on Their views of the Library What they were proud of What were the challenges for the future Judged a great success by staff

7 Staff views at the awayday Strong commitment to quality customer service and pride in the Library Identified need for: better internal communication more cross-team working more consistent management Improved maintenance of library building

8 Early actions No day to encourage face-to- face communication Internal communications audit New role to liaise with Estates Division Senior managers on Service Counter on Learning at Work day

9 Delegation & succession planning Changes in senior roles (Chief Information Officer and Director of Library Services) Strategic as well as management responsibilities for members of LLT Creation of LLT Panels including middle managers

10 LLT Panels Panels of senior and middle managers set up to deal with: Finance Planning Projects Vacancies (Staffing) Middle managers invited to apply

11 Cross-Library groups Cross-Library groups set up to replace middle manager group: Collections strategy Public services strategy Staff development Business continuity Some members nominated, some places free for all staff to apply

12 Statement of Intent (i) As members of Library staff we are committed to being part of the leading social science library in the world. Our shared values: Commitment - to the services and goals of the Library and School. Respect – for each other and our users. Engagement – looking outside the Library for inspiration, to learn from others and contribute to the wider community.

13 Statement of Intent (ii) Our style of working: Transparent – communicating openly and clearly, sharing information with colleagues to ensure the best results. Inclusive - ensuring active involvement of all staff. Collaborative – working across the Library, united as one Library team. Reflective – taking the time to think about our achievements, building on our successes and continuing to innovate.

14 Achievements so far Planning Panel Annual development plan 09/10 to link strategic and operational planning First draft of SDP monitoring report Annual planning calendar

15 Achievements so far Finance Panel Pre-digestion of monthly finance reports for LLT, highlighting exceptions Foreign currency monthly monitoring model Involvement in TRAC costings 08/09

16 Achievements so far Projects Panel Process for reviewing project proposals for approval by LLT Monitoring of project progress with exceptions highlighted to LLT PRINCE 2-lite project management training for project teams

17 Conclusions Building on Success is a work in progress More cultural change than traditional staff development Hard work but definitely worth doing Two years was perhaps optimistic…

18 Questions?


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