April Parker Dr. Chow Final Paper “Leadership should be born out of the understanding of the needs of those who would be affected by it.� Marian Anderson I. Leadership Mission and Values
As a leader, I embrace my responsibility to my community at large. Through my actions and my words I will demonstrate my commitment to our mutual daily advancement and transformation. I am my community and my community is I, and because of that identity I demand social justice for all.
This mention statement speaks to the connectedness of self, and our populace that I feel is essential for effective leadership. I am dedicated to contributing and creating a sustainable, and thriving community. My personal history reflects a wealth of support from my formed alliances, kinships, and comrades alike and my success I attribute to the village that fed me in a multitude of ways and I devote my life to librarianship to service, it is not giving back it is returning. I am rewarded when I see people of my community rise and begin their days, finding new ways of living instead of surviving. It is in librarianship that I can serve, lead and aid my community in its rising.
Unfortunately, as a capitalistic society we often consider value as monetary worth. As a people in this nation, we are overcoming centuries of enslavement where personal value has literally meant the cost of an individual’s life. I pay homage to my history both ancestral and personal; it is from my past that my values derive. I cannot determine a compensation for those that came before me that took part in the fight for my right to become educated. Libraries were in fact the many battlegrounds of integration and equitable access to information. Historically, libraries have been cites for social change. Being rooted in that knowledge and in a people that
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were socially aware and invested in its collective advancement I find myself committed to library work and its core leadership values of human rights, social responsibility, and community building.
Social responsibility and community building is the fundamental organizational are crucial to create a positive, engaging, effective unit. The need for libraries to tackle social exclusion and engage in social justice becomes ever more urgent as the gap between rich and poor continues to widen, racism, and homophobia and the –entire isms still plague our society. American Library Association (ALA) affirms, “ librarianship can make in ameliorating or solving the critical problems of society; support for efforts to help inform and educate the people of the United States on these problems and to encourage them to examine the many views on and the facts regarding each problem� (ALA 2006). Librarianship is activism, it is radical, this work can demand and support social justice. It is critical to create institutions that are based on equity and solidarity. If libraries are to develop and grow in the future and become relevant to the majority of their local communities, then they need to abandon outmoded concepts of 'excellence' and fully grasp the 'equity' agenda.
Realize that libraries are apart of the resources of our society. We can ensure distributive justice if we are mindful and intentional about the equal distribution of information. It is not sufficient to only bridge the digital divide, or to have diverse collections. We must concern ourselves with human freedom as well as intellectual freedom. There is no neutrality on a moving bus. Libraries must become strong, long, consistent advocates and stand for human rights; it is their social responsibility. It is clear that libraries can play apart in the unequal distribution of resources if they fail to be accessible, but we have to be honest that we also can
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contribute to oppression by remaining silent. As community serving institutions we have the profound social responsibility to present all sides of every argument and not succumb to any political agenda that could prevent us from education our citizens effectively. Hold us accountable and see ourselves as being apart of an unjust system in order to eradicate social ills in our society. We must inform, and advise knowing acceptance doesn’t save lives, tolerance kills, and human rights advocacy is our only salvation.
I am a part of the community in which library administrations speak of when referring to underserved populations. I have first handedly witnessed the effects of the inaccessibility of information and suffered from the disparities of education in our marginalized populations. When contemplating my personal values in regards to librarianship I identify its core foundation being collaboration as a means of community building. These values were paramount to the profession long before the profession chose me. Libraries’ programming and resources should reflect the needs of the communities in which they serve. One way that people connect across marginalized communities is to engage in dialogue and supply literature that is relevant to these communities and ground them in a history. Helping to produce socially conscious people is one way of ensuring equity, empowering communities and support diversity, which is mutually beneficial. If people from marginalized communities become invested in a history and in a culture, there is a higher likelihood of them returning and thriving within their communities. Creating sustainable and strong community foundation is the bare minimum requirement of great library work, not the exceptional.
Community building must also come in the form of collaboration. We have to be practical and move to a needs based model in order to be effective and relevant. As librarians we
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can be conduits of resources, and become knowledgeable about the offerings of our cities and sharing them with our patrons. That leaves us to engage with our local organizations that are doing comparable work and setting people up with the necessary resources, it doesn’t end with literature it only begins. It is only through collaboration through relationship building, inclusiveness of diversity that reflects our many multitudes, that we can truly began to do meaningful work within the library realm.
Talents and personal/professional development plan Currently, I am pursuing my master’s degree in Library and Information Science at the University of North Carolina at Greensboro. Throughout my course work I have conducted research that investigated barriers to access, and the accessibility of information to, about, and created by sexual and gender minorities particularly individuals of color. I have committed to investigate the current repetitive practices that contribute to silencing of those communities. Currently, I believe I am the only student in my program working on LGBTQ library issues specifically. I have also helped catalog and organize a small collection at the Bayard Rustin Center for LGBTQA Activism, Education, and Reconciliation. I have worked with a local HBCU. This library internship has created opportunities to assess the availability and quality of gay literature in a cold cultural climate, and now I have been nominated to be the newly established student LGBTQ group’s community advisor. This is my life’s work and very meaningful to me. My anticipated date of graduation is May 2013 but the work is just beginning. Until then I will be working to design cultural competency trainings for librarians that are LGBTQ concentrated. In addition to successful completion of my coursework, which include a teaching practicum and several nontraditional
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library courses that help me gain further understanding of our society I will be working. I have gained employment at both the UNCG Music Library and as a reference library intern at UNCG’s Jackson library. I am also the president of the student chapter of the Progressive Library Guild. It is the only one in North Carolina and the upcoming semesters we hope to be recognized as a student organization on UNCG’s campus and look forward to affirming the library’s role as social justice advocates. Though this journey in higher education has been fulfilling and a dream come true I have not solidified where exactly I will find employment though I am still setting myself up to have as many options as possible. In the next three to five years I plan to begin a doctoral program in Information Science with my research interest being: equitable access to information, how information poverty leads to current social ills and maintains oppression, queer theory and gender studies, how our education system which libraries are apart of can contribute to the erasure of histories and maintain heterosexism and racism. While being a lifetime student ideally I would like to work at an academic library as a diversity librarian or multicultural librarian. I think my current work falls into alignment with much of the job descriptions of such library work which may consist of but not limited to: collaborating with other librarians, faculty, staff and students to provide research and instructional services on issues regarding diversity. I am deeply interested in creating programming and trainings that support this endeavor. In San Francisco stands the first stand-alone museum dedicated to the LGBTQ community, the GLBT History Museum and in fifteen years I see myself as an administrator of a similar museum on the east coast that I will help establish and curate. I want to be apart of the restoration of the history. I think it is important that every LGBTQ person and ally travel to any location and is able to obtain archives about their culture. I want gay heroes to be commonly 5
known. Library work can counteract the erasure of a people’s histories and that is exactly what I intend to do both personally and professionally. Personally I never had any interest being in a manager role. To supervise others never seemed like a role I would be good at, after reading First Break All The Rules I understand, “The difference between a manager and a leader is much more profound than most people think…Great managers look inward …Great leaders, by contrast, look outward.” (Burmingham and Coffman). I feel like am more of a visionary not a supervisor. My interest is to develop inclusive programming at any institution I am employed by. I have an interest in developing policy that speaks to the interest and protection of minority populations especially sexual and gender minorities. That would fall into the responsibility of a leader. Management would be handle the daily enforcement, engagement, and structure and while that is necessary work I feel like I have more aspirations and qualities of a leader Cover Letter and Resume
Mrs. Boss Lady Library Director Smarty Pants University This letter is to express my interest in discussing the position of the **position**. The opportunity presented in this listing is very appealing, and I believe that my experience and education will make me a competitive candidate for this position. Currently I am a graduate student in Library and Information Studies at university of North Carolina at Greensboro. I have completed all but one of my core classes and I have earned a 3.8 GPA. Outside of my course work I have been dedicated to working directly with my community in the forms of internships and volunteer work. With my passion for librarianship, my wealth of experience I believe I will make an excellent choice for this position. The key strengths that I possess for success in this position include, but are not limited to, the following: 6
Ability to work with diverse populations Experience with OCLC, MARC, and LCSH cataloging standards Strive for continued excellence. Strong communication skills. I am a self-starter. Eager to learn new things. You will find me to be well spoken, energetic, confident, and personable, the type of person on whom your customers will rely. I also have a wide breadth of experience of the type that gives you the versatility to place me in a number of contexts with confidence that the level of excellence you expect will be met. Please see my resume for additional information on my experience. I hope that you'll find my experience and interests intriguing enough to warrant a face-to-face meeting. I can be reached anytime via my cell phone, 862-588-1521. Thank you for your time and consideration. I look forward to speaking with you about this employment opportunity. Sincerely, April Parker
April Parker 1507 Elwood Avenue Greensboro, NC 27403 (862) 588-1521· Aprilparker83@gmail.com Objective Business professional with an ever-growing interest in library science seeks to contribute a strong work ethic and superb teaching, interpersonal and management skills within a diverse learning environment. Committed to community building and fostering safe spaces that are conducive to self-actualization. Experience Guilford College Bayard Rustin Center
Greensboro, NC
Collection Manager Intern · February 2012- Present Automated, organized, and classified collection Managed collection Promoted collection through outreach and improved circulation
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Elsewhere Museum
Greensboro, NC
Outreach/Program Coordinator (Independent Study) · January 2012-Present Assisted with outreach via social media, email/phone correspondence, setting up meeting with local organizations. Partnered with local organizations and develop programs that extended our library collections and services to underrepresented populations, with an emphasis on multiculturalism. Conducted local research neighborhoods around Greensboro to identify and address public service needs. Assisted with public events, and helped staff the library North Carolina Agricultural & Technical State University
Greensboro, NC
Library Intern · October 2011-Present Handled and digitized historic archival material Created bibliographic MARC records, abstracts, subject headings for original works Cataloging records into an Integrated Library System (ILS), Familiar with Minerva and OCLC Created libguides Created exhibits conducted internal and external needs assessment Applied for grants Greensboro Public Library-Glenwood Branch
Greensboro, NC
Volunteer · November 2010- June 2011 Organized collection and shelved books Provided customer service Assisted patrons with technology and other administrative duties. Reading Connections
Greensboro, NC
ESOL & Adult Literacy Teacher · August 2010- June 2011 To help adults improve their literacy skills so they can achieve their personal goals Instructed and assisted in curriculum development incorporating off site trips to local libraries and museums Disseminated useful information about local resources Education University of North Carolina at Greensboro, Greensboro, North Carolina Masters of Library and Information Studies Expected May 2013 Student I.D 883047675 GPA 3.85 Credits Earned 6.0 Currently Enrolled 9.0 Credits
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Kean University, Union, New Jersey Bachelor of Art in Sociology 2010 Virginia Western Community College, Salem, Virginia; Associate of Science 2006 Graduated with honors cum laude Awards Academic and Cultural Enrichment (ACE) Scholars 2011 -2013, UNC Greensboro Memberships American Library Association; Member North Carolina Library Association; Member UNC Greensboro Student Library Advisory Committee; Secretary Black Caucus of the American Library Association; Member Employment May 2010 – October 2006; Short-term Disability Claims Manager; Prudential; Roseland, New Jersey Managed national accounts; Processed disability claims and oversaw distribution of funds; Maintained ongoing contact via email and/or telephone for both clients and customers; Resolved customer service issues October 2006 – July 2004; Customer Service Representative; Home Shopping Network; Roanoke, Virginia Received inbound calls and obtained order information; Provided Product Information; Troubleshot shipping arrangements; Negotiated payment arrangements July 2004 – June 2003; Lead Teacher; Honey Tree Learning Center; Roanoke, Virginia Provided daily academic and social enrichment to a classroom of 15 toddlers; Acted as a liaison between parents and administration; Ensured maintenance of property and classroom; Supervised assistant teachers June 2003 – March 2000; Teacher; Discovery Childcare; South Orange, New Jersey Began as Assistant Teacher, later promoted to Lead Teacher of preschoolers; Constructed components of curriculum; Created semi-annual choreographed performances for youth
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II. My Ideal Library Libraries are staples to every culture and evoke a sense of belonging. Every person usually has a library story, a memory. I would like to evoke that sense of home, and comfort level in my library. Firstly, my ideal library would be universal, or as close to it as possible. The population would be reflected in the programming, collection and services. Also the populations that are absent would be represented to ensure the community is multidimensional and not ignorant of diversity. Upon my entry to the library there would be free, accessible, convenient parking. QUOTE Throughout the library there would be comfortable seating that was close to electricity outlets for my personal use. There would be designated quiet areas but collaboration and meeting places would be plentiful. My ideal library would have local artist works displayed as well as local students works. There would be gender-neutral bathrooms. Exhibits would be changed on a monthly basis QUOTE. Computers and other technologies would be tucked away in separate rooms from the collection for nostalgic and aesthetic purposes. The library would have exciting easily marked twists and turns but I would still be able to locate information because computer based catalogs would be strategically positioned and librarians would be placed where they are visible and not behind huge desks. Long worktables would be placed throughout the reference area and personal study desk would line the walls beneath the many windows of the library. The perfect library would make sure they are present during community events perhaps bringing information to support the event. Perhaps have cookbooks, and gardening literature at the farmers markets. Each portion of the library would be set up with user friendly devices and specially made desk for those with disabilities, my ideal library would have multiple ramps and elevators for this very purpose. As a single parent and student I feel like it would useful to have quite children activities and a small collection of children’s books within
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the other sections of the library for parents who need to work beside their children. A strategic plan is an organizational design that consists of a “vision for the future, mission (organizational action statement), values (cultural underpinnings and ethical foundation), competencies (core products and services) and goals and objectives” (Chow). Without a strategic plan a company cannot effectively serve nor grow. Evaluation of the performance of the organization and how they are fulfilling their strategic plan is a needs assessment. A needs assessment should be conducted on a regular basis. A needs assessment is identifying the gaps between what currently exists at an organization and what the optimal existence could be. Both internal and external customers should be asked their opinions. Once the organization is aware of what is lacking then it is their responsibility to fulfill and address those needs. III. Tope Five Questions 1. How can I create safer spaces and empower minorities to be engaged as leaders and managers? Self-actualization and helping an individual excel in their role is great management and it is essential to employee retention. FBR speaks to minority engagement, “Of course, cultural influences will shape some of your perspectives, giving you something in common with those who shared those influences. An affluent white female living in Greenwhich, Connecticut, might have a more benign view of the world than, say, a young Hispanic make growing up in Compton, California. But these kinds of differences are too broad and too bland to be of much help. It would be more powerful to understand the striving talents of this particular while female or the relating talents of that particular Hispanic male. Only then could you know how to help each of them turn his talents into performance.” I do not feel like we can forget a person’s history and
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culture while working with them let alone in a leadership capacity. As a leader I feel it is necessary to first undergo cultural competency trainings, and be intentional about creating inclusive safe spaces then move forward. Instead of isolating qualities of an individual physical, or cultural we should know the individual and treat them as such. Focusing on, “Select a person, set expectations, motivate the person, and develop the person: these are the four core activities of the “catalyst” role.” A good leader will help an employee realize their role and help them to become self-actualized which in turn will promote engagement. A great leader creates more leaders. 2. How can I overcome my feelings of “not enough” to fulfill my leadership obligations? Honestly, it was my reading of black feminist theory that has helped me name the name of oppression that once caused me to be plagued by lack of worth. Throughout the semester familiarizing myself with the pedagogy of Audre Lorde who said, “When I dare to be powerful, to use my strength in the service of my vision, then it becomes less and less important whether I am afraid.” I have concluded that my feelings of lack came from the lack of inclusion that many institutions and organizations operate with. It is not sufficient to throw diversity into a mission statement or offer a few scholarships. To be inclusive and to provide comfort to all people that we work with is to speak to disparity, and what makes us uncomfortable. It is not okay to tokenize minorities fill a quota of employees without ensuring there is policy of protection in place. I have concluded that my feelings are valid, and I have begun to work through the negativity that I have internalized as a result of discrimination and oppression. I now realize that I have a mission ahead of me and as I keep moving forward the stakes are just as high and it matters very little how afraid I am because the work is upon me.
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3. How can I as a manager validate others opinions and suggestions without becoming defensive? Being emotionally intelligent will help me manage successfully and be able to validate others’ opinions and suggestions without becoming defensive. “Self-Awareness is key to leadership development and is a skill to handling stress. The more accurately we can identify and monitor our emotional upsets, the faster we can recover. Self- awareness can be developed through the practice of seeking on-going feedback.”(Leadership skills and Emotional Intelligence). Knowing my shortcomings and myself is apart of the process. In order for me to grow as a leader I have to know where my areas of opportunity to improve lie. People who work closely with me should be poised and prompted for their feedback on a regular basis because how I preform affects them directly. This should be understood, now after completing this course and identifying the power in emotional intelligence it is completely understood as a necessary component of work life. Defensiveness is a lack of self-awareness.
4. How can I foster a positive working environment that includes work/life balance? Flexibility is key to fostering a positive working environment that includes work/life balance. People have lives outside of their work hours that do impact how they show up. A good manager instead of im mediately condemning and punishing should always ask “why?” If a leader is highly emotionally intelligent they will be able to identify an employees need and help them to perform better by being understanding and reasonably accommodating. Work life balance, “measures the degree to which work and personal life activities are
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prioritized so that neither is neglected. High ratings from bosses on these behaviors were associated with the emotional intelligence measures of social responsibility, impulse control, and empathy. Giving your bosses the impression that you are balanced is connected with your feelings of being able to contribute to a group, controlling your impulses, and understanding the emotions of others.� (Leadership Skills and Emotional Intelligence)
5. How can I challenge a staff to be continuously engaged and invested? After Reading Raving Fans it is clear regular positive feedback and merit based promotions are essential to keep employees engaged and invested. Additionally, a happy employee was fulfilled at their job because their employer “encourages us to use our own initiative�. (Raving Fans) We hire people and should allow them to do their job; micromanaging is insult and stunts creativity. When an employee is providing Raving Fan service and is innovative they should be promoted, like Debbie who created a new service and was subsequently promoted.
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