PRESENT

LibLine: Bridging Gaps with an Online Mentorship App for Library Workers

Empowering Professionals in Under-Resourced Communities Through Borderless Connections

Addressing the challenge of facilitating career advancement for library workers in under-resourced communities, the team refined their problem statement to focus on the development of mentor relationships. Recognizing the pivotal role mentorship plays in professional growth, the solution proposed aims to make these valuable connections more accessible and effective.

How might we help library workers in under-resources communities develop mentor relationships to support them to advance their career pathways.

Introducing LibLine – A Digital Mentorship Solution:

2. Breaking Geographical Barriers: LibLine’s unique value proposition lies in its ability to transcend geographical limitations. By facilitating connections beyond local or regional boundaries, the app opens up a world of mentorship possibilities, connecting library workers from diverse communities and backgrounds, irrespective of their physical locations.

3. Professional Association Independence: Another significant feature of LibLine is its independence from specific professional associations. This inclusivity ensures that access to mentorship is not confined to membership in particular organizations, broadening the scope of opportunities for all library workers, especially those in under-resourced communities.

4. Focused on Individual Career Goals: The app prioritizes personal and professional development by enabling users to seek out mentors who can offer specific guidance and support tailored to their individual career goals. This personalized approach to mentorship increases the likelihood of meaningful and impactful relationships.

5. Facilitating Career Advancement: By providing a platform for robust mentorship connections, LibLine directly contributes to the career advancement of library workers. Mentorship is a proven catalyst for professional growth, offering insights, advice, and networking opportunities that can open doors to new possibilities and pathways in the LIS field.

The team’s presentation introduces a compelling and practical solution to a critical challenge faced by library workers in under-resourced communities. LibLine leverages technology to facilitate meaningful mentorship relationships that can significantly impact individuals’ career trajectories. By making mentorship more accessible and removing traditional barriers to connection, the app promises to foster a more inclusive, supportive, and empowered LIS professional community. This innovative approach not only aids in the professional development of individual library workers but also strengthens the overall resilience and vitality of the library profession.

Team 20 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Xiaohan Yan
• Aislinn Sotelo
• Zemirah Ngow

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Fostering Growth Through Mentorship: A Nationwide Coordinator Network for Librarians

Building Sustainable Mentorship Opportunities Across the Librarian Career Lifecycle

Addressing the evolving professional needs of librarians throughout their careers, the team honed in on the challenge of developing sustainable mentorship opportunities. Their refined problem statement questions how libraries might facilitate mentorship that adapts to the dynamic landscape of the library and information science (LIS) profession.

How might we help libraries create sustainable mentorship opportunities for librarians across the career lifecycle to address changing professional needs.

Innovative Mentorship Coordinator Network:

1. National Scope and Collaboration: The team’s solution visualizes a nationwide initiative, metaphorically represented as the United States, underscoring the broad reach and collaborative nature of this mentorship program. This ambitious scale aims to unify efforts across the country, fostering a coherent and impactful mentorship culture within the LIS field.

2. Mentorship Coordinators as Catalysts: At the heart of their proposal is the creation of a network of mentorship coordinators. These key individuals would be tasked with developing, curating, and disseminating mentorship resources and best practices across the network. By centralizing the coordination, the initiative ensures consistency and quality in mentorship efforts.

3. Utilizing Digital Platforms for Coordination: Acknowledging the geographical spread of participants, the team envisions utilizing digital platforms, such as Zoom, for the mentorship coordinators to convene, collaborate, and exchange ideas. This approach facilitates regular communication and the sharing of resources without the constraints of physical distance.

4. Graduation and Community Building: A distinctive feature of the proposal is the concept of ‘graduation’ for mentorship coordinators, envisioning a cyclical process where coordinators, upon completing their training and collaboration phase, move on to guide mentors. This progression ensures a continuous flow of experienced professionals who can foster community building among mentors and mentees alike.

5. Focus on Sustainability: The emphasis on a coordinators’ network highlights the team’s commitment to creating a sustainable mentorship framework. By equipping coordinators with the tools and knowledge to support mentors, the initiative promises a long-term impact on the LIS profession, continually addressing the changing needs of librarians at various stages of their careers.

This team’s presentation introduces a visionary approach to mentorship in the library profession, proposing a structured yet flexible network of mentorship coordinators to bridge gaps across the career lifecycle of librarians. By leveraging digital platforms for collaboration and focusing on the sustainable development of mentorship practices, the proposal sets the stage for a transformative shift in how mentorship is facilitated within the LIS community. This network not only aims to enhance professional growth and development but also strengthens the sense of community and support among librarians nationwide.

Team 19 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Kay P Maye
• Farshad Sonboldel
• Dani Cook
• Ricardo Ferrante

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Community Engagement as a Catalyst for DEI in Libraries

Leveraging Limited Resources to Foster Diversity, Equity, and Inclusion Through Proactive Outreach

The team refined their problem statement to address a critical challenge in the library sector: equitably allocating resources, including time, training, and finances, to enhance the participation of diverse groups, increase the circulation of diverse materials, and boost the quantity and diversity of feedback. This approach underscores the commitment to measurable goals and targeted efforts to ensure libraries serve as inclusive community hubs.

How might we help library workers at all levels of career growth define, develop and iterate their own learning journey to cultivate professional satisfaction and support organizational health.

Strategic Approach to Community Engagement:

1. Holistic View of Library as a Community Artifact: The team conceptualizes the library not just as a repository of books but as a vibrant community artifact. This perspective encourages libraries to actively participate in and contribute to the cultural and social fabric of their communities, maximizing their impact despite financial constraints.

2. Targeted Outreach to Diverse Communities: Recognizing the need for libraries to extend beyond their physical boundaries, the proposal advocates for proactive community engagement. By reaching out to diverse groups within the community, including Black individuals and people of color, libraries can foster a deeper understanding of the community’s needs and interests.

3. Inclusion Beyond the Library Walls: The team suggests that libraries should engage with the community in various local settings, such as car parks and community malls, to make the library’s presence felt more broadly. This outreach strategy aims to bring the library closer to the community, ensuring it is accessible and relevant to all, especially those who may not traditionally visit the library.

4. Empowering Library Workers: Central to the proposal is the empowerment of library workers to undertake this mission of community engagement for diversity, equity, and inclusion (DEI). By equitably allocating available resources, library staff can be better equipped to initiate and sustain meaningful interactions with the community.

5. Measurable Goals for DEI Initiatives: The emphasis on measurable goals highlights the team’s commitment to accountability and continuous improvement. By setting specific targets for increasing attendance from diverse groups, enhancing the circulation of diverse materials, and expanding feedback, libraries can track their progress in real-time, making adjustments as needed to achieve optimal outcomes.

This team’s presentation offers a compelling vision for transforming libraries into active agents of DEI within their communities. Through strategic community engagement and the judicious use of limited resources, libraries can significantly enhance their relevance and impact. This proactive approach not only enriches the library’s offerings and services but also strengthens its role as a key pillar of community support, cultural exchange, and inclusive education. By embracing this model, libraries can better meet the diverse needs of their communities, fostering a more equitable and inclusive society.

Team 18 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Abbas Ahmed
• Jonathan Wheeler
• Rebecca Serrano

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Fostering Joy and Collaboration in LIS Recruitment Processes

Innovating Job Searches to Enhance Diversity, Engagement, and Retention through Mutual Support

In a refreshing take on the recruitment process within the Library and Information Science (LIS) sector, the team proposed a holistic approach aimed at meeting the diverse needs of all stakeholders involved in job searches. Their revised question focuses on collaborative development of recruitment practices that cater to individual, mutual, organizational, diversity, and community engagement needs for specific work positions, thereby enhancing retention.

Key Aspects of the Proposal:

1. Two-Way Conversations: Central to the team’s proposal is the emphasis on two-way conversations throughout the recruitment lifecycle, ensuring all parties are seen as equal stakeholders. This approach aims to make the recruitment process more inclusive and responsive to the needs of both the candidates and the organization.

2. Appo – A Concept for Collaboration: The team conceptualized “Appo” as a symbol for creating a data-led program that brings various stakeholders together to forge holistic and collaborative recruitment practices. This initiative is envisioned to benefit libraries nationwide by providing a framework for more effective and inclusive hiring processes.

3. Incorporating Joy into Recruitment: Represented by a happy frog, the importance of joy and emotional well-being in the workplace is highlighted as a crucial aspect of holistic recruitment. The team advocates for discussions on softer goals, such as workplace happiness, to be integrated into recruitment strategies.

How might we help all parties in job searches to collaboratively develop recruitment processes to meet individual, mutual, organizational, diversity, and community engagement needs for a work position so that retention is enhanced.

4. Development of Best Practices: A star symbolizes the team’s aim to develop and share best practices for holistic recruitment across the LIS field. These guidelines would support libraries in adopting more inclusive and supportive recruitment methods.

5. Visualizing Mutual Partnership and Support: An artistically designed color wheel illustrates how different parties can bring varied perspectives to the recruitment process, emphasizing mutual partnership and support. This representation serves as a metaphor for the collaborative and diverse nature of ideal recruitment practices.

6. Leveraging LIS Wisdom and Literature: Acknowledging the wealth of knowledge within LIS literature, the team suggests incorporating existing professional insights into the recruitment process. This approach aims to operationalize the vast experiences and perspectives available within the field to improve recruitment outcomes.

This team’s presentation introduces a novel and thoughtful approach to revamping recruitment processes in the LIS sector. By prioritizing mutual support, diversity, and emotional well-being, the proposal offers a pathway toward more joyful, collaborative, and effective recruitment practices. The emphasis on two-way conversations, coupled with the innovative “Appo” concept and the visual representation of diverse stakeholder contributions, underscores the potential for transformative change in how LIS professionals are recruited and retained. This holistic approach not only promises to enhance job satisfaction and retention but also to enrich the LIS field with a more diverse and engaged workforce.

Team 17 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Jeffery Loo
• DeLa Dos
• Merrilee Proffitt

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Navigating Career Transitions in LIS: Embracing Diverse Skill Sets and Networks

A Creative Approach to Supporting Professional Development and Inclusion in Library and Information Science

Addressing the unique challenges faced by individuals at various stages of their careers in the library and information science (LIS) field, the team focused on supporting those in career transitions. This includes both LIS students entering the profession and established professionals seeking growth or change within their careers. The goal is to validate and leverage existing skills and networks while facilitating the acquisition of new ones to enhance professional support and impact.

How might we support people in career transition validate existing and build new skills and networks to increase their professional support and impact in the field.

Key Insights from the Proposal:

1. Recognition of Alternative Skill Sets and Networks: The team identified a crucial need to acknowledge and value the diverse skill sets and networks that individuals bring to the LIS profession, especially those from second careers or transitioning between library types. These existing strengths are often overlooked in favor of traditional qualifications, such as the MLIS degree.

2. The Prototype – A Metaphorical Staircase: The team’s prototype creatively illustrates the journey of career transition in LIS through the metaphor of climbing a set of stairs towards a locked gate, which represents career growth and opportunities within the profession. Traditionally, an MLIS degree acts as the key to unlocking this gate.

3. Introducing the Hatchet as a Tool for Validation: In contrast to the conventional key, the team proposes a hatchet to symbolize the act of breaking down barriers using alternative skill sets and connections. This powerful imagery advocates for a more inclusive approach to professional development, where diverse experiences and skills are actively validated and utilized to advance in the field.

4. Beyond the Gate – A Symbol of Growth and Support: The area beyond the gate is depicted as a flourishing landscape, symbolizing the potential for career growth, support, and retention in the LIS field. This vision reinforces the importance of creating an environment where all professionals, regardless of their path to the profession, can thrive and contribute meaningfully.

This team’s presentation offers a compelling vision for transforming the LIS profession into a more inclusive and supportive space for individuals undergoing career transitions. By reimagining the validation of skills and networks through the metaphor of a hatchet breaking down barriers, the proposal highlights the need for systemic changes in how professional qualifications and experiences are perceived and valued. This approach not only enriches the LIS field with a diverse range of perspectives and competencies but also ensures that it remains vibrant, adaptable, and responsive to the evolving needs of the communities it serves.

Team 16 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Hannah Jones
• Jane Greenberg
• Carly Garzon Vargas
• Lynn Reeves

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