In a joint statement, leaders from across the library and information management sector recognise that Te Tōtara provides the generic values, ethics and capabilities needed for working in the library and information sector:
“We encourage you to apply this framework to strengthen the learning and development culture in your teams and to strengthen diverse capabilities in your workforce.”
Representatives from LIANZA, Te Rōpū Whakahau, PLNZ, SLANZA, ARANZ, National and Alexander Turnbull Library attended the hui.
Cross-sector adoption of the framework strengthens career pathways into and across settings and assists teams to identify and prioritise capability-focused recruitment and development for the future.
At the regional and local level, a growing number of teams are engaging as a ‘community of practice’, to share their thoughts and experiences of introducing Te Tōtara to their teams. Managers and team leaders are cognisant though, of adding another layer of expectation on to their team members.
In public libraries, kaimahi are experiencing multiple challenges, as part of larger organisations with fiscal restraints, restructures and role re-organisation. There are also more ‘asks’ of public libraries to be digital and community hubs, and whilst these challenges are welcome, they can test current capabilities.
So how can we fit professional development into the daily working lives of kaimahi? The answer is to make it a relevant, positive and simple process.
The framework acts as a reference tool for capabilities needed now and in the future. A short worksheet has been developed, Pātōtora for kaimahi to identify an area of development important to them and to foster a growth mindset.
At the individual level, this means showing awareness of one’s own strengths and areas for growth and a willingness to find and try appropriate learning opportunities. One kaimahi described how using Te Tōtara as a reference tool will give more meaning to the annual performance review process:
“How do I set my goals? I pull them out of the air a bit. This gives us something to base it on.”
The action plan in the Pātōtora worksheet supports kaimahi to set a goal or goals and to have this professional development conversation with their manager.
Alongside the Taku Tōtara workbook, the Pātōtora worksheet can be used by teams to assess their current strengths and to prioritise areas for focused development.
“I think we are often working on the same goals as individuals... better to identify a team goal.”
There are multiple applications for you to think about, whether using Te Tōtara as a conversation starter with kaimahi or for a formal gap analysis at team level. There are some webinars and in-person opportunities coming up to learn more and hear from your colleagues about how they are using Te Tōtara.
To find out more, or to join the Te Tōtara Community of Practice, contact Annemarie Thomas, LIANZA Project Manager: [email protected]