Report: The Renewal Presentation at Amigos Library Services (June 2021)

Late last month, I led a virtual Renewal Presentation hosted by Amigos Library Services. About 100 people registered for the event, which was offered to ALS members, and I was happy to see the folks who could attend.

Event attendees are offered an opportunity to take two surveys: 

  • Pre-Presentation Questionnaire (basic demographics and impetus for joining the event)
  • Low-Morale Experience Survey (exploring basic markers of a low-morale experience)

At the end of the event, attendees are also offered a chance to evaluate the Presentation.

Following is a selection of data from the surveys and the evaluation (quantitative queries show majority responses only).

Pre-Presentation Questionnaire Highlights

  • Represented areas of practice
    • 24% Administration
  • Career length
    • 68% 10 years or more
  • Topic Interest
    • 40% Emerging countermeasures and best practices to reduce/interrupt low morale
  • Attendee Type
    • 29% Supervisor or Manager (to begin exploring workplace dynamics and processes associated with low morale)

Anticipated skills or goals to cultivate:

“What a leader can do to mitigate low morale.”

“A decision on whether or not to stay in my position.”

“How to talk to managers/supervisors effectively about low morale that they perpetuate/perpetrate.”

“Ways to cope and ways to encourage others.”

“To empathize better and recognize more clearly what others may be going through.”

 Low-Morale Experience Survey Highlights 

  • Have you experienced low morale?
    • 87% Yes
  • Length of low-morale experience
    • 36% 1 – 3 years
  • Perpetrators of abuse
    • 29%  Library administrators
  • Types of workplace abuse experienced:
    • 34% Emotional
  • Feelings experienced during low morale:
    • 16% Frustration
  • What contributed to low-morale experience?
    • 17% Leadership Styles
  • Behaviors noted/considered:
    • TIE: 17% Decreased professional engagement; A decrease in work productivity

Presentation Evaluation Report Highlights

Things learned or more clearly defined:

“Strategies that actually stop the abusive/negligent behavior vs. coping strategies.”

“This made me realize that a lot of my physical problems stem from working with some toxic managers.”

Share how attending this Presentation may influence your daily or long-term library practice:

“As someone who aspires to library administration, this presentation has greatly influenced my outlook and goals in those roles. Also, I often cite Kaetrena in my own research and presentations.”

“I can be an informal leader and take control of a bad situation, which I never thought to do before.”

“I feel empowered to tell workplace abusers in the moment that what they’d said/done is not kind or productive. I feel more confident in also following up in writing to document what happened. I reached out to our HR supervisor after the training to document what I’ve personally been doing to address a workplace situation and used some of the strategies/terminologies presented in the training. Basically, I feel more empowered and rational after having been seen/heard throughout this presentation.”

Recovery plans (personally or at work):

“I am going to work on my communication and boundary setting. Additionally, I am really working to take back my power because I often give it away unintentionally.”

“I need to speak up and let people know how they are negatively impacting me.”

Topics recommended for discussion/consideration:

“The power relationship between employees – manager and employee – and how that limits honest interactions without repercussions.”

“Holding systems accountable and/or reflecting on when it’s time to walk away.”

Thanks so much to Presentation attendees, and a special thanks to Tracy Byerly and Jodie Borgerding at ALS for both their invitation to facilitate and support during the event.

Ready to host a Renewal Presentation? Let’s plan your event!


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