This is part two of a two-part report sharing the initial data from my data collection project about about how formal library leaders decided to leave a workplace where they were experiencing low morale. The first part of this report shared quantitative data. This second part offers selected qualitative data (n=51). Briefly share the tipping […]
Late last year I began a data collection project connected to my work focusing on the low-morale experiences of formal library leaders. Specifically, I created the project to learn more about about how formal library leaders decided to leave a workplace where they were experiencing low morale. In this first part of a two-part report,
Data Collection Brief: Leaving Leadership Roles due to Low Morale – Part 1 (August 2023) Read More »
Wrapping up a busy May, at the end of last month I offered a Renewal Colloquium for the South Carolina State Library. The event was held virtually, and about 50 folks registered (there was a waiting list, as well). Most attendees were formal leaders working in public libraries around the state. Here’s a summary of
Report: South Carolina State Library (May 2023) Read More »
Lorene Kennard, host of The Librarian Linkover podcast, interviewed me about my latest low morale study, “The Cornered Office – A Qualitative Study of Low-Morale Experiences in Formal Library Leaders.” Our discussion explores some impact factors of low-morale experiences for formal leaders and surfaces insight on who should be responsible for improving workplace culture and
Recorded: The Librarian Linkover Podcast (June 2023) Read More »
Since Fall of 2021 I’ve been tracking formal leaders’ experiences with Legacy Toxicity, and earlier this month I shared the inaugural quantitative dataset for this ongoing data collection project. In this post, I’m sharing qualitative data from the survey (n=53). These are selected responses from two open-ended questions asking participants to offer contextual information about
For the past few years I’ve been considering something I call Legacy Toxicity: the dysfunctional environment inherited by a person who assumes a leadership position in a toxic organization or group. Such toxicity may not be effectively mitigated due to the previous incumbent’s role in a) engaging in or perpetuating abuse/neglect, b) already exhausting avenues
A year ago on this day, I started Renewals Coaching! Today, I’m beyond excited to announce that I’m launching Renewals Executive Coaching, designed to focus on the organizational culture and performance needs and concerns of formal leaders. This service expansion continues its core objective of working with people seeking support while working in dysfunctional workplaces, with
Revealed: Renewals Executive Coaching Read More »
The 2017, 2019, and 2021 low-morale studies all reveal and/or validate that the behaviors of formal leaders often are central to the onset and/or proliferation of low-morale experiences in modern workplaces. There are particular leadership styles that are more likely to cause or exacerbate workplace abuse and neglect; the following qualitative data highlight tactics of
Red Flag: Problematic Leadership Behaviors Read More »
Two weeks ago, the Chief Officers of State Library Agencies (COSLA) held their Continuing Education Forum and invited me to lead The Renewals Colloquium. Just under 50 were in attendance at the event, which was held virtually. This reports shares some attendee data generated from the event’s pre-work activities, along with some data from the
Library Leadership Podcast host Adriane Juarez recently invited me to discuss my low-morale studies and how they can inform formal library leaders who want to improve their organization’s cultures, as well as some impact factors that may be influencing their own experiences. Listen to the episode.
Recorded: Library Leadership Podcast (November 2021) Read More »
