Coaching and Mentoring the Coaching and Mentoring the new librarian : Lessons from new librarian : Lessons from

Makerere University Makerere University Orientation ProgramOrientation Program

Presented by Presented by

Eliz Nassali StateEliz Nassali State

Makerere University, UgandaMakerere University, Uganda

Location Location

IntroductionIntroduction

Makerere University is the oldest Makerere University is the oldest University in East Africa, established in University in East Africa, established in 1922.1922.

Current student population – 35,000Current student population – 35,000Staff population – 3,021Staff population – 3,021Library Staff - 192Library Staff - 192

Introduction…Introduction…

In 1995, Uganda Govt instituted a ban on In 1995, Uganda Govt instituted a ban on recruitment in all government institutions except recruitment in all government institutions except in case of death and retirementin case of death and retirement

It was realised that there was neglect to the It was realised that there was neglect to the least preferred library routines e.g. cataloguingleast preferred library routines e.g. cataloguing

The need for formal orientation of new librariansThe need for formal orientation of new librarians

Context of the LIS profession in UGContext of the LIS profession in UG

A LIS professional acquires a BLIS after 3 A LIS professional acquires a BLIS after 3 yrs university educationyrs university education

Least preferred by high school leaversLeast preferred by high school leaversEven after 3 yrs of LIS education, few are Even after 3 yrs of LIS education, few are

convertedconvertedSeveral settle for librarianship as a Several settle for librarianship as a

profession for lack of something else to doprofession for lack of something else to do

CoachingCoaching

This generally refers to teaching, tutoring, This generally refers to teaching, tutoring, training, preparing, drilling and instruction training, preparing, drilling and instruction with a purpose of speeding up and refining with a purpose of speeding up and refining existing competencies of the learner in existing competencies of the learner in order to improve performance of a order to improve performance of a particular learner.particular learner.

Considered to be beneficial in terms of Considered to be beneficial in terms of staff retention, job performance and staff staff retention, job performance and staff inductioninduction

Why coach the New Librarian @ Why coach the New Librarian @ MakerereMakerere

A new professional needs that person who A new professional needs that person who will be a teacher, coach, counsellor and will be a teacher, coach, counsellor and role model, some one to give professional role model, some one to give professional advice ,encouragement and a nurturing advice ,encouragement and a nurturing touchtouch

To identify the different talents that need to To identify the different talents that need to be tapped for example not everybody will be tapped for example not everybody will be a cataloguerbe a cataloguer

To help the librarians grow into their new To help the librarians grow into their new rolesroles

Reasons cont…Reasons cont…

To help them get acquainted with office To help them get acquainted with office etiquette, rules and procedures many of which etiquette, rules and procedures many of which are undocumented are undocumented

Facilitate knowledge transfer from experienced Facilitate knowledge transfer from experienced librarians to the new librarianslibrarians to the new librarians

Who Should Coach?Who Should Coach?

Three components of successful Three components of successful mentorship:mentorship:

o Accessibility – The coach must be able to Accessibility – The coach must be able to devote time for as long as it takes and devote time for as long as it takes and should be approachableshould be approachable

o Chemistry – The right chemistry must exist Chemistry – The right chemistry must exist between the mentor and the menteebetween the mentor and the mentee

o Expertise- Must have extensive knowledge Expertise- Must have extensive knowledge and experience.and experience.

Benefits of CoachingBenefits of Coaching

In my view, there are 3 fold:In my view, there are 3 fold:o Benefits to the new librariansBenefits to the new librarianso Benefits to the Coach/MentorBenefits to the Coach/Mentoro Benefits to the InstitutionBenefits to the Institution

To the mentee..To the mentee..Enhanced training and career development. Enhanced training and career development.

Their initial view of LIS as a desert of Their initial view of LIS as a desert of opportunities, changed thru’ a deliberate effort opportunities, changed thru’ a deliberate effort to change this perception through short training to change this perception through short training and conference attendances – 2 at Mortenson and conference attendances – 2 at Mortenson Centre, 2 at the Summer Schools in Belgium Centre, 2 at the Summer Schools in Belgium and Norway, 11 attending conferencesand Norway, 11 attending conferences

Significantly influenced their attitudes and Significantly influenced their attitudes and professional outlook. They now profess undying professional outlook. They now profess undying love for the profession and are proud to blove for the profession and are proud to be e librarianslibrarians

To the Mentee cont…To the Mentee cont…

Guided them around major procedural Guided them around major procedural obstacles and pitfallsobstacles and pitfalls

Improved their results by challenging their Improved their results by challenging their assumptionsassumptions

To the Coach To the Coach

Opportunity to practice and develop Opportunity to practice and develop management skillsmanagement skills

Satisfaction from helping others and Satisfaction from helping others and seeing them progressseeing them progress

Deepens and broadens knowledge of their Deepens and broadens knowledge of their own organisationown organisation

Increases self confidence and higher Increases self confidence and higher visibility within the Libraryvisibility within the Library

To the InstitutionTo the Institution

Enhanced transfer of skillsEnhanced transfer of skills Increased on the job learningIncreased on the job learningA cost-effective method to enhance staff A cost-effective method to enhance staff

developmentdevelopmentFaster, more effective inductionFaster, more effective inductionBetter communication, commitment and Better communication, commitment and

motivationmotivationRetention of quality staffRetention of quality staff

Challenges in the processChallenges in the process

Does on the job mentoring ever end? Now Does on the job mentoring ever end? Now that they are no longer new librarians, that they are no longer new librarians, should the mantle be dropped? should the mantle be dropped?

Being accessible whenever needed. Being accessible whenever needed. Separating professional from personal Separating professional from personal

matters matters

ConclusionConclusion

Formal on job mentoring sessions should Formal on job mentoring sessions should be encouraged to disarm the ‘in corridor be encouraged to disarm the ‘in corridor coaches’.coaches’.

Only willing mentors should be allowed Only willing mentors should be allowed otherwise a lot of harm can be created otherwise a lot of harm can be created from involuntary participation.from involuntary participation.

Experienced staff with expertise should be Experienced staff with expertise should be involvedinvolved

Feedback and openness between the Feedback and openness between the coach and the mentor are crucialcoach and the mentor are crucial