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This is a post that’s five (or maybe even ten or fifteen?) years in the making. When I started at RPL fifteen years ago, I was an extremely unique position in the HR Unit called “Organization Development Specialist” with responsibility for staff training and development, change management initiatives, working on the nebulous “organizational culture” among […]
A couple recent conversations got me thinking about the idea that “Work is 80% Relationships” and the vital importance of soft skills. * A long time ago, the best manager we ever had at RPL talked to me about how the fact that her and another manager were really good friends outside of work and […]
Sometimes patrons think we’re helping them but they don’t realise that often they’re helping us too. Always great to have moments that remind you of why libraries are so important and why you do the work that you do…
Actions speak louder than words… @wankernomics Ever wondered how companies come up with meaningless ‘Organisational Values’ like Integrity, Respect, Innovation and Excellence? Watch this video to find out how. If you like this type of stuff come to the all new Wankernomics show touring Australia and the UK this year. It’s an all-staff meeting brought […]
I’ve had colleagues who say that when you work for a public library, you really work for your colleagues, your clients and your community. Never feels more true when I come into find a giant thank-you card signed by a bunch of the kids I interacted with at a recent school visit.
January 30 marks 10 years since the SFL brought you the constitutional right to strike! We brought together 5 insiders from the legal challenge to reflect on what it all means.? https://t.co/y3e5sLpSMF@LHubich @ljohb @SameOldKent #canlab #skpoli — Sask Fed of Labour (@SKFedLabour) January 24, 2025
The most beautiful personal libraries on Earth 1. Jay Walker’s library, Connecticut pic.twitter.com/uAW6VuIgGj — CLT (@CLT_Exam) January 27, 2025
There’s a non-zero chance that my enamel pin addiction is related to a mental illness. 
In essence, organizations focus wrongly on trying to “fix” individuals (I-Frame) rather than the systemic (S-Frame) issues that create or exasperate mental health issues for staff.
