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Effective Personnel Management: A Journey in Leadership Excellence

Embark on a leadership odyssey with Kathryn Johns-Masten, a seasoned Electronic Resources/Serials Librarian at SUNY Oswego. Learn the essentials of personnel management: setting expectations, clear communication, fostering participation, adaptive planning, motivation strategies, feedback techniques, embracing change, and best practices for effective leadership. Explore the art of supervision styles, motivating high performers, and managing challenges with kindness and empathy. Enhance your leadership skills to drive growth and success with actionable insights and practical advice.

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Effective Personnel Management: A Journey in Leadership Excellence

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  1. Personnel Management: an odyssey Kathryn Johns-Masten Electronic Resources/Serials Librarian SUNY OswegoSUNYLA 2010

  2. In the Beginning There was a staff…

  3. Expectations • Set goals that everyone must meet • Do as you want others to do • Set the standard--make it clear • Ask what staff expect of you

  4. Set the Agenda • Clear goals • Teamwork • All in this together -- working for common goal

  5. Communication • Make policies and procedures clear • Regular Meetings • Email, blog, webpage….. • Talk with staff regularly • Responsibility

  6. Participation • Regular Meetings • Review of procedures/policies • Comfort level • Foster “Safe Idea Zone”

  7. Planning • Be willing to change the plan • Ask for input • Be flexible when possible • Group planning not always possible or necessary

  8. Learning & Supervision Styles • Learn how staff prefer to work and take direction • What kind of supervisor are you – hands on, hands off or somewhere in the middle • Adjust your style

  9. Motivation Leadership is the art of getting someone else to do something you want done because he wants to do it. –Dwight D. Eisenhower • Different levels of motivation • High performers vs. low performers • Recognize unique talents • Foster leadership and initiative in others

  10. Feedback • Let people know – corrective feedback • Timely, honest and willing to listen • Appropriate and based on issue/problem • Talk about behavior not emotions • Challenging employees • Staff can’t improve if they falsely think they are performing at peak

  11. Change • The one thing we can count on….. • When a supervisor retires • Hiring new employees • Find a better way… • Leaders push others to do better, to learn new things, to do things they might not like or are uncertain about. (from Leading with Kindness)

  12. Best Practices • Listening and patience • Empathy and kindness • Conscious leader • Admit mistakes • Not possible to change others • Promote/facilitate growth and learning • Keep perspective

  13. Conclusions • It does pay to be kind • A leader must “keep it real” • Firefighter Syndrome • Set clear boundaries for staff & yourself • You can’t save everybody • Learn from others • Focus on real problems

  14. Thanks!Questions..Kathryn Johns-Mastenkathryn.johnsmasten@oswego.edu

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