Notes from 8/27/09 AASLH Annual Meeting Session

Transcription

1 Notes from 8/27/09 AASLH Annual Meeting Session Discussion Facilitators: Susan Ferentinos, Ph.D.; Tricia Brooks, Trina Nelson Thomas (Please see end of notes for complete contact information.) Focus of discussion was on: Helping each other navigate issues of mid career and mid level professionals through best practice, innovation, practical and proactive solutions, great advice you ve gotten or given. Discussion Topics: Renewal in your current mid level position Finding yourself unemployed or self employed or looking for a new position Striving for home/work balance Renewal in your current mid level position Opening remarks by Susan Ferentinos, Public History Manager of the Organization of American Historians (OAH). Susan has been with the organization for almost twelve years, and been in the same position for almost eight years. Having stayed with the same organization/position for a long period of time has created some great opportunities for affecting change, but also some challenges. o Staying fresh seeing my job with new eyes o Continuing to grow professionally and having that growth be seen and rewarded o Being seen as still relevant and worth being wooed Susan presented some issues related to mid level renewal that might be discussed: o What are some best practices for affecting change from the middle level? o How do you build effective relationships with senior staff? How can you redefine you place within an organization you ve been with for a while? o How can we stay fresh in our positions continuing to be innovative and adaptable? o Can you advance professionally while remaining in one position for a long time? o What strategies are there for remaining vital in the eyes of leadership; not being taken for granted Be open to new thinkers and be kind to ramblers It s a tricky balance between being the old guard/institutional memory and encouraging new thinking; Avoid being the one to regularly say but we ve always done it this way. Instead try

2 something like Why don t we try...or reframe the question and ask for an explanation or rationale for new approaches. It is important to set up an institutional culture where you hear from staff across generations and/or years on staff. (Be willing to listen to the newer staff as well as the old guard regardless of age.) If you have been at the organization a long time, be open to critical assessments of what has happened in the past. Be able to let difficult times go and move forward. If you are newer at the organization, be aware of what has happened in the past and try to understand the decisions that led to certain situations or precedents. Knowledge is power! Know your institutional culture... to the degree you are able to in your position, encourage and foster a culture that allows both staff and the institution to grow. Accept the reality of your organization. What are the constraints, conventions, & opportunities at your organization? How willing are you to make changes? Ask yourself why am I staying in this position? What can I do to make it a best case scenario for myself and my organization? Consider that motivation to stay fresh sometimes is found internally and sometimes is found externally. Good books that support this idea: How Institutions Think get citations for both Tempered Radicals Make an effort and investment in professional development opportunities at the local, state, regional, and national level If your institution cannot help financially with membership fees, registration and travel costs, negotiate for paid time away to attend. Be able to articulate that your personal/professional growth and renewal is also a value/vital to your organization. One way to do this is to share what you ve learned specific skill, trend in the field, etc. with your co workers and supervisors or sister organizations Don t just be a participant at conferences volunteer, propose sessions, and look for ways to leverage your participation as good for your organization. When opportunities arise to speak in the profession, make sure your home organization knows about your service to/work in the broader field.

3 Economic situation limits resources how do you rebuild, hang in there and make it through the other side intact? Consider the role of advocates at your organization or in associations to help promote professional development opportunities for you and/or your staff. Finding yourself unemployed or self employed or looking for a new position Many of us have faced unemployment, or have worried that we may soon be confronted with it. Or maybe you have run the course in your current job and it is time to seek a new position. Entering the job market in the current economy is a daunting thought. Some issues to explore in this area include: Can you prepare now for the possibility that you may become unemployed? What steps can you take to stay connected and active in the field if you are unemployed? Is becoming a consultant a viable option and what do you need to know before entering self employment? How long is too long to stay in the same position? How do you know when you need to move on? Do we face different challenges as mid level and mid career professionals in the job market? What strategies can help us overcome those challenges? How do you know when you are ready to move on to a new opportunity? Do a self assessment have others help you evaluate your strengths and weaknesses; consider what are you priorities; what is your tolerance for risk and change; what do you want to be and/or where do you want to go in the field? Prepare for the possibility of needing to find another position or to become self employed Network now while you still have a position. What connections do you have through graduate programs; local, state, regional and national museum and historical associations; professional development programs, such as Seminar for Historical Administration, Getty programs and community and civic leadership programs; other affinity groups, social networking and support structures; where can you volunteer/provide service/teach in and out of the field? Grow your network of advocates and mentors Be a life long learner you can be a mentor and be a mentee throughout your career Broaden your skills, knowledge, and contacts in and out of the field

4 Share your expertise in other venues public libraries, local history groups, universities/colleges, career counseling centers, speakers bureau Be proactive! AASLH Mentor Committee Re conceptualized A work in progress Focus on both mentors and mentees More formalized matching of mentor and mentees. Formal timeframe and expectations for working together Take advantage of career counseling offered at annual meeting See contact information at end of notes Striving for home/work balance Technology allows us to do work in different locations (office, home, vacation, family activities) consequently the lines have been blurred as to when you are at work aka we re always in an at work mentality. Consider: Is this work load and 24/7 access self imposed or externally imposed? Are flexible hours an option at your organization? It isn t a competition between you and you co workers for most hours on the job. Rather the goal should be to do great work in the designated hours (to the degree possible.) What are ways to manage your workload more effectively? Know the rhythms of your body over the course of your workday. Ex: are you more creative at certain times of the day? Schedule your work accordingly. Evaluate hour much difference there will be in the quality of guest/visitor/patron experience if you put in X more hours. Have you achieved what you need to do with a particular project? Will putting in more time, substantially improve the product or is it taking away time and effort from other things you should be doing? Clearly articulate and to the degree possible what can be completed in the designated timeframe. Be candid! Learn to delegate it makes you work more effectively & it allows your staff & coworkers to grow professionally. The key is to be clear on the goals, deadlines, resources, and trust them to get it done properly. Remember the organization will continue to function if you can t attend a meeting. Work with your supervisor and staff to folks capable of stepping in if illness or family needs warrant you not being there.

5 If things feel out of balance, track the actual amount of time you are spending on work vs. home responsibilities and activities. Also, assess your motivation and the need for the hours you are putting in. Set specific times at home for your children to do their homework and then do your homework at the same time. Work with your supervisor/organization to establish how much of your committee work/service to the field can be charged to the organization vs. what is done on your own time. Contacts and Resources Susan Ferentinos, Ph.D. Public History Manager Organization of American Historians 812/ Tricia Brooks Manager of African American Initiatives Colonial Williamsburg Foundation 757/ Trina Nelson Thomas Senior Director, Public Programs Indiana Historical Society 317/ AASLH Mentor Committee Scott Stroh, chair Seminar for Historical Administration Bob Beatty, AASLH VP of Programs AASLH Workshops Bethany Hawkins, Programs Associate