Leadership & Management

Through my Certificate in Library Management at Central Carolina Community College , I have developed a robust theoretical framework for effective library administration. My coursework emphasized that successful leadership extends beyond operational oversight; it requires a deep understanding of organizational behavior, human resources, and change management.

My management philosophy is grounded in the "Responsibility" perspective, which views leadership not as a tool for dominion or authority, but as a mechanism for empowering staff and facilitating collective success. I have studied how to cultivate work environments that prioritize collaboration over hierarchy, ensuring that library services remain adaptive and resilient in the face of change.

Core Areas of Study:

Organizational Culture & Change: Analyzed the systemic causes of leadership failure, specifically how cultural misalignment can derail new directors during transitions.

Human Resources Strategy: Designed comprehensive frameworks for staff onboarding that view retention as a year-long process involving mentorship and social integration.

Collaborative Decision Making: Studied group dynamics and consensus-building techniques to understand how diverse teams can outperform individual experts in high-stakes problem-solving.

Focus: Strategic frameworks learned during your Certificate in Library Management.

Strategic Leadership

Change Management: My coursework in Library Management analyzed why leadership transitions often fail. I studied organizational behavior theories that emphasize the need for new directors to prioritize relationship-building and cultural adaptability over immediate radical change.

Management Philosophy: I have explored the "Responsibility" perspective of management versus the "Dominion" perspective. My academic philosophy views management not as a tool for authority, but as a mechanism for empowering staff and facilitating team success.

Human Resources & Team Dynamics

Staff Onboarding: I designed strategic frameworks for staff onboarding that extend beyond the first week. My proposed models include mentorship pairing, social integration, and continuous feedback loops to reduce turnover.

Collaborative Decision Making: Through simulations like the NASA Survival Exercise, I analyzed group dynamics to understand how consensus-building—blending analytical logic with practical intuition—leads to superior problem-solving outcomes in library teams.