Library managers frequently talk about dealing with “problem” staff members – those who are unproductive, unmotivated, or underperforming. What is less often discussed is how to manage talented people; the smart, adept, high performers that seem to manage themselves. These individuals also need support and development. Just like everyone else, these library workers make mistakes and need “course corrections” to reach their potential, but all too often, managers don’t give them the guidance they need. Left on their own, exemplar employees may end up thinking that they can do no wrong, or experience misalignment of their professional agendas and priorities with those of their organization’s. Without managerial guidance, they might make mistakes that damage their careers, and if and when they do get course-correcting feedback, they may be unaccustomed to accepting the criticism. Additionally, without coaching on developing priorities and professional balance, new professionals in particular may eventually find themselves suffering mid-career burnout. Ultimately, this neglect will have long term consequences for both the individual(s) and the organization.
This presentation will discuss the importance of giving feedback to talented staff members at all stages of their careers and provide some practical methods managers can use to make it easier and more comfortable to have coaching discussions so they become a standard practice and part of the culture.
