by Marianne E. Giltrud, Librarian and Adjunct Faculty, The Catholic University of America

I recently posted to the Future Ready, Linked In group the following:
We’ve just gotten back from SLA Annual Conference and the ideas, creativity and connections are still fresh in my mind and the energy was palpable…Where do we go from here? What is our next step to solidify our knowledge and participation in the future? What trends, impacts and disruptions do we need to be keenly aware of so that we can ride the wave of the future??? What does it mean to be an International Organization? What cultural norms and ethnic considerations do we need to be aware of so that we can bridge the gap in a flattened, connected and success based world?

I have been asked to expand on my comments and I am awed and amazed at the opportunity to do so. To that end, I would like to tease out each question above with the hopes that this will provoke ideas, discussion and questions that serve to shape our future now.

Where do we go from here?
I ask this because it seems incumbent upon us to advance our knowledge, skills, and abilities derived from the conference experience. To me, a blog post is a venue to articulate, envision and brainstorm about the future while learning from our past.

In library school, Thomas Friedman’s The World is Flat was required reading at a time when many business schools read and discussed it like the Bible. Friedman’s opening session focused us on the question of, “How do we compete in a world that is Flat, Crowded and Disrupted?” He asked us to reach down within ourselves to meet the challenge of the future today by thinking critically about thechallenges and opportunities we face in a global economy. Moreover, in today’s world we confront an unprecedented paradigm shift in the realm of labor and economics. For example, during the Great Depression (1929-1939), jobs creation did not face the significant technological disruptions that we find today. In the economic downturn of 2008-2009, the jobs that were eliminated, are today only being replaced by one technical position whereas before there may have been seven jobs performing that function. That’s a 14% permanent reduction in jobs! We can no longer sit idly by and wait it out. We need to become entrepreneurs in our profession. Inherent in this process, is the need to leverage our creativity, engagement and participation from a global perspective.

What is our next step to solidify our knowledge and decide our participation in the future?

I believe continued discussion in this and other frameworks provides an insightful medium to brainstorm, share knowledge and reflect on the myriad skill sets, that library and information professionals bring to the table each and every day. We are conveners of knowledge who collaborate, facilitate and advance wisdom inside and outside the walls of our organizations. Larry Prusak challenged us to articulate the why’s and how’s, in order to enhance judgment and decision making in a world overwhelmed with knowledge alone. We need to be the lens of “Cognitive Diversity.” This is done through our innate ability to read between the lines, synthesize and evaluate our biases hence render decisions framed in the context of understanding the differences in disparate and opposite ideas. As a profession we are highly skilled to consider the issues and provide arguments grounded in reason, intellect and yes, even virtue.

What trends, impacts and disruptions do we need to be keenly aware so that we can ride the wave of the future???
Thomas Friedman speaks about “Cultural Diversity” and how having individuals from very different cultural backgrounds can bring insight into issues, events and considerations in the world today. What this means is that we may not always be aware of our biases and how they filter how we see the world and our relationship to it. Unfortunately, this limits our viewpoints and tends to shape our thinking in avery narrow way. Moreover, technology has disrupted the world and will continue to do so. Looking to the events in the Egypt, where Facebook was integral to the overthrow of the government shows exactly how intelligent, passionate and informed individuals can shift the outcome of a nation in real time. What does that mean to us? These uprisings are reflective of a global world economy that seeks to level the ground and prove that they can make a difference. If we can anticipate the future and be ready to adapt, then we can move forward and ride the wave into the future.

More disrupters…..
Bruce Rosenstein challenged us to “Live in More Than One World” by following Peter Druckerian Management philosophy and create a bucket list in key areas of our life to expand upon our skills, reflect and prepare for the future today. I spoke with Bruce at the conference and he said that in his new position at the Leader to Leader Institute, he works locally, engages internationally and is networked to accomplish his priorities across the nation. He has experienced first-hand the economic and technological disruptions today. That experience has provided him with a unique insight not only into his process but recommendations for us to reflect upon as possible ways to manifest the agility necessary in our world today.

What cultural norms and ethnic considerations do we need to be aware of so that we can bridge the gap in a flattened, connected and success based world?
In my undergrad studies, I took organizational psychology from a professor who was writing a book andstudying the perception of Aborigines, the indigenous people of Australia. The purpose of the study was to determine if the subject could identify and replicate the pattern of placing round blocks on the rods inserted on a piece of wood. The tester and the subject faced each other with a wooden plank that had wooden dowels placed upright about an inch apart. The tester placed blocks on the rods, and the subjects not only replicated the pattern but anticipated the next move…What they found out was that, instead of trying to remember the order of placement which we might do, i.e. center first, then right side,left side, etc. that the subjects were reading micro-expressions and nuances in body language to determine where to place the next block. That takes body language and reading a person to a whole new level. My point is that if we are competing with people who have that level of skill as it relates to human relations, negotiations and other interactions do we have that level of insight, awareness, and emotional intelligence to succeed?

To be successful and remain relevant, it is incumbent upon us not only as an organization but also as individuals who are part of the greater whole, to articulate meaningful strategies derived from a “CrowdSourced,” “In the Trenches,” and “Ground Truth” aggregated knowledge framework to improve judgment and decision making on important issues impacting us every day. In order to do this we need to rethink the “aboutness” of our profession and move forward on the path of future ready.

Marianne E. Giltrud, is a Librarian and Adjunct Faculty, at The Catholic University of America where she combines her extensive experience in knowledge services, technology, business, and program planning in support of the University Libraries.  Marianne is a member of the D.C. Chapter of the Special Libraries Association Program Planning Committee and Steering Committee Head, the CUA School of Library and Information Science, “A Century of Knowledge, Service and Discovery” Centennial Celebration.  A graduate of Catholic University School of Library and Information Science, she has written social science reviews for Library Journal, spoken and made poster presentation at research symposia on a variety of topics including mobile technology, information literacy and digital media and emerging technologies.

by Vicki Valleroy, Pacific Northwest Chapter, Competitive Intelligence Division

Recently Best Practices for Corporate Libraries was published, in which 57% of the authors were SLA members!  As one of the authors of the chapter titled “Application of Technology & Change Management in Staff Development”, I would like to share some excerpts that touch on some essential future skills.  Enjoy!

“Future skills include not only specialized skills but pivotal skills, such as project management and leadership.  The requirements for Library Specialist and Librarian positions were reviewed to determine what education or specialized skills were to be extended to include more in-depth technical knowledge, content management and information management skills, in addition to expanded skills/knowledge about copyright, intellectual property, metrics, and process based management skills.  Specialized skills are defined as tactical areas that are not unique across the company.  Acquiring these skills are the responsibilities of the staff as they develop and share their career goals and aspirations with their managers.

As important as the skills themselves is the staff’s willingness to change.  We researched change management principles and practices and chose those elements that we felt we could influence and/or control.  We created programs or activities to address these issues.  We attempted to augment our readiness to change by giving the staff adequate information, social support, participation in decision making, personal impact, and efficacy (an individual’s confidence in their ability to perform adequately in the new environment).

Due to the time needed to plan the approach and the implementation time needed, the staff development team took several years to address the issue of future skills and staff training.  During the first year, we established the future skills needed for our new library delivery model.  In the second year, the team addressed library specific competencies needed for new research and communication tools.  The team restructured the training and self-development goals by targeting specific competencies to support the company’s skills initiative.  A more focused approach to develop technical skills was needed to deliver services.  Building on the Special Libraries Association’s innovative “23 Things” self-directed training program, the team developed the Core Competencies goal, which specifically targets staff applying and demonstrating skills in selected areas.”

As professionals, we need to encourage and support each other  to take control of our own learning, to use available technology to optimize both interpersonal and professional competencies, and to put into use our ever changing lifelong learning skills.

Vicki began her professional career in health information management, developing future skills by supervising over 30 staff members on two campuses; coordinating the upgrade of computer software and hardware for medical records and coding; and participating in staff/management labor union negotiations.

After receiving her master’s degree in Library and Information Science from the University of Washington, she joined Boeing Library Services.  Currently she is co-leading the merging of the ViRT (Virtual Reference Team) and Research teams, and is particularly interested in using employee involvement best practices in developing high performance teams.   Recently Vicki completed the Change Management certificate program offered through Pepperdine University.  In 2009 she was honored with The Boeing Company’s (SSG) Shared Services Group Service Ambassador Award. She is actively involved in professional associations, locally and nationally, currently serving on the SLA 2012 Conference Planning Advisory Council.   Vicki is a co-author of “The Application of Technology and Change Management in Staff Development” in the newly published book Best Practices in Corporate Libraries.

by Lark Birdsong, Rocky Mountain Chapter, Business & Finance, Competitive Intelligence, Information Technology Divisions

Musing about: What it takes to be ready for what comes at you in life; whether professional, personal or other…to be ready and not afraid of what will be asked or needed of you.

Thoughts: Having an untethered desire to learn what needs to be learned for the space and time a person is occupying. No limits on learning subject matters, technological innovations, client engagement concepts, new ideas, collaboration efforts or the tantalizing, bewildering at times, unknown; being ready for the future means embracing efforts to acquire and know the future.

Lark Birdsong Moniker
Making ideas and “things” happen with an entrepreneurial spirit. High ratio of productivity to resources executive with the unique capacity to drive business goals in alignment with the owner’s needs, develop new initiatives, and maximize the bottom line…a key leader in an organization with expertise and capabilities in three indispensable areas, information, financial, and entrepreneurial … Formal education with three master’s degrees; informal education of countless and priceless hours of on the job and off the “for credit books” education. Contact her at lark@larkbirdsong.com

by Cynthia Hetherington

“Future-ready” in my business means work in the pipeline. As a business owner and private investigator, I spend a lot of time nurturing my clients and waiting for their calls. As much of our work is reactive, we have to be ever-ready. To prepare for this, my team and I are always updating and re-sharpening our skills. Like first responders, when you don’t see us working on active caseloads, we are strengthening our skills by practicing on our search tactics and reviewing new vendors. This is not unlike the librarian, who is in a constant state of learning. However, applying these librarian principals to the private investigative industry is a new and unique approach.

There’s the rub! Being unique in your area of expertise is truly future-ready. That uniqueness will always allow for you to stand apart from the competition and, thereby, make you a more attractive resource. For example, when I’m in librarian circles I tend to emphasize my security and investigations work. Conversely, when I’m with law enforcement or investigative groups I remind them of my library background. Simple as that. I’m always remembered by those with whom I come into contact.

Once you’ve pinpointed your unique feature, it must be marketed as such. Get out from behind your computer and meet, in person, with clients at conferences, luncheons, and other networking events. Meeting in person once is worth a thousand tweets!

Future-ready has to be made to happen, so start building your brand and marketing your unique self.

Cynthia Hetherington, MLS, MSM, has been coaching, training, and working alongside private investigators, security specialists, and law enforcement professionals for nearly twenty years. She  has found a niche in the investigative industry, assisting in online and Internet research. A widely-published author, she has written Business Background Investigations and The Manual to Online Public Records. Cynthia founded Hetherington Group, a firm dedicated to private, corporate, and government investigation and security, utilizing the industry’s most highly-regarded and nationally known investigative experts.  It also publishes the Data2know.com: Internet & Online Intelligence Newsletter for investigators and security professionals, and provides one of the industry’s most trusted private investigative services, geared toward the private business sector.

by Sarah L. Warner, Sarah L. Warner Associates

To be future ready start by thinking about what you have accomplished at each of your positions. The resume’s central section is the essential section to express your responsibilities in the form of Accomplishments. More and more clients are looking for accomplishments, not simply a listing of the tasks (job description) that you were responsible during the tenure in each position. For example: Task – Involved with a variety of software projects across the department. Accomplishment – Selected to participate on a team with the rollout of LegalKey Attorney Desktop, which enabled end-users to request files. Task – Handle all research questions and daily new items for the organization. Accomplishment – Created and disseminated specialized daily news digest to targeted groups throughout the company using Microsoft SharePoint, drawing from newspapers, journals, website, newsletters, reports, wire services and blogs.

How feasible is this focus change for you?

Basic Information

All resumes should include all the following basic information: name, address, home telephone and or mobile phone (not your office phone or email), personal email, your objective along with your summary of skills. Beginning with an Objective, do make sure that it is focused on the job you are applying for. For example, if you are focusing your career shift search to academic law libraries and the job you are applying for is for a law firm library in a private law firm, be sure to update the Objective. Some recruiters recommend a Brief Statement of key experiences and strengths in lieu of Objective.

The next section to focus on is Work History –  Skills, areas of expertise, and specific accomplishments. Your resume is about you. It is about what you have learned, accomplished, and created. Then put this all in light of the client’s position that you are applying for each time you apply for a new position. If your Skill Section is so overwhelming, it is best included after the Work History, with your databases and software Microsoft Office etc. Following the Work History is Education, Training, and Certificates. Dates of completion are not required unless degrees completed within the last 5 years. The final section includes information on Awards, Professional Memberships, and Volunteer Work if relevant to the position applying. Awards related to the position you are applying for are particularly important to include.Tell the best truth about yourself on your resume; do not be misleading about your skills, job history, dates on job history, education, or compensation. The prospective employer will verify these.

The Work History is the essential section to express your responsibilities and accomplishments along with inclusive dates. Relevant work experience is critically important in the selection process. Candidates who are career changes or someone with other work experience may want to break the Work History into two sections Library Experience and Other Relevant Experience. This will assist the review in determining the exact extent of your experience. Library experience should be described in more detail. Clients want to have an understanding of your work timeline and in particular what experience you have that is of utmost relevance to their requirements. Remember it is not simply a listing of your jobs with description of your tasks. Did you save your current company X amount of dollars or did you build a successful reference service intake system that saved the reference librarian’s time and allowed time for research analysis?

The current thinking is to include positions held only for the last ten years unless an earlier position includes key germane accomplishments that are most relevant to position being applied for. When you are responding to a specific opportunity, it is strongly suggested that you highlight your experience in that area that addresses what the client’s priorities match your own achievements. For example, you are applying for a position that includes training experience using a specific software program and as part of your current or last position you had you taught and were awarded for your knowledge of the tools, be sure to move your point to a strategic point in the position’s list. If you achieved a particular skill in an early position than consider noting it for inclusion in the cover letter.

A point that is often questioned by hiring clients but also applicants is just how to address the short-term positions. In all cases, clients and recruiters expect to see the exact dates of the assignment. It is appropriate to indicate it is an “internship” or “contract.” In this challenging job market you may have gaps on your resume due to being out of work or taking temporary jobs that are not part of your career path; you can explain it as such. If you are working with a recruiter, be sure to be forthcoming with explanations about gaps. All in all keep your resume in a bullet format is preferred in one to two pages maximum unless you are applying for an academic position and a curriculum vita can be more appropriate.  Be sure to proof read multi-times. Remember one typo could send your resume to the trash.

References

One note on References is that it is not recommended to include them as part of your resume. Rather write at the bottom of your document “References available upon request.” References do not want to be caught off guard by receiving an unexpected phone call or email requesting information about you. It is preferable for you always to prep a reference about the position you have applied for and why you have applied for the position.

In the end you want to have made it clear to the reader of your resume, whether it is an in-house recruiter, hiring manager, or search committee member, that you have read and understand the skills and experience they are seeking for the successful candidate.

Cover Letter

An additional way you can convey why you are qualified to be the successful candidate for the position is with the Cover Letter. The purpose of the cover letter is to invite the reader to look directly at your resume and also next insure an invitation for an interview. If you have not done your homework on the company that you are interested already, it is a must. You may find this law firm has a specialty that is one of your particular research focuses.

The Cover Letter should be well written, well organized, and customized (Yes, customized) for the position you are seeking.  Always use the addressee’s name in the salutations. Research the right contact and get the facts straight, addressee’s title and the job title. (Sometimes searching LinkedIn is a good tool.) If you can’t successfully find the first name of the contact, it would be appropriate to put the initial and last name R. Jones. The Cover Letter is a way you can introduce yourself and convey your personality, impress a reader with your achievements, and your writing skills. If no name using Hiring Manager or Recruiter is appropriate. The cover letter is a vehicle for you to tailor a document to a specific company more than you can with a resume. The letter should not be over 3 to 4 paragraphs. There should be plenty of white space left on the page.

The opening paragraph should state your intentions, what positions you are applying for, and how you learned of the opening. If you have been fortunately to have been referred by someone, be sure to include the person’s name – maybe it is a colleague in the same company.  The following paragraphs should address the position as it pertains to your background. Call attention to those elements of your resume that you would like the employer to notice first that most clearly relate to what the client is looking for in the successful candidate. It should have supporting evidence that there is an appropriate match between you and the employer. Talk about both skills and experience. Highlight your merits. Include special contributions or achievements that are applicable. Convey enthusiasm – What can you do for them. Show them how you can be an asset.  This is NOT the time to be thinking about salary, or anything else about what they can do for you. It is what you can do for them. The final paragraph should include a gracious thank you for the employer’s time and consideration, and indicate your availability for interviews. There is information in the cover letter that is not included anyplace else. The letter can end with “Thank you for your time and consideration” or “Best regards.” It can be helpful to add your email address after your name.

Resume Portfolio

A bonus method to stand head and shoulders above the other candidates is to have a carefully crafted Resume Portfolio. If you are a recent library school graduate, this application is ideal for inclusion to set yourself aside from other graduates. By definition a Resume Portfolio is a well-prepared portfolio providing additional “evidence” to an employer of your accomplishments, skills, abilities and it documents the scope and quality of your experience and training. It is an organized collection of documentation that presents both your personal and professional achievements in a concrete way. Effective sample portfolios can range from an online version of your resume to a web site full of your created material. A portfolio can include writing samples, custom research or analysis.  What is fundamental is that what you are presenting is applicable to the position you are applying for or to client discussion.

When all is said and done the person who’s most talented, has the most relevant skill set, and has proven to be most valuable to his or her former employees achieves the new position.

Sarah L Warner and Associates LLC offers distinctive services for direct-hire and executive search in the areas of the information professional that incorporates Records Managers, Research Directors, Senior Legal Researchers, Digital Image Manager, and Account Manager.  Sarah L Warner and Associates LLC’s proven techniques of sourcing candidates allow us to represent talent not found on job boards. We introduce you to custom recruited candidates so you see exceptional candidates for direct hire.

Sarah has over ten years of experience directing recruitment services with personal care and expertise previously at Wontawk, a leader in recruitment, and over twenty years of experience in entrepreneurial, corporate, and non-profit settings, developing and providing a full spectrum of library & information services, including management, staff recruiting, and research. Sarah is a long-time active member of SLA with a Masters in Library and Information Science is from Pratt Institute.  She can be reached at sarah@sarahlwarnerandassociates.com

by Nicola Franklin, Europe Chapter, Business & Finance Division

When I was asked to contribute to this series of posts on how the library & information employment scene is changing, which positions or skills are disappearing and which new ones we need to prepare for, I asked on Twitter for any input and ideas people had.  There were surprisingly few skills or roles people thought were becoming obsolete – it was much more about new skills being added onto already existing ones!

Even skills which might be thought of as ‘old fashioned’ or no longer needed were defended.  One tweet in reply said “I think cataloguing – data librarianship and records cataloguing – is making a big comeback”.

Another good point that was made was ‘library/info skills are about people, not tech, why should they become obsolete?’.  This highlights the fact that, while the media might be books, journals, databases or online, the key goal of information people is how to ensure the content of that media is available to people when they need it.  Hence the need for such a wide spectrum of skills from cataloguing (taxonomy, metadata… insert other acronym of choice!) to influencing and advocating.

If the spectrum of media in which information is available ever swings 100% away from hard-copy books or journals, then maybe some skills will disappear (shelving, for example), but other skills will morph and change to suit changing technologies – so collection management will switch from a physical collection to a digital one.  The skills of liaising with users, analysing needs and selecting expensive materials to fit a particular budget will remain, however.  Instead of a physical display, there may be promotion of resources on an intranet or other communication system not yet envisaged.

With such a varied skill set being called for, I think it is always going to be the case that information teams will be needed, with some members who are meticulous, organised and methodical while others are more outgoing, persuasive and articulate, or more adept at developing or customising technology.  The true skill will lie in co-ordinating all these varied roles within one cohesive profession.

Nicola has worked with the information profession as a recruitment consultant for just over thirteen years, working at Information Business Services, PFJ and Sue Hill Recruitment in London, UK. At Fabric Recruitment Nicola leads the Information division, helping librarians, knowledge managers and records managers find that next best step in their career, and promotes all things social media to the team.

by Chris Zammarelli, Washington DC Chapter, Government Information & Taxonomy Divisions

My place of work recently announced that we will be having mandatory social media training. Because so many of the people we are trying to reach out to are heavily engaged in social media, it is important for us to understand what they are using and how we can use it to forward our mission.

Traditionally, I’m not someone who says anyone has to use a particular something. Nothing makes a wary person more averse that saying, “If you’re not using this, you’re not ready for the future” or words to that effect. I know it makes my skin crawl.

But enough of our clientele are using social media that by not using it ourselves, we are making ourselves invisible to them. For those of us who do any sort of outreach work, social media are a part of our jobs now. Learning about social media is as important as, say, learning how to use Outlook.

And I think that’s a way to present this to anyone who is reluctant. Social media are just another type of software in our workplace, like accounting software or integrated library systems. I wouldn’t suspect everyone who takes the social media training to become tweeters to rival Amanda Palmer or Kanye West. Social media might just be tools that a lot of people use at work and then don’t think about after they leave the office at the end of the day.

I consider myself fairly savvy when it comes to social media, and I could complain that I have to take the training too.  But while I know how I use social media, I don’t necessarily know how our clientele is using it. That’s something we need to keep in mind moving forward: if using this stuff is going to be a part of our jobs from now on, then it is also part of our job to know how it’s being used.

Chris Zammarelli is a contract cataloger on behalf of ATSG at the U.S. Department of State Bureau of International Information Programs’ Office of Information Resources. He is also a 2011 candidate for the SLA Board of Directors. Follow him on Twitter @cmz1018.

By Janice C. Anderson, Texas Chapter and SLA 2011 Conference Advisory Council

You may or may not have recognized the grey-haired female on the top banner on the SLA 2011 Philadelphia Conference registration page a few weeks ago. Well…it was lil’ol’ me. I wasn’t even aware that I was photographed, let alone that my mug had made it to the website. When Cindy Romaine reached out to me and suggested that I was the ‘poster child for the Future Ready Conference’, I could not refuse to share my thoughts for the 365 Blog?

As a member of the 2011 Conference Planning Advisory Council I was immediately drawn to the ‘Future Ready’ theme that Cindy presented to us. In many ways I have been living in the future for most of my career as a librarian/information management professional turned entrepreneur and business owner. I have challenged myself to think broadly and creatively in how to apply the principles and practices of library and information sciences in the business environments of my customers. I have challenged my colleagues and co-workers to create and apply effective and relevant techniques for managing information assets, and in an environment of constant change and continuous learning, to deliver value and transfer knowledge to others.

My emphasis has always been on technology and daily activities to keep up with the rapidly changing regulatory environments and tools that our customers use and need to manage and access information assets.   That emphasis is critical to both the present and the future.   You might ask yourself what else a 60-something grandmother, aka ‘little librarian lady’, could say or do that would help her and others be ‘Future Ready’…maybe prepare for retirement and ultimate wind-down? Coming out of a deep economic recession with Medicare and Social Security in trouble, what can we Baby Boomers do to be ‘Future Ready’?  After all, we see the good times in the rear view mirror, right?

Not so much!  You see, from where I sit the future is now for information professionals; my success and that of many folks a third of my age depends not so much on what we know, or even what we can learn. The bright future for all of us is shaped by our thinking and being, by our ability and willingness to dream and adapt.  There’s no time for looking back or whining; it’s time to jump onto the court and grab the ball.

So then, what does ‘Future Ready’ look like to me? It looks like

• Eliminating self-imposed limits and worn out thinking that cause us to hesitate, avoid risk, and postpone getting started.
• Learning something new every single day, even if that learning is that we are not as smart as we once thought.
• Working hard to remove barriers that limit our abilities to access information, learn, grow and contribute in meaningful ways.
• Sitting on the edge of our seats, working to make a difference, expecting great things to happen, and then celebrating when they do!

Are you in the game?  Get the right uniform attitude on…we’re playing in Philly.  See you there!

Janice C. Anderson is founder and CEO of Access Sciences Corporation, a 26 year-old information management consulting and technology practice. She serves on the 2011 SLA Conference Planning Advisory Council.

by Michael Haynes

As a consultant who works with organisations to improve their performance, I can definitely say that I am in total agreement with the four key components required for future readiness.

Collaboration: It is imperative now that all elements within the value chain (companies, customers, suppliers) work together to deliver the products and services that are being sought after. The ability to effectively develop and deliver sought after offerings is often best achieved through such efforts. As a result, many organisations are starting to do this with their product development. Boeing is an example that quickly comes to mind. Given the added complexity, cost and risk of developing and delivering products and services…this will really need to continue to be the way forward.

Adaptable Skills: Also another imperative that must be met. The way business is being conducted is constantly changing. Hence a much broader and deeper skill set is required in many areas of business. Marketing and Sales are two examples. Both now require a data driven analytical and strategic skill set. The distinctions between various functional areas of business are becoming more and more blurred. Again referring to marketing for instance, today and future marketers need to have solid foundations in marketing, strategy, finance and even IT and statistics. With the heavy emphasis on technology and information (and the increasing sophistication of both) moving forward, continued adaptability and expansion of skills will be critical for both one’s survival and success.

Alignment: Establishing alignment both within organisations as well as among other members of the value/supply chain is critical. Gaining internal alignment is often quite a daunting and challenging task for many large corporations. Senior leaders in the organisation must spearhead and drive this. Unfortunately all too often there is difficulty in gaining alignment to meet common objectives. I suspect this is due to the various internal agendas which exist.

Community: Again given the added complexity that now exists given technology, establishing a community among those with common goals and interests is going to be key to success. They will be able to pull their skills and resources together (ie collaborate) to achieve the desired objectives.  I think a “win win” attitude must be adopted more within the business setting to allow more progress and achievement to occur moving forward.

Michael Haynes is Director of 2Excell Consulting, an international firm that positions B2B organisations to maximise their bottom line performance by empowering them to systematically understand and respond to customer needs. He has over 14 years experience in the areas of customer insights, strategy development and execution working for large corporations in various industries including automotive, financial services and telecommunications in Australia, Brazil and Canada. Michael can be reached at michael@2excell.com

Ann Koopman, Philadelphia Chapter, Multiple Divisions

It’s over thirty years since I entered library school, armed with a fresh BA in the liberal arts, and hoping to go into rare books and archives.  We students thought we were hot stuff, running to the computer center with our shoeboxes full of punch cards that contained PL1 code, or learning to search online services using a phone-cradle modem – skills every “modern” librarian would need!

But we weren’t so much learning specific skills as how to think about professional issues, and how to open our minds to receive and act on new ideas.   For me, that’s the core of being future ready, in any decade and any place.

What are some of the characteristics that allow a person to be flexible, to flow with change and even thrive on it?   What should we all be cultivating in order to shape our own futures?

• Curiosity & willingness to experiment with new ideas and technologies.
  SLA is an especially good source for exposure to new trends and for opportunities to learn new skills.
• Sharing, teamwork, and collaboration.
  Social animals thrive on community and inclusion; we all need the support of our colleagues, both as mentors and mentees.   We also need to integrate ourselves powerfully with our clients, demonstrating our value to the team.   It’s through engagement that we earn validation.
• Solid foundations and respect for the past.
  Knowing who we are and what we believe in provides the confidence needed to build new models.
• Proactivity.
  I love the “pick yourself” post (Dale Stanley, http://futureready365.sla.org/04/06/pick-yourself/).  When we take responsibility for our own continuous learning and for acquiring the new skills needed to cope with a changing professional environment, we position ourselves to embrace and even make new opportunities.  Step up to volunteer yourself for assignments or association tasks that expand your horizons.
• A sense of humor and pleasure in accomplishment.
  If you’re not having fun, what’s the point?  Joseph Campbell’s “follow your bliss” has proven to be a pretty good mantra over the years.

Of course, participation in SLA is one key to professional growth, from CE courses to networking, to leadership development.  It’s where you can find your voice to shape the conversation about issues that are important to you.

Over the years I’ve owned a paper conservation business, worked as a science & engineering librarian, become a medical librarian, morphed into a web content editor, and who knows what the future holds?  It will surely be fascinating.

Ann Koopman is the JEFFLINE Editor for the Academic & Instructional Support & Resources (AISR)  at Thomas Jefferson University.   She is a candidate for Division Cabinet Chair-Elect for the 2012 SLA Board of Directors.