Thursday, April 1, 2010

Next will be "Drive" by Daniel Pink


The next book for the TLA District 4 Leadership and Management Book Club will be:

"Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink
Riverhead Hardcover (2009)
ISBN: 978-1594488849
Read about it at (http://www.danpink.com/drive)

Katherine Henley of Victoria Public Library will facilitate our discussion, which is scheduled for May 17-28, 2010. Read the book and join our discussion on this blog.

If you would like to serve as facilitator for a future book discussion, please contact Jesús Campos at jhcampos@southtexascollege.edu.

Monday, November 23, 2009

Next will be "Group Genius: The Creative Power of Collaboration"


Jose Gonzalez of the Brownsville Public Library will facilitate our next discussion. For that discussion we will read

Group Genius: The Creative Power of Collaboration by Keith Sawyer
Basic Books (2008)
ISBN: 978-0465071937


This discussion is scheduled for January 18-29, 2010. Read the book over the holidays and join our discussion.

Discussion of "What Would Google Do?"

The following is a summary of Jarvis' "What would Google do?" we used as a springboard for discussion at our in-person meeting at the TLA District 4 annual meeting earlier this month. The discussion centered on issues of responsiveness to patrons and on the future of the book and what this means for libraries. I hope this summary will be of some value for those who did not have a chance to read to book or attend the discussion.

In "What would Google do?", media commentator Jeff Jarvis discusses changes in society arising from the social networking on the Internet and industries the Internet has spawned. Jarvis uses the Google—the company--as the exemplar for this new way of thinking. He argues that most companies, industries, and institutions that do not adapt to the new outlook are likely to fall out of favor with their constituencies. Jarvis also identifies companies other than Google, like Dell and Starbucks and people like author Paulo Coelho as examples of those who have managed to adapt and exploit the laws of the Google age.

Jarvis posits the following elements of the Google world view:

1. A new relationship where customers are in control or leave. Your worst customer is your best friend and your best customer is your partner.
2. A new architecture where you focus on what you do best and link to the rest.
3. A new “publicness” or openness where life is public, you become searchable, found, and known.
4. A new society no longer dependent on companies, institutions, or government to organize it but able to organize itself in attractive platforms.
5. A new economy composed of a mass of niches instead of mass market; an open source mentality where everyone influences outcomes; and “commodification” of content (About.com) unless you create your own destination (Glam.com or Apple).
6. A new business reality where your value is not in the stuff --“atoms”--you handle (Amazon), but in what you know, how you serve, or anticipate needs. In this new business reality middlemen are rendered obsolete, unless they prove to add value. Free is the business model (craigslist). You must figure out in what business you are in and where your revenue is. For example, “Google is in the organization of knowledge business” and its revenue comes through the side door of advertising.
7. A new ethic of admitting and correcting mistakes; continually improving (“life is a beta”); being honest; being transparent; collaborating with others including customers in creating products and services; and not “being evil.”
8. A new speed where answers are instantaneous (as seen in Google searching), life is live (Twitter, Flickr, etc.) and immediately shared, and mobs form in a flash.
9. New imperatives including not letting apparent success (“cash cow”) blind you to the necessity of change, tough decisions, and innovation; encouraging, enabling, and protecting innovation; simplifying because it is better to do one thing really, really well; and after building a platform that people like to use (like Craig did with craigslist) get out of the way of people using it.

In the second part of the book, Jarvis applies these principles to a variety of industries and institutions and draws several conclusions about each.

Monday, August 31, 2009

Next will be "What Would Google Do?" by Jeff Jarvis


Thanks to Cynthia Hart for facilitating our discussion of Nelson's 1001 Ways to Reward Employees.

The next book we will read and discuss is Jeff Jarvis' What would Google do? We will discuss this book at an in-person book discussion during the District 4 annual meeting on November 5, 2009 at the Isla Grand Beach Resort. I will be facilitating this discussion.

What would Google do? is a thought provoking reflection--using Google as a springboard--of some of the ways the Web and social technologies have changed the way companies and institutions thrive and relate to their stakeholders. Read the book and join our discussion at South Padre Island. Below are the bibliographic details for this book:

Title: What would Google do?
Author: Jeff Jarvis
Publisher: HarperCollins
ISBN: 978-0061709715



Jesús Campos
Weslaco Public Library
jcampos@weslacopl.us

Monday, August 24, 2009

Hi Everyone,

Sorry I am so late getting to this project. Things have been so hectic here, which is one big reason I love the book 1001 Ways to Reward your Employees by Bob Nelson. You can read it in chunks whenever your schedule permits.

This book is a treasure trove of ideas to improve the workplace in general, and specifically the performance, attendance, and productivity of employees. Some ideas are no or low cost, and some are really goofy. I think everyone will find something they can use to put smiles on faces.

Nelson's research shows that simple, everyday praise is way most employees prefer to be recognized for doing a good job. He divides praise into four categories: written, electronic, personal, and public. He advises mixing these style to have the maximum impact. Of course, the reward or recognition must be something the employee values, or else it won't be effective. for example, a shy person may prefer to get an extended lunch hour or special parking space rather than boisterous public praise.

Additional studies reveal that praise must quickly follow the desired behavior in order to be an effective motivator. It was also shown that praise by a manager, the most effective motivator, based on employee surveys, occurs least often. What a shame!


I actually read an earlier edition of this books several years ago, and really took its principles to heart. I find the most effective way to motivate and reward ANYONE is a verbal thank you. If they don't know you well, and aren't used to appreciation, this will shock them into silence and temporarily freeze them into position. Try it- you'll see.

The latest rewards for my own staff were spa treatments given by a local business person who had done a program for us earlier in the day. She didn't charge us, and was simply grateful for the exposure and publicity the program at the library had given her. All I had to do was agree. There are opportunities to show that you value someone everywhere!

Cynthia Hart
Director, San Benito Public Library

Friday, July 31, 2009

Discussion of 1001 Ways to Reward Your Employees Moved to August

Our discussion of Bob Nelson's 1001 Ways to Reward Your Employees has been postponed until August 17-28, 2009. Cynthia Hart, our facilitator for this discussion had a death in the family. Our condolances go out to Cynthia and her family. Join our book discussion next month. Thanks.

Wednesday, June 3, 2009

July Discussion - 1001 Ways to Reward Employees

Thanks to Michael Fisher for facilitating our discussion of Getting to Yes.

Cynthia Hart of the San Benito Public Library will facilitate our next discussion. For that discussion we will read

1001 Ways to Reward Employees by Bob Nelson, Ph.D.
Workman Publishing Company, 2nd edition (2005)
ISBN: 978-0761136811

This discussion is scheduled for July 20 - 31, 2009. Read the book and join our discussion.