Breaking down local government with Tammy 2

So we are talking about references to librarians in popular culture and I’ve chosen to talk about Parks and Recreation.

I personally feel like Parks and Recreation is one of the best shows ever created and as it deals with working for local government of course it has mentions and episodes dedicated to the library in the fictional town of Pawnee.

The most memorable of these for me is one from the second season called, “Ron and Tammy”. This is the episode that introduces Ron’s ex-wife Tammy 2. who works at the Pawnee library as the deputy director of library services. Due to this we are also introduced to the parks departments thoughts on the library:

Tammy and the Pawnee library team dress like typical librarians in your traditional cardigan/glasses combo but I don’t think they are like any I have ever met.

Tammy is highly sexual to an unprofessional degree. She cares little about public nudity or having sexual relations in public. I fear this behavior would be highly detrimental to her professional standing and I am surprised she still has a job. However, her co-workers seem to be equally unprofessional.

This can be witnessed here:

However, despite the above’s evidence to the contrary I do see some hints of truth buried in Parks and Recreations portrayal of local government happenings. As you can see from the first clip this episode comes to be because the library would like a piece of council land that the Parks and Recreation department feel they have claim to.

While, I can’t relate to the idea of a new library rebuild, I can understand the frustration of having to fight for council resources as unfortunately these are not unlimited and need to be spread amongst many departments. When you are part of a big organisation at times your voice can be lost especially when to some your value isn’t readily apparent.

It seems to be quite apt that the Parks and Recreation department and the libraries department would be fighting as these are the two with the most in common. They are the most isolated from the rest of the council as libraries work in the library building while parks and recreation are kept near the bottom of the building. These two teams also spend the most time directly dealing with the public and also spend the most time justifying there existence. I mean, everyone can understand why you need a rates department but are libraries and parks really needed?!?

I may be reading too much into this shows portrayal of librarians and the local governments response to them. However, I really like the non traditional route it has taken. I love that librarians are too be feared as they are smart from being so well read, I like that I don’t see any shhhing and a lack of tweed.

So what do you think? Please post your comments below or email us at theissuesdesk@yahoo.co.nz

Becoming a Manager……

So let me tell you about my experience of being promoted to a management position.

Just to be clear I have been manager to a small number of staff for over a year and still don’t feel confident in my abilities to inspire or lead.

The particular position I am in was created after a restructure, I won’t discuss the merits or disappointments of the restructure as that deserves a separate blog!

I had no previous management experience and was super excited to be given the opportunity to develop new skills and learn from experienced managers.  How wrong I was to be excited.  The only training or development I have had has been received from my direct manager who has what I would call an interesting management style.  I hoped for mentoring to develop my own style however I quickly learned what all middle level managers know to be true – you are there solely as a buffer between the plebs and the patricians.

Going into this I had a genuine desire to be a competent and respected manager.  Now all I require of my staff is that they don’t do anything to get noticed by the higher ups.  Being noticed is a very bad thing.

I’m not really sure what I’m actually allowed to do (and I have asked, believe me!) and every suggestion I’ve ever made for improvements or trying something new has been met with swift and brutal denial.

leslie-knope-no

And the one lesson I have learned from this experience; upper level managers don’t want you to question the status quo.

So far this is just a reflection of the day to day reality of my job, the special hatred of my management position is the dreaded performance review period.  Which I am so lucky to have three times a year plus monthly meetings with each of my staff.  How can I help my staff to achieve their goals if I struggle to understand what is expected of me?

I want to be able to say yes absolutely you can do that instead of oh let me just check with my manager and get back to you, maybe in about a month if you’re lucky.

I hope that there are people working in Libraries out there that have had a fantastic promotion experience with support and mentoring that meant they were able to grow into the type of manager that the Library industry desperately needs. Managers who are creative and forward thinking who want to encourage and inspire those who are interested in Libraries as a career.

Disappointment

The Merriam-Webster definition of “disappoint” is “to make (someone) unhappy by not being as good as expected or by not doing something that was hoped for or expected”.

This perfectly describes my experiences in the library environment.  I started full of vim and vigor at a small branch library where I became disillusioned with the institution after two restructures in five years.

From here I moved into a much larger organisation where I discovered a rigid structure that felt impossible to navigate.

I am now entering my fifth year in this organisation and I have come to the end of my library adventure.  I continue to work here however I now am on the hunt for anything to take me away from what has become an endless drudge.

How did I come to this point you may ask.  Through a combination of the worst factors of incompetent bureaucracy and managerial indifference.

I am aware that no job is perfect and that fighting against every single decision that management makes is futile and frustrating.  Every employee must pick their battles otherwise you will burnout in any job.

I used to be a conscientious employee, proud to do a good job, now I have become a warm body in the workplace that does not give a fuck about clients or colleagues.  I have gradually come to this place after receiving no positive feedback from my manager and getting a completely average performance appraisal every year and seeing colleagues who were terrible at their job never suffer consequences for their poor performance.

I want to be that positive person again who is challenged by their job and is trusted to show good judgement when making a decision.  In other words I want to be a person again.