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No Fear: How to Build Bridges With Next Generation Librarians
by Shelly McCoy
The "nextgen" librarian in your life may be the newest librarian at work, an ALA committee colleague, or yourself. You have noticed differences between this newer generation of librarians and the not-so-new librarians, and the friction that these differences may cause. One way to improve this frustrating situation is to build a bridge across the gap between nextgen librarians and their colleagues, supervisors, staff, and mentors (hereafter called "now-generation" librarians). This article gives suggestions of ways in which now-generation librarians can improve their relationship with nextgen librarians.
To start building this bridge, let's examine the characteristics of nextgen librarians. These may often be summed up or viewed as a "no fear" attitude, but there are reasons why: next generation librarians often feel that they should be involved in something, whether being asked for an opinion or being appointed to a committee; nextgen librarians carry an ambition to keep moving within their job, within the library, and/or within the profession; and, as with new people in any field, nextgen librarians offer new perspectives and bring a fresh enthusiasm to the profession.
Professional Involvement
Nextgen librarians' need to be involved can be misconstrued by now- generation librarians as naive and idealistic. This can, in turn, make these more experienced librarians feel territorial, or feel the need to initiate Nextgens in the "actual" ways the library works - which can negatively impact younger librarians. My advice for now-generation librarians is to:
- Respect that, even if a request may have been denied five years ago, it doesn't mean it will be denied now. If it is, at least the person tried.
- Do not buy into a negative culture, but, instead, embrace the Nextgen's enthusiasm to be involved as a way to break out of this negativity.
- Let Nextgens become involved - if for no reason but for the fact that you will not have to be!
- Be there to mentor them.
Maintaining Momentum
If I am bored in my job and have gone through all possible ideas for things to do (including talking to my supervisor), I know it is time to start looking for a new job. This "ambition to keep moving" characteristic of nextgen librarians could be annoying to other librarians. The way I look at it, though, is: "let's mix things up a bit." Our work in the profession has changed, therefore workflows should have changed and job descriptions may need to change. But, often enough, this isn't done.
If this ambition means getting more accomplished in a shorter period of time, either in work tasks or as a professional, this can make now-generation librarians feel as if nextgen librarians are trying to show them up. It is difficult for most nextgen librarians, though, to imagine staying in the same employer for a long time without some room for growth, both for the person and for the organization. This could be as simple as allowing us to try a trial project or method, giving us time for professional development, allowing for mistakes, and then providing the opportunity to try a task again. My advice on how to help bridge the gap:
- Feed off of their ambition by giving Nextgens opportunities.
- Do not assume that the person is volunteering for projects because they have nothing else to do. (If you want to know more about what a person is working on - and this should go for all librarians - ask in a way that doesn't make it sound like you think they do nothing all day.)
- Don't think badly of Nextgens if they ask for more work, volunteer first for projects, or decide they need to move on.
Harnessing Enthusiasm
The new perspectives and fresh enthusiasm of nextgen librarians can fuel a library. These characteristics can also prompt library administrations to go with these new ideas over a now-generation librarian's. Nextgen librarians are more excited about the profession of librarianship (because it is still relatively new to them), and therefore excited about any change that may improve librarianship or the library they work in, where they are most likely to have some effect. As librarians, we're constantly seeing more databases, digitized collections, digital repositories, and so on. Nextgen librarians seem to have an energy from this fresh enthusiasm that encourages them to learn about new library tools, technology-based or not. This has also pushed their enthusiasm for the profession to rise above simple advocacy.
Moving On
How do we work together and get past the issues of generational differences? This goes far past finding out each others' Myers Briggs test results. It takes time to build a mutual respect. Yes, most nextgen librarians may be younger than the average age of librarians, but it does not mean that we are all inexperienced. Even if some are inexperienced (and how many years does it take to be "experienced?"), we may bring a different perspective to a situation. Nextgen librarians look up to the same people that call us or see us as naive and inexperienced. They look to learn from now-generation librarians, to learn from their own mistakes, and to become the basis for future generations of librarians. Nextgen librarians will capitalize on their no-fear attitude, as it is what is needed to continue to transform our profession and our institutions.
Shelly McCoy is the Head of the Digital User Services Department at the University of Delaware Library. She is a Nextgen librarian that has been in the profession for five years.