The Learning Curriculum: A Comprehensive Learning Plan

A number of changes and organizational issues over the past four years led to the UM Libraries’ decision to become a team-based learning organization. In response to the changing needs of the University and the changing information needs of faculty, students and staff, the Libraries renewed its commitment to quality service. This commitment was supported by several actions: (1) all library staff met as a large group to identify the key values important to the work of the organization. A Work Culture Task Force created vision and value statements based on these discussions; (2) three subject teams were formed of librarians with core responsibilities for reference, collection development, library instruction and direct faculty liaison work; and (3) a Culture Diversity Assessment was conducted to take a snapshot picture of where the Libraries were in achieving the principles of diversity.

A key realization from these activities was that the Libraries had begun a systemic change process with emphasis on the development of the organization. Some important principles emerged that were shaping the work of the library staff:

• Valuing the importance of learning and education that will lead to improved service to customers
• Assessing and improving work processes through process re-engineering
• Forming self-managing teams and flattening the hierarchy
• Developing a shared leadership, shared decision-making model
• Strengthening the leadership skills of all library staff
• Changing the culture in which we work by creating a shared vision and set of values that all can live by

The ten components include: (1) Introduction to the Development of the Organization; (2) Defining Customer Service; (3) Measurement, Evaluation and Continuous Improvement for Planning and Decision Making; (4) Development of Self, Teams and Workgroups; (5) Exploring Leadership and Followership; (6) Individual Improvement; (7) Computer Skills; (8) Library Basic Skills; (9) Leadership Development; and (10) Train-the-Trainers. A detailed list of modules within each component are listed on the Libraries’ home page at www.lib.umd.edu/PUB/LEARNING/curriculum.html.

The development and implementation of the Learning Curriculum is lead by the Manager of Staff Training and Development and the Assistant Dean for Organizational Development. A Graduate Assistant supports the efforts through a twenty-hour per week assistantship in addition to support from one Administrative Assistant. Funding is provided for outside consultants for conducting workshops, materials and supplies, refreshments, and photocopies. A staff training room was created in 1999 and is used for many of the Learning Curriculum modules.

The first learning effort undertaken in the Learning Curriculum is the focus on Leadership Development. All library staff are participating in day long discussions about leadership, the roles and expectations for leaders and followers, and how all staff in the UM Libraries can exemplify the characteristics of effective leaders.

As library staff continue to develop or strengthen skills and add to their knowledge base, the organization will continue to become a stronger, more collaborative environment. As the UM Libraries become a learning organization we will improve and strengthen the quality of service provided to faculty, staff and students.