Other Duties as Assigned: Training Your Staff for Evolving Responsibilities (July 2020)
1. 1
Other Duties as Assigned:
TrainingYour Staff
For Evolving Responsibilities
2. 2
• Founded the Communications Department as Director,
Communications for The Indianapolis Public Library and led the
department for almost four years
• Launched social media for a Fortune 500 company in the
Houston, TX market and was featured in Mashable
• Oversaw social media for a major national nonprofit’s
Indianapolis, IN division and won a national award for this work
• Has worked with Oprah Winfrey and her team on several
occasions
• Led webinars and presentations for the American Library
Association, Indiana State Library, The Ohio State University
Libraries, and InfoPeople
• Featured on the Super Library Marketing blog multiple times
• Highlighted twice on the Library Figures podcast
• Kim Crowder has been twice featured by Forbes, including being
named as an Anti-Racism Educator Your Company Needs Now
Kim Crowder
Founder + CEO, Kim Crowder Consulting
3. 3
QUESTIONS?
SIGN UP FOR MY NEWSLETTER AT
KIMCROWDERCONSULTING.COM
KIM@KIMCROWDERCONSULTING.C
OM
TWITTER: @IAMKIMCROWDER
LINKEDIN: KIM CROWDER
INSTAGRAM: @IAMKIMCROWDER
9. 9
The Download
What We’ll Cover Today
FiveWays to DefineYour
Organizational Needs
Examining Organizational Gaps
Laying The Foundation
Becoming an Observant Manager
Looking ForWhat Comes Naturally
Finding Existing (and New) Gifts and Talents In Your Staff
Keeping Spirits High
How Not to Lose Morale, Nor Momentum In The Process
Making The Shift
How A Few Small (or Large) Changes Can Create A New Team
10. 10
Laying The Foundation
Does your team compliment each
other?
Observe The Overall Mix
Find your number two on your team.
IdentifyYour Biggest Advocate
Objectively evaluate current skillsets
Who IsYour Current Team?
11. 11FiveWays to DefineYour
Organizational Needs
Examining Organizational Gaps
Pinpoint main goals, objectives, and
priorities for the department over the
next 1-5 years.
1
Where is your team missing expertise?
What is habitually left undone?
2
3
4 What skills are needed in order to fulfill
the overall strategic plan?
Look at other well-run teams and do a
comprehensive comparison.5
12. 12
Pinpoint main goals, objectives, and
priorities for the department of the
next 1-5 years.
1
15. 15
What skills are needed in order to
fulfill the overall strategic plan?
4
16. 16
Look at other well-run teams and do a
comprehensive comparison.
5
17. 17
Recruit employees to work on
projects with you that are outside
of their typical roles.
A Few Tips
Ask For Help 04
Encourage growth in areas they
enjoy in order to get buy in.
Find Training 03
Look for skillsets in employees that they have
beyond their current job description.
Make Observations 02
Ask employees about their
favorite parts of their jobs and
other skillsets they would like to gain.
Talk Openly 01
03
Get Training
02
Observe
04
Get Help
01
Be Open
Look For What Comes Naturally
Finding Existing (and New) Gifts and Talents In Your Staff
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Talk To Others Outside of Your Direct Reports
To Get A Sense ofWhereYour Team
Has Opportunities To Grow
20. 20Collaborating On A Vision ForYour Team
Buy In, Buy In, Buy In, Buy In
Build a vision and a
clear path on how to
get there…again, with
input from your team,
and share it often.
Began broaching to conversation about reorganization with your team in the early stages and get
their thoughts and buy in on what they see as holes regarding skillsets on the team.
21. 21
Send employees to
conferences and trainings
and define clear learning
objectives for their new
skillsets and how they will
implement what they have
learned.
Training
Is there an opportunity to
rewrite a job description
or completely change job
rolls when someone
leaves?
Hiring
Are there skillsets that no
longer compliment where
the team needs to go?
How do you handle this
in a major shift?
Removing
Slowly offer opportunities
to employees that would
move them into an area in
order to fill a gap in
skillsets.
Repositioning
Making The Shift
How A Few Small (or Large) Changes Can Reposition A Team
24. 24
02
01
03
04
Use job performance reviews for clear goals
Ask staff for self-evaluation regarding both
opportunities for growth and strengths
Match current skillsets to desired
Take tests such as Strengthsfinder 2.0
Identify Strengths and
Opportunities for Growth
25. 25
Change little
by little
Talk about
the why over
and over
Explain
Involve team
members in
process
Include
Be willing to hear
concerns and learn
Listen
Highlight
growth and
successes
Cheer Loudly
Empathize
with their fear
Acknowledge
When Change Is Scary
Move Slowly
26. 26
02
03
04
01
Allow for One-on-one Feedback As Much As
Necessary 03
Have Regular Team Meetings to Talk Through
QuickWins and Major Challenges 01
Be Transparent and Fully Honest Throughout The
Process on Knowns and Unknowns 04
Phone an Expert For Support and Guidance 02
Keep Spirits High
Morale MUST Be A Major Focus
27. 27
Must Haves
Make A Skillsets List ForYour Team
Nice To Have
Don’t Need Anymore
Develop Later
32. 32
QUESTIONS?
SIGN UP FOR MY NEWSLETTER AT
KIMCROWDERCONSULTING.COM
KIM@KIMCROWDERCONSULTING.C
OM
TWITTER: @IAMKIMCROWDER
LINKEDIN: KIM CROWDER
INSTAGRAM: @IAMKIMCROWDER
