Gender in Tech Librarianship | Roy Tennant | The Digital Shift


One of the avenues by which this issue could be improved would be to hire more women into library tech positions in the first place. In my experience there is definitely a barrier to getting hired into these positions, or even interviewed. I was the only graduate in my cohort with a focus in information technology and it was lonely. Whenever I introduce myself to others in my field and I say I specialize in tech, I usually see the same expression, a little confused, a little flabbergasted. Its disheartening. On the flip side, patrons are hugely appreciative of someone they can connect with who can help them with computer literacy and device support.

I’m glad women in librarianship who specialize in tech have professionals in our field like Sarah Houghton and Ellyssa Kroski to, if not wave the banner for our gender, then at least illustrate definitively how intelligent, skilled and multifaceted women can be in library tech. Raising awareness is of utmost importance and this is why I’m lending my own comment to this story. 

Gender in Tech Librarianship | Roy Tennant | The Digital Shift.

Certainly I’ve written about this issue before, and I will keep writing about it until there are no more reasons to do so. But the reason why I’m writing about the issue of gender imbalance in library tech is because I was recently at the Internet Librarian Conference in Monterey, CA, where my esteemed professional colleague and completely famous Sarah Houghton, “Librarian in Black” had organized a panel on this very topic.

The panelists all gave a brief statement from their own experience and perspective (a mix of both women and men), then a microphone was carried around the room for the attendees to provide their own perspectives and stories. And the stories of harassment, put-downs, insults, marginalization, and worse, just rolled right in.

Unfortunately, I was surprised. Surprised because these were not the kind of subtle kinds of discrimination that I knew went on and that I try to prevent or alleviate. For example, packing a speaking panel with men, which happens all to often and a reason for which I have refused to participate at times. No, these stories were much more obvious, egregious, and, in some cases, breathtaking — and not in a good way.

At the end of the program I left depressed. Depressed that such things were happening on a regular basis — not yesterday, not a long time ago, but today. Depressed because since I’d never witnessed anything near what many of the stories related, I was mystified about how I could help prevent them.

But at least getting this out in the open is a start. The unfortunate thing is that those who really needed to be there most likely weren’t, nor will they ever be. So it’s up to us who were in the room, or would have been had they had the chance, to work harder to make all of our workplaces welcoming to all. Until that day arrives, we will soldier on.

At this conference we had the opportunity to have the necessary information sharing. Perhaps at the next one (and ongoing throughout the year in virtual form) we could share some strategies for making things better. That’s a program I could get behind.

The 10 Fastest-Growing Job Titles Are All in Tech | Mashable


Technology jobs have replaced those in middle management as the positions employers are trying to fill most, new research shows.

A study by job-matching service TheLadders revealed that the fastest-growing jobs shy away from management, and instead require deep educational qualifications and specific skills in the areas of science, technology, engineering and mathematics.

Of the fastest growing job titles over the last five years, seven of the top 10 are technology positions that necessitate specific technical skills for developing software and mining data. Based on their data, the fastest-growing job titles between 2008 and 2013 were:

  • DevOps engineer

  • iOS developer

  • Data scientist

  • UX designer

  • Staff accountant

  • Paralegal

  • UI developer

  • Administrative assistant

  • Android developer

  • Business intelligence developer

Read More: The 10 Fastest-Growing Job Titles Are All in Tech | Mashable.

5 Big Happiness Myths Debunked–And The Power Of Negative Thinking | Fast Company


It sometimes feels as if the “happiness industry”–the self-help books, motivational speakers, corporate consultants and the rest–makes its money by being useless.

It’s an ingenious business model, when you think about it: promise to help people think positive, then when your techniques fail, conclude that they weren’t thinking positively enough–sending them back for more. Among the many myths and misconceptions dogging the subject of happiness, here are five of the worst, along with some suggestions for what to do instead.

Myths debunked:

  1. It’s Crucial To Maintain A Positive Mindset
  2. Ambitious Goals, Relentlessly Pursued, Are The Key To Success
  3. The Best Managers Are Those Who Make Work Fun
  4. Higher Self-esteem Equals Greater Happiness
  5. Avoid Pessimists At All Costs

Read: 5 Big Happiness Myths Debunked–And The Power Of Negative Thinking | Fast Company | Business + Innovation.

8 Questions To Ask Your Boss That Can Make Or Break Your Career | Fast Company


Feedback from your supervisor is what you crave, unless you’re happy flying under the radar, which certainly won’t help you advance. Getting honest input from your supervisor is crucial to your relationship with your boss–and, like it or not, your relationship with your boss can make or break your career. A solid rapport makes deadlines a breeze and the workday go by in a flash; but a shaky one can render even a short elevator ride interminable.

Plus, having a good relationship with your boss may even reduce stress at work. In aworkplace study by the American Psychological Association, up to 75% of respondents said the most stressful aspect of their job is their immediate boss.

Here, we asked an expert to share a few key questions you can ask that will help you and your supervisor get on (or stay on) the right track.

Read: 8 Questions To Ask Your Boss That Can Make Or Break Your Career | Fast Company

How The Informational Interview Helps You Get The Job | Fast Company


People get jobs through connections. If you don’t have any, make them. And then ask yourself these five questions to prep.

Read: How The Informational Interview Helps You Get The Job | Fast Company | Business + Innovation.

A guide for the informational interview.

Your Next Investment: People, Not Projects | Mashable


Many investors say they invest in people, not ideas. Everyone has great ideas, but not everyone has the right mix of intelligence, resourcefulness and determination to execute the idea.

Enter Pave, an impact-investing site that need not be compared to Kickstarter or Indiegogo. Pave is a platform where individuals can back young people’s careers (the average funding goal is $27,000). The idea isn’t new — patrons and angel investors have been around for a while — but the technological tactics are new, and the platform helps to level the playing for people with big ideas and passion to match. The site launched in December 2012 and has 4,500 prospects and 1,700 backers to date.

Pave prides itself on people, not projects, and the setup enables investors to back someonebased on aligned interests, such as business, education and environment. It’s not a traditional loan, and it’s not a donation — the point isn’t for the prospect to pay the investor back quickly. The financial backing is a way for established individuals to help young, ambitious people build sustainable careers and projects over the next 10 years — and the prospects can spend money how they see fit. Backers earn financial returns for supporting successful prospects, and they often evolve into mentors for the prospect, though that’s not written into the funding agreement.

Read more: Your Next Investment: People, Not Projects | Mashable

A Few Twitter Resources for Teachers, Job Hunting, Twitter Management


Teachers

Twitter Guide For Teachers: Ideas, Resources and More | KQED

Twitter Resources for Educators | Rich Hubbard | Pinterest

Job Hunting

20 Twitter Resources for Job Hunters | Mashable

How to find job using Twitter | Jarkko Sjöman

Twitter Management

Twitter Guide Book – How To, Tips and Instructions and The Complete Guide to Twitter Etiquette from Mashable

3 Free Tools to Manage Who You Follow on Twitter | Mashable
Reviews Manage Flitter, UnTweeps and Tweepi.

Twitter Analytics: A Beginner’s Guide | Search Engine Watch

Spirit for Twitter: Disappearing Act For Your Tweets | Information Space
There’s some new Twitter functionality in town, and this time it’s letting you automatically delete any tweet you want with a little hashtag magic.

35 Surefire Ways to Stand Out During Your Job Search | Mashable


When you’re applying for a job, you don’t just want to get noticed, you want to stand out as the best applicant the hiring committee has ever seen. You know you’re the perfect person for the job — and you want them to know that, too.

But how, exactly, do you do that? We pulled together a roundup of our all-time best job search advice, from getting noticed before you apply to acing the interview, plus tips from our favorite career experts — to bring you 35 ways to put yourself ahead of the pack.

See the list: 35 Surefire Ways to Stand Out During Your Job Search | Mashable.

The Benefits of Negative Feedback | John Butman | Harvard Business Review


Article in Full 

I recently gave a lunchtime “author’s talk” at Children’s Hospital in Boston and, although I thought the talk went well, somebody in the audience didn’t like it at all. On the evaluation form, the person in question wrote a single word in the comment box: CONFUSING.

Thank you, whoever you are. While everybody else gave me good marks and said nice things, which I appreciated, my critic forced me into self-examination. Was he the only one forthright enough to speak up, or was he the only one not paying enough attention to get it? What was confusing? The ideas? The presentation?

This all got me thinking about feedback. Whenever you go public with an idea — in a book, a talk, a presentation, a video, a graphic — you will inevitably get many kinds of responses. This feedback generally falls into one of three categories: praise, silence, and backlash.

Praise seems quite easy to handle — we all love to be praised, especially when the praise is nonspecific, such as “fascinating!” Go ahead and bask in the praise: It is a reward for your work and a motivation to push forward. But such praise is not necessarily valuable feedback. In order to make use of this praise, you must probe it deeper: What, exactly, was fascinating?

Silence can be difficult to interpret. A few years ago, during a 90-day interim as blogger-in-residence forBzzAgent, a start-up social media marketing firm, I wrote a daily blog about company issues and stories. Some of these posts received zero comments. I assumed my readers were indifferent, disengaged, or actively did not like these particular bits of writing. But, in face-to-face discussions with my audience (there I was, surrounded by them), I discovered that often Internet silence corresponded to deep thinking and reflection done off-line. So, as with praise, the value of silence may require mining: Did I leave you speechless? Or did you just not care?

An idea that advocates any kind of change is likely to receive some amount of negative response. When you’ve invested time, energy, and passion into your idea, this rejection can hurt. Your first impulse may be to lash back, to rebut the rebuttal. But a better response is to let the backlash unfold a bit: It is likely that negative feedback will be the most useful in further developing your idea.

Backlash takes many forms and is unleashed for many reasons, so it’s important to first understand the nature of the criticism, as well as its source. A thoughtful review from a credible source is not the same as a mean-spirited comment online from an anonymous Internet troll. (The latter of which you can ignore.)

If, as with praise and silence, you take a moment (or a night’s sleep) to reflect on the backlash — what kind is it? why is it happening? — you may realize that backlash has its own unique advantages:

  1. It deepens the appreciation of advocates. In light of a contrary opinion, those who initially said your idea was simply “fantastic” may be forced to think about it more deeply, and respond with more detail. I thought X was fantastic, but in light of these comments, I had to reconsider and found that XX… Additionally, backlash can cause those who were silent at first to speak up as advocates of the idea. Only when an idea is challenged, and especially when it is attacked, do people realize just how much they care about it.
  2. It creates new contexts for the idea. Consider backlash against Michael Pollan, the best-selling food expert, whose books include The Omnivore’s Dilemma and, most recently, Cooked. Adam Merberg, in the Berkeley Science Review, suggests Pollan misrepresents and even vilifies science. Tyler Cowen, in Slate, writes that Pollan “neglects the macro perspective of the economist.” And Emily Matchar argues against Pollan’s historic view of women’s role in cooking in her Salon.com article, “Is Michael Pollan a Sexist Pig?” Did Pollan think his ideas through from the point of view of science, economics, and feminism? Maybe, maybe not, but thanks to the backlash he received, the debate about the value of home cooking now embraces those topics. Negative feedback from disparate domains empowers you to articulate your idea more clearly — to incorporate, avoid, or merge it with other areas of thought.
  3. It improves the quality of the argument. Recently in The New Yorker, Adam Gopnik explains how brain science has become an explanation for just about everything (why we eat what we eat, say what we say, etc.), and how people are beginning to push back against it. This backlash may be a case of idea fatigue: People are merely tired of hearing about the brain, to a point of heated annoyance.

Discussion, debate, and positive­­­-negative tussling serve to put an idea through a public testing that makes it stronger and better or, sometimes, rejects it. As the one who has brought the idea forward, it brings you into the conversation in a new way, giving you more license to speak further, create new expressions of your idea, and seek to influence outcomes you care about.

It is no small feat to stimulate genuine conversation about any idea, and to generate criticism, rebuttal, debate — and even attack — suggests that you have touched a nerve, surfaced a tension, or put your finger on an issue that needs discussing.

While the particular comments matter, what matters more is how you use the feedback to gather advocates, interpret your idea in new contexts, and improve its quality for your now broader audience.

So, to the person at the Children’s Hospital talk, please be in touch with a bit more detail. I don’t mind being called confusing, but I need to know exactly how and where and why you think that.

via The Benefits of Negative Feedback | John Butman | Harvard Business Review

10 Things Extraordinary Bosses Give Employees | Inc.com


Good bosses care about getting important things done. Exceptional bosses care about their people. Good bosses have strong organizational skills. Good bosses have solid decision-making skills. Good bosses get important things done.

Exceptional bosses do all of the above–and more. Sure, they care about their company and customers, their vendors and suppliers. But most importantly, they care to an exceptional degree about the people who work for them.

Article discusses the following 10 things:

  1. Autonomy and independence.
  2. Clear expectations.
  3. Meaningful objectives.
  4. A true sense of purpose.
  5. Opportunities to provide significant input.
  6. A real sense of connection.
  7. Reliable consistency.
  8. Private criticism.
  9. Pubic praise.
  10. A chance for a meaningful future.

via 10 Things Extraordinary Bosses Give Employees | Inc.com.