In the past few days I have gotten e-mails from two librarians from different states with very different responsibilities but a similar challenge. Each is now coping with big challenges with their superiors stemming from the administrators’ strong belief that they are right. What should you do in a situation like this? Cave in? Accept an incorrect assessment? Ignore being disrespected? Definitely not. But it’s obvious that insisting on being right is not going to lead to the outcome you want.
In the first case, the librarian worked with one department in a large educational consortium. A relatively new administrator instituted procedures that worked against what the librarian was trying to accomplish and seemed unaware of the dynamics in coordinating practices and interests of the different members of this department. A job performance review highlighted this disparate view and hinted at the administrator’s correct perception that the librarian disliked her. In the other case, an elementary librarian was copied on an email to a teacher (and hadn’t read it), telling her to bring her class to the library as part of schedule changes caused by testing. The administrator had sent it without checking to see if any classes were already in the library, and the librarian felt disrespected.
Having heard the details of what occurred, there is no question that both of the librarians are right—and therein lies the problem. We are in a relationship business, and in relationships, unlike with tasks, being committed to being right can create trouble. When a librarian is critical of a directive or approach taken by an administrator, he or she invariably reacts negatively deciding, correctly, that the librarian is not a team player and is possibly a threat to what the administrator is trying to achieve—rightly or wrongly.
Consider this, “Do you want to right, or do you want to make it work?” Because, if you focus on being right, it most certainly won’t work. As I noted earlier, we are in a relationship business and maintaining your position will destroy not build relationships.
Here’s an example of how this works. You are a middle or high school librarian and a teacher schedules his class for an upcoming research project. You work on the lesson, find websites and apps, pull relevant print material and are fully prepared but the class doesn’t show. You are angry with the teacher—and rightly so. Do you go to the teacher and let him see you are furious? If you do, what will the results be? Your ultimate goal is to reach the students. Being right will prevent you from achieving this – and harm your working relationship with this teacher.
If you go to the teacher instead and say “I probably should have sent you a reminder, but your class was scheduled to come to the library. Do you want to reschedule or should we cancel the project?” The teacher will likely be contrite and the two of you can come up with a workable revision. You also have not alienated the teacher who will be glad to work with you in the future.
Letting go of being right is not easy. It’s natural to guard our territory—and our emotions. However, we are also big picture people. When dealing with a situation where you know you are right, step back before you speak or email in response. Consider whether being right will get you where you want to go. Remember, “Do you want to be right, or do you want it to work?”