Highlights from Oxford Social Media Day 2011

Oxford Social Media Day 2011 took place on 8th September.  I live-tweeted the event and you can search for #osm11 on Twitter for all related tweets.

Now that many libraries are using social media, this aim of the day was to be inspired to take it further.  Our  five speakers did an excellent job and here are my top take-home tips.

  • Jo talked about how librarians interact with many different groups of users and stakeholders in our work, and asked us each to prepare a 30-second elevator pitch to market our skills to one of those groups.
  • This was great for practising my skills in “selling” the library and its services to senior management, students or academics.
  • People will infer things from your brand even if you don’t actively manage it.  For the next exercise, we had to think of 3 words or phrases to describe the brand we would like to convey.
  • Use namecheckr  to see if your username is available on a range of social sites
  • It’s important to keep your brand consistent across different social media sites
  • In social media, commitment to community not the tool is important – go to the sites where your users are.

Public library social media policy #osm11

  • Public libraries & museums act 1964 – key legislation relating to how public libraries operate today
  • Some things you don’t know in advance, and can’t predict if a venture will work – you just have to try it out
  • Need qualitative data to assess effectiveness of service delivery
  • Risk aversion makes things difficult (same problem in universities)
  • Use social media for service delivery – go beyond using it simply as an announcement service
  • The worst possible social media strategy: “we want a Facebook/Twitter/whatever page”
  • Libraries can get involved in online forums as well as the main social media sites
  • What would you expect from a public library’s social media presence?

Ideas from the audience: Mumsnet, catch kids young, involve community groups, book clubs, humour

Ideas from people on Twitter: Direct contact with someone who can answer queries, not just referral to an FAQ page (via @stormfilled); Up-to-date info & speedy, personal, informal response to enquiries (via @archelina)

Marketing academic libraries in a web 2 world

View more presentations from Ned Potter
  • Social media gives great opportunity to listen as well as post
  • No one cares about the “how” – focus on benefits not features, outcomes not process (in the words of @radfemburlesque: Don’t say “hey, we have books” – say “hey, we can get you a first / make your 2.1 less work”)
  • Recommended sites for Twitter analysis: Twocation, Tweetstats, Klout. Focus on improving engagement stats rather than how many followers you have
  • Use Facebook to rescue buried treasure – highlight features of the library
  • “One minute on… “ technique for making short and snappy videos. e.g. One minute on e-journals
  • Use focus groups to get useful and honest feedback about your service

Andrew Hood from Lynchpin Analytics on Measuring social media success (presentation available to download)

  • Monitoring vs measurement – translating what we’ve measured into “has it worked?”
  • The monitoring challenge: capture, collate, filter, category, sentiment, classify, trend, risk analysis, respond
  • Risk analysis – or opportunity analysis (turn problem into opportunity?)
  • Don’t report on something if you can’t do anything about it – use metrics for factors you can influence
  • Monitoring tips: set up RSS searches and collate
  • Measuring tips: document KPIs, use Google Analytics, benchmark by traffic source & engagement

Duncan Smith of iCompli on Social network sites: managing risks (presentation available to download)

  • Something defamatory + published = libel. Things previously said in private now published publicly
  • Not allowed to run competitions on Facebook
  • Contempt of court: do not publish anything to do with a court case (esp. imp. for local authorities)
  • Employee use of social networks – employees with access should have ‘basic’ legal training
  • BBC’s guidance/policy docs on social media – managers “should not adopt an overly restrictive approach”
  • You are responsible for moderated comments on your blog because you authorised/published them
  • Good idea to have a “notice and take down” procedure – could be just an email address to contact
  • Data Guidance – good for legal info (subscription resource)

A very thought-provoking day… I find myself dwelling on issues of the last presentation in particular.

I would love to think that most employees are intelligent enough to know what is appropriate use of social media (or ask if they’re not sure) and I worry that too much bureaucracy will extinguish the sparks of imagination and creativity that make social media such a dynamic and fun way to reach out to our users.

I’m pondering how to write a titanium* social media policy that would still have enough oomph to be meaningful and act as a useful tool for staff; while avoiding being just another work-related document that you have to sign to say you have read but then forget about**.

*Low density, lightweight but strong.  See what I did there?
**Examples: equal opportunities policy, smokefree policy, use of IT policy, health and safety policy, fire safety policy (I could go on)… all worthy aims but bogged down by documents that can feel more like a noose than an airbag.
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Personal SWOT analysis

As part of my CILIP Chartership portfolio, it has been suggested to me that I include a personal SWOT analysis to illustrate my career position at this time.

A SWOT analysis involves identifying the Strengths, Weaknesses, Opportunities and Threats for an individual or an organisation.

I have found a useful list of questions for each area at MindTools – which may be helpful to you if you are trying to construct a similar personal assessment.

How I became a librarian and found job satisfaction

As part of today’s Bodleian Libraries’ Personal Development and Career Planning Day, Kerry Webb [Deputy Librarian at the English Faculty Library] and I co-presented a session entitled “How I became a librarian and found job satisfaction”.  This is a summary of my section of the presentation.

I began with a brief outline of my career path so far:

September 1996 – June 1999 B. Sc. (Hons) Physiological Sciences, Newcastle University; September 1999 – June 2000 PGCE Secondary Science (Biology), Northumbria University; September 2000 – August 2005 Teaching; September 2005 – August 2006 MA Information & Library Management, Northumbria University; September 2005 – August 2006 Information Officer, Northumbria University Library; August 2006 – November 2007 Assistant Librarian, St Clare’s (Oxford); November 2007 – May 2009 Electronic Resources Senior Assistant, OULS*; May 2009 – March 2010 Deputy Manager of Staff Development, OULS; March 2010 - present Librarian, St Hugh’s College (Oxford)

*OULS = Oxford University Library Services, now Bodleian Libraries

Job satisfaction in my current role

  • Getting things well-organised
  • Being creative in use of space, ideas for new collections
  • Using technology to make things better: RFID, combined copier/scanner/printer with card swipe
  • Project management: combining short, medium and long-term projects so that essentials get done and non-urgent tasks are still progressing, and crises are avoided
  • Learning to be a good manager
  • Classification geek

Making the most of your current role

  • Do your job well!  Add value to the tasks you already do
  • Especially if you are aiming for a grade increase at your next job, expect to work above your current job description
  • Volunteer to take part in committees and special projects (for example, I organised 23 Things Oxford and the All Libraries Pub Quiz outside of work)

Think about future jobs

  • What are you interested in?  What are you good at?  NB: these may not be the same!
  • Keep an eye out for job adverts and see how your skills match up.  Identify any areas you need to improve on
  • Approach skills gaps in a variety of ways – use experience from your personal life (sports captain, choir treasurer, managing a family, secretary for a CILIP group.  Use the appraisal system to ask for training (some may benefit you in your existing job, such as IT skills)
  • Be open-minded about jobs you would consider.  Not all jobs are sexy, but you can learn a lot from any job you do

Some all-round good ideas

  • Be prepared to move around to develop your career.  There’s a big world outside beyond Oxford
  • Consider Chartership – not much recognised at Oxford, may well be an advantage elsewhere
  • Take responsibility for your own professional development: reading, meeting people, reflecting on your current role.  Tools I use include RSS feeds and Twitter.  Meeting people outside your department/sector is invaluable

And a final thought (attributed to Thomas Edison)

“Opportunity is missed by most people because it is dressed in overalls and looks like work”