KENNETH DIKE LIBRARY

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An assessment of leadership requirements for building strong libraries, strong library associations and strong societies
(Woeli Publishing Services, 2023) Oyelude, A. A.; Anunobi, C.
The chapter assesses leadership requirements for building strong libraries, library associations and societies in Nigeria, considering leadership traits, styles, leadership expectations of associations and what constitutes strong societies. A survey research design was adopted for the study in which university librarians were surveyed. Questionnaire was used to gather data. The data was analyzed using percentages and mean. It was found that preferred leadership traits and style for strong libraries, associations and societies are creativity, integrity, communication, passion, and vision that could be applied to transformational leadership. Library association leaders should demonstrate exemplary leadership with some elements of empathy, which translates to strong libraries and by extension strong societies where members possessing high literacy are empowered to contribute to the actualization of the mission and vision of the society. Recommendations are made on approach to development of the requisite leadership traits and styles necessary to build strong libraries, library associations and. ultimately, strong societies globally
The leadership dimension in information and communication technology adoption in African libraries
(Sage, 2014-02) Oyelude, A. A.; Oladele, B. A.
The article focuses on leadership challenges in adaptation to Information and Communication Technologies (ICTs) in African libraries. It identifies and discusses the need for adequate leadership styles and behavior in the bid to adapt effectively to new technologies. Online survey, observation arising from personal professional practice experience, personal communication, and interview methods were used to gather data for the study. Older library professionals, many of whom are still very visible across the leadership strata of libraries, were found to exhibit diverse attitude to the adaptation to ICTs deployment and use in their libraries. Some library leaders and older generation professionals were discovered to react somewhat negatively to changes in technology used in their libraries, preventing the younger professionals from performing to full capacity, and generally showing nonchalance to new technologies. Proper training and retraining, mentoring, and harnessing the synergy of ideas, with respectful communication from new generation library professionals, was found to be desirable. Change management workshops and implementation of standard ethics of the profession are recommended, while emphasis is put on the need for library professionals to overcome their technophobia and take leadership in adapting to move the library and information profession forward.
Beyond the glass ceiling: work/home conflict, networking and mentoring as determinants of females’ career path to academic leadership in Nigerian universities
(2006) Oti, A.; Oyelude, A.
Researchers have eulogized the fact that women have indeed broken the glass ceiling as far as being represented in ‘enclaves’ thought to be the exclusive preserve of men. These enclaves had hitherto included positions of leadership, politics, and boards, professions such as engineering, sciences, technology and indeed higher education. Many of the women who have broken the glass ceiling, have through ‘thick and thin’ gone a long way to prove their worth in managing positions such as that of Vice-chancellors, deputies, Deans in higher education, politics and so on, but researches have, found out that the ‘Top’ is still a ‘chilly climate’ for women who aspire to be leaders especially in the academic environment. Even though women are being represented, the numbers are not significant and this makes the academic environment a masculine one. Many researchers have considered the areas of gender differences as key factors responsible for the dearth of women in leadership. In spite of gender, many women have managed to break through the glass ceiling, and are faced with challenges and experiences different from those of male colleagues. The paper seeks to find out what is happening after the glass ceiling. For women who are already there, what are the influences of home & work, networking and mentoring to their career path to leadership? What are the consequences of the presence or absence of these variables? The research generated data through in depth interviews with 25 female lecturers from different faculties and on different professional career cadre. Strong mentoring of women by women and committed men, creation of informal networks, ability to cope with executive stress and supportive home fronts are some of the strategies suggested.

KENNETH DIKE LIBRARY

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