From Inclusion to Belonging: Designing Leadership Pathways in Higher Education Organizations

In academic libraries, strong leadership is not about shielding employees from challenges or gatekeeping opportunities — it’s about equipping them to meet challenges head-on, grow, and lead in their own right. Yet too often, librarians encounter supervisory mindsets that, even with good intentions, stifle professional development instead of nurturing it.

Let’s explore two common supervisory mindsets: the “I am here to protect you” approach versus the growth-focused mindset — and why the difference matters for the future of academic librarianship.

"I Am Here to Protect You": A Barrier in Disguise

At first glance, supervisors who position themselves as protectors seem supportive. They step in when problems arise, offer comforting words, and may even shield employees from difficult conversations or professional risks. However, the reality underneath can be disempowering.

When a librarian raises concerns and receives a response like, "I'm sorry you feel that way," without any follow-up action, it leaves the employee feeling unheard and isolated. This phrase may validate emotions superficially, but it sidesteps accountability and avoids offering tangible solutions. Over time, this pattern can erode trust and motivation. The supervisor remains the gatekeeper of resources, networks, and opportunities — while the employee stays dependent and professionally stagnant.

In environments where “protection” is emphasized over empowerment, librarians are less likely to build the confidence, skills, and visibility they need to thrive in a rapidly evolving field.

A Growth Mindset: Planting Seeds for Professional Flourishing

In contrast, supervisors who operate with a growth mindset see their primary role not as protecting, but developing. They recognize that true support means helping employees stretch beyond their current roles, encouraging risk-taking, and actively creating opportunities for advancement.

A growth-minded supervisor:

• Proactively seeks out committee appointments that match the librarian’s interests and strengths.

• Advocates for the librarian’s inclusion in conferences, working groups, and leadership opportunities.

• Steps aside — sometimes giving up their own speaking slots — to highlight and elevate the voices of newer colleagues.

• Mentors librarians by offering constructive feedback, actionable advice, and ongoing encouragement.
  

In this model, professional development is not an afterthought or a favor — it’s a core leadership responsibility. By prioritizing empowerment, supervisors cultivate future leaders who are confident, connected, and ready to push the field forward.

Why It Matters for Academic Librarianship

Academic libraries are navigating major transformations: AI, open access, shifting student needs, and DEIA (Diversity, Equity, Inclusion, and Accessibility) imperatives. To meet these challenges, we need supervisors who don’t just manage the present — they invest in the future.

Empowering leadership isn’t optional; it’s essential. When supervisors embrace a growth mindset, they create ecosystems where innovation flourishes, diverse voices are elevated, and librarians at all career stages feel equipped to lead.

For academic librarians seeking workplaces where they can thrive, pay attention to whether your supervisor protects your comfort — or invests in your growth. The difference will shape not just your own career, but the future of our profession.