Oh hey! This is the fifth post in this new feature on Hiring Librarians. I’ve long been curious about what it’s like to work with someone who provides career services or coaching. How does it work? How can you tell if it’s right for you? How much does it cost?
In this feature, I interview different folks about the career services they provide. Please note I’m not necessarily vetting or recommending anyone – my only requirement is that they specifically focus on the library or LIS field. My hope is that by gathering information here in one place, you’ll be able to decide whether or not you want to engage these services – and if you do, make better decisions about finding the right person or organization for your needs.
All that being said, I’m pleased to present this interview with Helen Rimmer! When I asked folks on social media to help me make a list of folks offering career services in LIS, Helen’s name came up several times – with enthusiastic support for her work. Helen is the first person in this series to be based over in the UK.
Tell us a little bit about your own career path. What did you do before you were a coach (or what do you do in addition to coaching)? How are you connected to libraries or LIS?
I spent over two decades in library and higher education leadership roles in UK Universities. I loved being a librarian and worked up to being a Head of Service (Library Director) in a UK university. My career was very much in the liaison and customer services areas and for me libraries are all about the people, whether those who work there or the users that come in and access our services, and I realised they were what I loved most about libraries. Don’t get me wrong, I love books, resources and archives, but it was the people that kept me enjoying my work and feeling I made a difference. This background gave me a profound appreciation for knowledge, personal development, and the transformative power of positive environments. It’s where I learned the importance of supporting others in their quests for personal and professional growth, setting the stage for my transition into coaching.
Why did you decide to become a coach?
I think a lot of coaching skills overlap with librarianship, we are often asking insightful questions, we should be practicing active listening and we all know the joy when you see a library user’s penny drop moment. I also had a coaching style to management and leadership but the transition to coaching was driven by a desire to leverage my library and LIS background to make a meaningful impact with my fellow librarians. I recognised the range of pressures faced by librarians and LIS professionals, including the rapid evolution of information technology, the shifting landscape of user needs, compassion fatigue from continuous high levels of service expectation (especially post-pandemic), toxic work environments that can drain morale and motivation, and the all-too-common feeling of frustration from career stagnation, I identified a crucial opportunity to support people. My goal is not just to help them adapt to these challenges but to thrive amidst them, turning obstacles into stepping stones for personal and professional growth.
How long have you been coaching?
I have been “officially” coaching for 6 months, having recently completed my coaching certification but prior to that I used a lot of coaching skills as a mentor, manager and leader. Working with fellow LIS workers has allowed me to hone my approach, developing strategies and interventions that are specifically tailored to the challenges and aspirations unique to these fields. I also study for a PGCert in the Psychology of Kindness and Wellbeing at work which enables me to bring a lot of Positive Psychology to libraries. I have brought these interests together in my facebook group Librarian Lifelines where I hope to grow a community of people who want to improve their wellbeing and those of their workplaces through kindness. I occasionally do free guided coaching sessions in there.
What’s your coaching philosophy? Or give us your elevator speech!
My coaching philosophy is rooted in the belief that every librarian and LIS professional possesses untapped potential to lead, innovate, and impact their community positively. By fostering resilience, strategic thinking, and a culture of kindness, my goal is to empower my clients to navigate the complexities of their roles with confidence and to envision and achieve a fulfilling career path that aligns with their values and strengths.
Do you have a specific demographic or specialty?
Ah, well beyond librarianship, I am particularly passionate about supporting individuals who find themselves at pivotal crossroads in their personal lives—whether returning from maternity leave, transitioning to an empty nest, or navigating any other significant life change.
Life transitions, even those that are celebrated or planned for, can profoundly impact one’s professional identity and sense of purpose. Such periods often bring feelings of being ‘stuck’ or uncertain about the next steps in one’s career. My approach to coaching is holistic, recognising that personal experiences deeply influence professional choices and satisfaction. By creating a supportive and empathetic space, I help individuals explore their values, strengths, and aspirations, enabling them to emerge from these transitional phases with clarity and confidence.
For librarians and LIS professionals, these transitions can be particularly nuanced. The field’s dynamic nature requires a balance between deep technical knowledge and the soft skills necessary to serve diverse communities effectively. Those returning from a significant leave may feel out of step with technological advancements or shifts in community engagement strategies. Similarly, individuals experiencing major life changes, like an empty nest, may find themselves reevaluating their career ambitions and seeking more fulfilling or flexible roles that align with their new circumstances.
In addressing these challenges, I offer a range of services tailored to librarians and LIS professionals at transitions. This includes one-on-one coaching to rediscover and align their professional goals with their current life stage, workshops on managing change and building resilience, and strategies for personal and career development that consider the whole person—not just the professional identity. My goal is to empower clients to navigate these transitions with grace, making informed decisions that lead to a fulfilling career and balanced life.
Whether returning to the workforce after maternity leave, adjusting to new personal circumstances, or simply seeking to rediscover a passion within the library and LIS profession, my coaching provides the tools and support necessary to transition with confidence.
How does it work? What are your services, how do you meet with clients, and how much does it cost?
My services include one-on-one coaching, team workshops, and organisational wellbeing strategies. Sessions can be conducted in person or online, depending on the client’s location and preference. Pricing is structured according to the type and length of service, with an initial consultation to tailor my approach to each client’s unique needs. Generally people book in for 6 one hour sessions fortnightly but I also have clients I meet with monthly over a long period. My current hourly base rate is £250 per hour (approx $325).
A distinctive element of my coaching practice is the integration of the Strengthscope assessment tool, which is particularly beneficial for librarians and LIS professionals. I chose to add Strengthscope because research shows people who understand their strengths are –
3 times more likely to report a high sense of wellbeing
6 times more likely to feel engaged at work
8 % more productive
And 15% less likely to be looking for a new job.
Strengthscope is a leading strengths assessment tool that helps individuals and teams understand their unique strengths and how these can be leveraged for maximum effectiveness in their roles. For librarians who often face challenges of staying abreast of technological advancements while maintaining a high level of service and engagement with their communities, understanding and applying their strengths can be transformative.
Incorporating Strengthscope into coaching and development processes enables librarians and LIS professionals to:
- Identify and play to their strengths, leading to increased engagement and satisfaction in their work. By understanding what they do best, individuals can focus on tasks that align with their strengths, leading to higher productivity and fulfillment.
- Navigate transitions and challenges more effectively. Whether returning from maternity leave, adjusting to an empty nest, or facing significant shifts in the workplace, a clear understanding of their strengths helps individuals to adapt and thrive during periods of change.
- Enhance team collaboration and efficiency. In team workshops, Strengthscope provides a common language for discussing how diverse strengths can complement each other, fostering a more collaborative and positive work environment. This is particularly valuable in library settings where teamwork is essential for delivering high-quality service.
- Develop resilience by understanding how to use their strengths to overcome obstacles and challenges. In a field that is constantly evolving, resilience is key to maintaining wellbeing and job satisfaction.
By utilising Strengthscope, my aim is to empower librarians and LIS professionals not just to succeed in their current roles, but to thrive and grow within their careers. This strengths-based approach complements the traditional focus on fixing weaknesses, shifting the emphasis towards building on existing talents and capabilities for a more fulfilling and effective professional life.
During the initial consultation, we can explore how Strengthscope® can be integrated into your personal development or organisational strategy, ensuring that the coaching journey is precisely tailored to bring out the best in you or your team.
I also have some a free downloads to help people in various areas of their lives and will be launching a group coaching programme for librarians this summer.
If someone is interested in being coached, what should they ask in order to find the right person to coach them?
Other than ensuring they are qualified it’s crucial to ask each coach to articulate clearly how their approach offers distinct advantages over other forms of support such as mentoring, counseling, or consulting. Specifically, you’re looking for them to explain how their coaching methods facilitate a unique kind of growth and learning that aligns with your goals and challenges.
A coach should be able to describe how their process:
- Empowers You as the Driver: Unlike other forms where advice and direction are often given, a coach supports you in taking the lead in your own development. For example, I would explain that I facilitate sessions where clients set their own goals and develop action plans, ensuring they’re fully engaged and in control of their journey.
- Facilitates Self-Discovery: A key differentiator of coaching is its focus on self-discovery. For example, I use reflective exercises that help clients uncover their true values and motivations, guiding them towards insights that drive meaningful action.
- Creates Accountability: Detail how their coaching framework includes setting clear, actionable goals and regularly reviewing progress towards these goals. For example, I establish regular check-ins with clients to review achievements and obstacles, fostering a sense of accountability and sustained momentum.
- Is Future-Focused and Action-Oriented: For example, I work with clients to not only envision their future but to break down the steps needed to get there, emphasising actionable strategies that move them forward.
- Builds on Your Strengths: I incorporate Strengthscope® into my practice to help clients identify and leverage their unique strengths, thereby enhancing their effectiveness and satisfaction in their personal and professional lives.
- Offers Tailored Support: For example, I customise each coaching session to address the individual’s specific circumstances, challenges, and goals, ensuring the coaching experience is highly relevant and impactful. I dance in the moment as I think every client will come with different things and a good coach needs to be able to flex.
- Fosters Resilience and Adaptability: I coach clients on developing resilience through mindset shifts and practical strategies, preparing them to adapt and thrive amid career and life transitions.
How can you tell coaching is working?
It’s about the trust, the growth, and an enjoyable journey you share with your coach on the way there. When you find yourself looking forward to your coaching sessions as a highlight of your week, you’ll know you’ve struck gold.
But it is important to remember that trust builds and the aha moments may not always be huge every session. For me one of the best things about coaching is when you go away from your session buzzing and the thoughts and ideas carry on percolating.
What are some indicators that the coaching relationship might not be working?
I think like any relationship we need to accept that sometimes we just don’t click with everyone. Signs of this include if trust starts to wobble, either because the coach or the client can’t fully open up, that’s the first sign something’s off. Without the freedom to ask those deep, probing questions or the space to share real, honest thoughts, you’re missing out on what makes coaching so powerful.
Then there’s the matter of turning all those conversations into action. It’s fantastic to have space to air out your thoughts and wrestle with big questions, but if you’re not walking away with some clear insights or steps you can actually take, something’s not clicking. Coaching should light a path forward, helping you move closer to your goals, step by intentional step.
And let’s talk about the basics—showing up on time, keeping each other accountable, and following through on commitments. These are the nuts and bolts that keep the coaching relationship running smoothly. If these start to slip, it’s a sign the gears aren’t meshing well.
For librarians and those in the LIS field, there are a couple more red flags to watch for. If you’re not seeing progress on those library-specific goals, or if your coaching chats feel out of sync with the unique challenges of library work, it might mean the fit isn’t quite right. Coaching should feel tailor-made, especially when it comes to navigating the specialised world of libraries. If the advice feels too one-size-fits-all, it’s probably not tailored closely enough to the LIS world.
Do you want to share any success stories?
I am going to turn to my testimonials from my website for this as I want to maintain confidentiality but these are things people have said publicly. I have helped many people find the career or place they want to be and this one sums it up nicely “Throughout our sessions, Helen expertly guided me through deep reflections on my personal values and how they align with my career goals, leading to profound realisations about my professional path. The focus on wellbeing has been particularly impactful, offering me strategies to maintain balance and promote mental and emotional health in my daily work life.”
This sums up my sessions well and often people come to me thinking they want to completely change career but whilst some do find a pathway out of librarianship others find a balance where they can realise they want to tweak things or work on promotion but that broadly they are happy with their choice of career.
Do you have any top level advice for job hunters?
I always try and help clients to see that the journey to your next opportunity is not just about updating your resume or acing interviews. It’s about a deeper exploration of yourself, your limiting beliefs, your strengths, and finding your ikigai—or your reason for being, which brings joy, fulfillment, and a sense of purpose to your work.
Developing a Broad Skill Set: Today, having a well-rounded skill set that includes digital literacy, project management, and user experience design is crucial. These skills not only make you versatile but also open doors to diverse roles within the library and information sector. Remember librarianship is full of transferable skills. But beyond just acquiring skills, it’s essential to reflect on how these align with your ikigai. Ask yourself: Do these skills contribute to work that I find meaningful and fulfilling? Do they leverage my strengths and address areas I’m passionate about improving?
Networking and Professional Development: Engaging with your professional community through networking can lead to unexpected opportunities and insights. As you connect with others, listen carefully not just for career advice but for clues to deeper questions about what makes work meaningful for others and how they’ve navigated their paths. This can help you identify your own values and motivations, further clarifying your ikigai.
Identifying Limiting Beliefs: Often, what holds us back from pursuing our ideal career isn’t the lack of opportunities but our own limiting beliefs. Whether it’s thinking you’re not skilled enough to pivot into a new role or fearing change, these beliefs can be significant barriers. In my experience helping individuals in the LIS field, addressing and challenging these beliefs opens up new pathways. By recognising your unique strengths and how they can contribute to your field, you can start to dismantle these barriers.
Leveraging Your Strengths: Understanding and playing to your strengths is not just about doing what you’re good at; it’s about finding where your capabilities meet your passions. This alignment is at the heart of ikigai. When you apply for jobs, highlight not just your skills but how they’ve driven success and satisfaction in your work. Share stories that illustrate how you’ve made a positive impact, leveraging your strengths to overcome challenges.
Listening to Red Flags and Looking for Green Flags: As you explore potential opportunities, stay attuned to both red flags that may signal a mismatch with your values or ikigai, and green flags that indicate an alignment. For example, a culture that prioritses continuous learning and supports professional development is a strong green flag for anyone who values growth and knowledge.
Preparing for Interviews: Go into interviews prepared not just to answer questions but to ask them. Inquire about the organisation’s values, its approach to innovation and problem-solving, and how it supports employees’ growth. These questions can help you assess whether the role and the organisation align with your ikigai and offer a conducive environment to leverage your strengths.
In my work with LIS professionals, I’ve seen firsthand how aligning one’s career with their ikigai, challenging limiting beliefs, and playing to their strengths can transform the job hunting process from a daunting task into an empowering journey of self-discovery and fulfillment. Remember, finding the right job is not just about the role itself but about finding a context where you can thrive, contribute, and find joy in your work.
Is there anything else you’d like to tell us about coaching, job searching, or life in general?
Ooh I really need to share about kindness and wellbeing because Coaching isn’t just a personal journey; it’s a really useful support for those of us who dare to dream of a better workplace, one that thrives on diversity, inclusivity, and genuine care for each individual’s wellbeing. If you’re among the bold, the visionaries who imagine a work culture that doesn’t just aim for productivity but cherishes each person’s unique contribution and fosters a sense of belonging, then coaching is a tool that can amplify your impact.
For those passionate about transforming the workplace, coaching offers more than just personal growth—it becomes a platform for systemic change. It equips you with the insights to question outdated practices and the courage to propose new models that prioritise mental health, work-life balance, and continuous learning. Coaching arms you with the clarity and conviction needed to advocate for environments where kindness and empathy are not just encouraged but embedded in the very fabric of organisational culture.
This vision of change is not just about altering policies or introducing new programs; it’s about shifting mindsets. It’s about creating spaces where every voice is heard, where the barriers to entry and success are dismantled, and where diversity is seen as the organisation’s backbone.
By focusing on coaching that emphasises empathy, resilience, and the strength found in diversity, you’re not just preparing yourself for the future of work; you’re helping to shape it.
If you’re motivated by the desire to make work better for everyone, coaching can serve as a powerful ally. It can help you identify the areas within your organisation or industry that are ripe for innovation and guide you in leading the charge towards more meaningful and equitable work environments. Through coaching, you can develop the leadership qualities necessary to inspire and mobilise others towards this shared vision, creating a ripple effect of positive change.
The journey towards changing the status quo begins with individual action but thrives on collective effort. It’s about each of us taking the insights gained from coaching and using them to inspire, challenge, and support others in our pursuit of a better workplace. This is a call to those who see beyond the current state of affairs, who believe in the power of kindness, wellbeing, and respect to redefine what it means to be successful at work.
Are there any links you’d like to share?
Website – https://thekindbraveleader.co.uk/
Blog and Podcast – https://thekindbraveleader.co.uk/
Pre-order my book! https://alastore.ala.org/kindlibrarian
Also my LinkedIn – https://www.linkedin.com/in/helen-rimmer-kindness-and-wellbeing-coach-librarian-trainer-facilitator/
Hiring Librarians 