Legacy Toxicity in Formal Leaders' Low-Morale Experiences

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If you are a formal library leader who has dealt with or is dealing with low morale (workplace abuse and neglect) and Legacy Toxicity, please share your experience. Legacy Toxicity is defined as "the dysfunctional environment inherited by a person who assumes a leadership position in a toxic organization or group. Such toxicity may not be effectively mitigated due to the previous incumbent's role in a) engaging in or perpetuating abuse/neglect, b) already exhausting avenues to eradicate it, and/or c) organizational, group, or individuals' conscious or unconscious resistance to the new leader's attempts to reduce or eradicate the source(s) of toxicity" (Kendrick, n.p.).

No questions request personally identifying details, and none of the questions require a response. Your submission may be edited, checked for anonymity, and shared on the Renewers forum, on social media platforms, and in teaching or support materials. This form takes as long to fill out as required for you to contemplate and share your experience - offer as much or little information as you like. Thank you for sharing your experience. This exploratory survey is being conducted by Kaetrena Davis Kendrick, M.S.L.S. (kaetrenadavis@gmail.com)

Are you currently experiencing low morale (defined as "exposure to repeated, protracted exposure to workplace abuse/neglect" - Kendrick, 2017)?

Yes

Not Sure

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How long has your low-morale experience been going on (if you’re no longer in an active low-morale experience, how long did the past experience last)?

Three months or fewer

Four to six months

Seven to nine months

Ten to twelve months

One to three years

More than three years

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Please indicate your race:

African American / Black

Asian / Pacific Islander

Caucasian / White

Latino / Hispanic

Native American / Indigenous

Multi-racial

Prefer not to say

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What is your gender? (Choose all that apply)

Female

Male

Non-binary

Transgender

Intersex

I prefer not to say

Other:

Your experience of Legacy Toxicity...

Is current/ongoing.

Happened in the past.

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During your experience of Legacy Toxicity, you are/were a...

Emerging formal leader (0 - 3 years)

Developing formal leader (4 - 6 years)

Experienced formal leader (6 years or more)

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During your experience of Legacy Toxicity, you are/were employed at a...

Public Library

Academic Library

Special Library (Business, Medical, etc)

Other:

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Who is/was involved in perpetuating the Legacy Toxicity? (Choose all that apply)

Campus or library system executive leadership (e.g., President, Director, Chancellor, Provosts, Vice President...)

Fellow campus or library system administrators/leaders (e.g., Deans, Assistant Directors, etc.)

Library managers or supervisors (e.g., Department Heads, Unit Heads, etc.)

Direct reports

Indirect reports

Board of Trustees

Library users

Other:

The primary cause of your Legacy Toxicity is/was:

The previous incumbent's role in engaging in or perpetuating abuse/neglect.

The previous incumbent already exhausting formal or informal avenues to eradicate toxicity.

Organizational, group, or individuals' (un)conscious resistance to your attempts to reduce or eradicate the source(s) of toxicity

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Please share your experience of Legacy Toxicity:

Please share other concerns or strategies you have about dealing with or reducing Legacy Toxicity.

Submit

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