Reflections on PLA 2026: Navigating the “Highway to Hell” and Building “One Library”
What an incredible experience at the Public Library Association (PLA) 2026 Conference! After several days of connecting with colleagues and soaking up new ideas, I’m returning to Memphis with a renewed sense of purpose and a notebook full of strategies. The opening session blew me away. I was not only inspired by Bryan Stevenson’s address but also deeply moved. I left motivated to continue the important work of advancing social justice and ensuring access to information for all.
Two sessions, in particular, stood out as transformative for my perspective on leadership and organizational health.
Lessons from the “Highway to Hell”
One of the most memorable sessions was Highway to Hell: The Good Intentions Journey, led by Michael Hull, Tim Miller, and Gail Oehler. This session took a refreshingly honest, and at times humorous, look at how the best intentions of library leaders can lead to difficult outcomes. We explored several examples of “good intentions gone bad,” such as ignoring negative employee behavior to avoid discouragement or hiring friends in an effort to be helpful. The presenters shared sobering stories where these choices led to toxic workplace cultures, loss of community trust, and even legal liabilities.
The key takeaway was clear: another path is possible through transparency and timely action. The session emphasized the importance of clear policies, consistent adherence to them, honest performance documentation, and addressing conflicts before they escalate. It was a powerful reminder that being a “good leader” sometimes means making the difficult, documented choice rather than the “nice” one. One quote that will stay with me is: “Document, document, document. And then pull the trigger.”
Becoming “One Library” through Communication
On the other side of the leadership coin was Becoming One Library: Building Better Internal Communications through Engagement, presented by Mary Kapusta of the Calgary Public Library. Kapusta shared how Calgary Public Library, a system with 22 locations and 840 staff, worked to address the “them vs. us” culture that can develop in large organizations.
Facing challenges such as post-COVID change fatigue and a fragmented staff intranet, they developed a multi-year roadmap focused on listening and building trust. I was especially struck by their “From Conversation to Strategy” approach, which used direct staff feedback, including concerns like “Town halls feel staged,” to create more authentic and meaningful communication.
By the end of the session, it was clear that building a “One Library” culture is not just about new tools. It is about fostering a sense of belonging and ensuring that every staff member, from Boomers to Gen Z, feels valued and informed.
Final Thoughts
As I return to my daily work, these sessions have challenged me to reflect on my own “good intentions” and how they shape our library’s culture. Whether it is having a candid conversation with a struggling team member or finding new ways to bridge communication gaps, I am ready to apply these lessons to help our library thrive.
Thank you, PLA, for three days of growth and inspiration. It was an experience I will not forget.
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