Wednesday, May 13, 2026

Productive Alignment: Understanding Human Wisdom

A couple of months ago, I ran an experiment with large language models. The question I was holding was not a modest one. Will and Ariel Durant had spent decades reading history and produced The Lessons of History, which distilled what they had seen into patterns that no single book or single life had been able to surface. The books Dataclysm and Everybody Lies had done something similar at the scale of internet behavior, surfacing patterns from search and social data that contradicted what humans publicly said about themselves. I wanted to know whether large language models, which have absorbed a substantial fraction of the human written record, might be able to surface findings of comparable significance. Patterns about the human condition that had not been fully seen or articulated before because no one had been able to see, inside a single discipline or a single life, what the full record might reveal when absorbed at once.

The first round of inquiry produced a finding I want to describe carefully. I asked several major language models, running them cold without prior exposure to my thinking, to analyze the human-written record for its deepest consistent patterns. The responses converged. Humans run idealized narratives about themselves and their institutions alongside operative functions that diverge from those narratives, with consistency and within identifiable themes. The narratives serve identity, status, and social coordination. The operative functions serve what is actually selected in the relevant environment.

What the convergence establishes needs to be stated precisely. The models are not independent witnesses; they share a significant overlap in their training data. And the pattern they returned is not hidden. Whole traditions of ideology critique, evolutionary psychology, and behavioral economics have identified parts of it. What the convergence does establish is that the gap between idealized narrative and operative function recurs across the written record with such consistency that multiple independent compressions of that record surface it as a primary structural feature. The pattern is consensus-level visible in the human archive. No single tradition states it in a fully integrated form, but the integrated statement is what falls out when the archive is compressed and queried at this scale.

This mapped to a framework I had been developing about the human mind, what I have been calling our separated mind. The framework proposes that the mind is architecturally divided into layers that lack direct access to each other, with conscious narratives running alongside subconscious functions as a structural feature. The LLM finding was the same pattern at the civilizational scale. Fractal representation. The same dynamic at individual, institutional, and civilizational levels. The integration is the move that is new. Earlier thinkers identified the gap within their own domains. What I am proposing is that it is one architecture manifesting at every scale, and that the closures of the gap are where durable human achievement lives.

And something kept nagging at me: this one finding on narration vs. operation is probably only one of many lessons we will learn from this incredible achievement in LLM architecture. 

So I asked Claude to give me a prompt I could run against itself and the other LLMs, using incognito or private mode in all of them to avoid contamination from my previous thinking and chats. What other patterns in the corpus might there be unrelated to my original framing of discovering the unspoken?

The responses returned a significant and wide field of candidates. But one that emerged as particularly compelling was the possibility of an alphabet, so to speak, of recurrent structural issues or problems that appear consistently or even with universal structure across unrelated human domains--and where mature solutions have been concentrated in particular spheres but not in others. Meaning that the LLMs suggested human spheres have a common set of problems, and that sometimes good solutions appear in certain domains but aren't transferred into other domains where they would seem likely to be equally beneficial.

The list of the solution dynamics read like Greek to me: "Exploration versus exploitation under uncertainty. Boundary-making and modularity. Compression with selective fidelity. Signaling and trust verification. Coordination without central authority. Robustness versus efficiency. Principal-agent alignment." Plus a handful of others. Each was represented as a structural problem that recurred across domains as different as ecology and software engineering, or cryptography and child-rearing. Mature solutions had emerged in particular spheres and had often not been transferred to other spheres that faced the same problem "in different costume."

I had trouble with the vocabulary, but when I asked for specific examples, something fascinating became evident. The solutions were a catalog of places where humans had achieved productive alignment between idealized narrative and operative function

My first big LLM inquiry had surfaced the gap between narrative and operative function as the dominant condition. This second LLM inquiry had surfaced the exceptional cases where the gap had been closed, and those exceptional cases were exactly what had produced what we now recognize as durable human achievement. Every mature solution on the list had emerged in a domain where some discipline or some pressure had forced practitioners to look at what was actually happening and design around that reality rather than against it. Engineering had it because bridges fall down if the alignment breaks. Cryptography had it because adversaries are real. Adaptive clinical trials had it because patients die. 

The mature solutions survived and propagated for the very reason that they had been built on accurate perception rather than on comfortable narrative. Where an idealized narrative runs as cover for extractive operative functions, there is not enough value in the truth to overcome the narrative's value to a particular group or power interests. But where the operative function is so important or valuable as to require an accurate narrative, outcomes we would describe as valuable occur, what we would call wisdom.

The American founding is one of the cleanest historical examples available. The Founders, particularly Madison and Hamilton, were doing this alignment work consciously. The Federalist Papers are full of passages that read as "operative function analysis." Men are not angels. Ambition must be made to counteract ambition. The interest of the man must be connected to the constitutional rights of the place. The narrative of humane governance was preserved, but the operative function of human nature was given equal weight in the design. Separation of powers is a case of operative function being recognized and channeled. Checks and balances are the case of operative function being harnessed against itself. The Constitution does not assume virtue. Rather, it assumes ambition and self-interest and the desire for power, and it builds structures that use those drives to constrain each other while the narrative aims the whole at humane outcomes. The durability of the system, even and especially given its imperfections, is empirical confirmation that the alignment did at least some of the work it was designed to do.

I am calling this productive alignment because it appears to be one of the key factors in when human systems are effective. Bridging the narrative with the function. Letting the narrative aim the system and letting the operative function be honestly seen so that structures can be designed around what humans actually do. This requires the willingness to see actual realities of behavior and motivation and to design accordingly.

It turns out I have been doing this work in a smaller form for years in an exercise I call the Conditions of Learning. I ask a room of educators to reflect on one of their best learning experiences, inside or outside of school, and to share it with the person sitting next to them. Then I ask the group to come together and to tell some of the stories. Then I ask the group to build a list of the conditions that led to those experiences. The list each group creates is representative of their unique experiences, but it is almost always the same exact list for every group: someone took a real interest in me, someone trusted me, someone challenged me, someone understood me, and someone took time with me. Each group recognizes together that the conditions for real learning differ from the institutional narratives of schooling (curricular alignment, testing, grading, etc.). The participants are articulating how learning actually happens beneath the idealized narrative schools present. 

Once this kind of gap is visible, design can follow. That is productive alignment work at the scale of a single facilitated conversation. The framework now suggests that the same kind of work can be done at the scale of institutions, professions, and entire systems, by recognizing that our separated minds naturally build separated systems, and that concrete work can be done to bring them into productive alignment when the will exists to do so.

If I'm right, the human record, read across its full scope, reveals a set of meta-skills that precede success in human endeavor. And these meta-skills appear to be methodologies of productive alignment between narrative and operative function. The places humans achieved this alignment are the places that produced what we now recognize as worth teaching, structures worth preserving, and methods worth extending. The alignment work itself, performed at whatever scale, is the meta-skill that precedes the achievements we recognize as wisdom. 

Tuesday, May 12, 2026

Survey Results: What Is It Like to Work in a Library Right Now? (April/May 2026 Survey of the Library 2.0 Community)

Executive Summary

Between February and May 2026, 1,521 library workers completed an anonymous survey about what working in a library is actually like at this moment. They left 1,754 free-text comments alongside their answers. Respondents were from the Library 2.0 email list and were predominantly from public libraries; the majority were in frontline public service roles, and roughly 7 in 10 had more than a decade of library experience.

The headline finding is that stretched institutions are held together by people. The single most-agreed-with statement in the entire survey (chosen by 69% of respondents) is that libraries are expected to provide services that go well beyond their actual resources and staffing. More than half (55%) say they are often emotionally drained by the end of the workday. Nearly half (48%) say their library is not adequately staffed. Just over four in ten (44%) say they have personally experienced verbal, sexual, racial, or other harassment from patrons. More than a third (36%) say they regularly handle patron mental-health crises, substance-use situations, or homelessness.

Set against those structural pressures are real and consistent strengths. Eighty-four percent of respondents say their colleagues support each other in handling difficult situations, by a wide margin the survey's strongest item. Three-quarters say they feel physically safe at work; another three-quarters plan to stay in the library profession for the foreseeable future; and 69% plan to stay in their current position. Roughly two-thirds say leadership takes safety concerns seriously when raised. The safety data is likely skewed in a positive direction by the Library 2.0 audience's access to the Safe Library webinar series by Dr. Steve Albrecht.


Part 1 — Who Answered the Survey

Which best describes your library?

Which best describes your library?

Response Count Share
Public 1,052 69.3%
Academic (college/university) 317 20.9%
School (K–12) 84 5.5%
Special (medical, corporate, government, law, etc.) 50 3.3%
Other 15 1.0%
Total answered 1,518 100%

Which best describes your role?

Which best describes your role?

Response Count Share
Frontline public service (reference, circulation, programming) 696 45.9%
Supervisor / department head 285 18.8%
Director / administration 267 17.6%
Technical/support services (cataloging, IT, acquisitions) 169 11.1%
Other 100 6.6%
Total answered 1,517 100%

How many years have you worked in libraries?

How many years have you worked in libraries?

Response Count Share
Under 3 84 5.5%
3–10 389 25.6%
11–20 490 32.2%
21–30 370 24.3%
More than 30 187 12.3%
Total answered 1,520 100%


Part 2 — Safety, Training, and Leadership Response

I feel physically safe in my library workplace.

I feel physically safe in my library workplace.

Response Count Share
1 — Strongly disagree 24 1.6%
2 — Disagree 89 5.9%
3 — Neutral 253 16.7%
4 — Agree 615 40.5%
5 — Strongly agree 536 35.3%
Total answered 1,517 100%

I have received adequate training to handle safety and behavioral incidents when they occur.

I have received adequate training to handle safety and behavioral incidents when they occur.

Response Count Share
1 — Strongly disagree 104 6.9%
2 — Disagree 214 14.1%
3 — Neutral 441 29.1%
4 — Agree 499 32.9%
5 — Strongly agree 260 17.1%
Total answered 1,518 100%


Leadership at my library takes staff safety concerns seriously when they are raised.

Leadership at my library takes staff safety concerns seriously when they are raised.

Response Count Share
1 — Strongly disagree 77 5.1%
2 — Disagree 159 10.6%
3 — Neutral 244 16.2%
4 — Agree 429 28.5%
5 — Strongly agree 597 39.6%
Total answered 1,506 100%



Part 3 — What the Work Actually Involves

I regularly handle situations involving patrons experiencing mental health crises, substance use, or homelessness.

I regularly handle situations involving patrons experiencing mental health crises, substance use, or homelessness.

Response Count Share
1 — Strongly disagree 394 26.0%
2 — Disagree 324 21.4%
3 — Neutral 250 16.5%
4 — Agree 260 17.2%
5 — Strongly agree 286 18.9%
Total answered 1,514 100%


I have experienced harassment — verbal, sexual, racial, or other — from patrons in the course of my work.

I have experienced harassment — verbal, sexual, racial, or other — from patrons in the course of my work.

Response Count Share
1 — Strongly disagree 338 22.4%
2 — Disagree 274 18.1%
3 — Neutral 237 15.7%
4 — Agree 333 22.0%
5 — Strongly agree 329 21.8%
Total answered 1,511 100%


The work I actually do on a typical day matches what I thought library work would be when I entered the profession.

The work I actually do on a typical day matches what I thought library work would be when I entered the profession.

Response Count Share
1 — Strongly disagree 183 12.1%
2 — Disagree 345 22.7%
3 — Neutral 445 29.3%
4 — Agree 379 25.0%
5 — Strongly agree 166 10.9%
Total answered 1,518 100%


My library is expected to provide services that go well beyond its actual resources and staffing.

My library is expected to provide services that go well beyond its actual resources and staffing.

Response Count Share
1 — Strongly disagree 67 4.4%
2 — Disagree 166 10.9%
3 — Neutral 244 16.1%
4 — Agree 471 31.1%
5 — Strongly agree 568 37.5%
Total answered 1,516 100%





Part 4 — Burnout, Support, and Recovery

I often feel emotionally drained by the end of my workday.

I often feel emotionally drained by the end of my workday.

Response Count Share
1 — Strongly disagree 123 8.1%
2 — Disagree 233 15.4%
3 — Neutral 331 21.9%
4 — Agree 413 27.3%
5 — Strongly agree 412 27.2%
Total answered 1,512 100%


I have access to meaningful support — peer, professional, or organizational — for the emotional toll of my work.

I have access to meaningful support — peer, professional, or organizational — for the emotional toll of my work.

Response Count Share
1 — Strongly disagree 141 9.3%
2 — Disagree 297 19.6%
3 — Neutral 444 29.2%
4 — Agree 427 28.1%
5 — Strongly agree 210 13.8%
Total answered 1,519 100%


I am able to recover and disconnect from work between shifts well enough to sustain this work over time.

I am able to recover and disconnect from work between shifts well enough to sustain this work over time.

Response Count Share
1 — Strongly disagree 102 6.7%
2 — Disagree 232 15.3%
3 — Neutral 384 25.3%
4 — Agree 486 32.0%
5 — Strongly agree 314 20.7%
Total answered 1,518 100%




Part 5 — Supervision, Peers, and Structural Conditions

My direct supervisor understands the realities of my work and supports me effectively.

My direct supervisor understands the realities of my work and supports me effectively.

Response Count Share
1 — Strongly disagree 150 9.9%
2 — Disagree 170 11.2%
3 — Neutral 259 17.1%
4 — Agree 376 24.8%
5 — Strongly agree 559 36.9%
Total answered 1,514 100%


My colleagues and I support each other in handling difficult situations.

My colleagues and I support each other in handling difficult situations.

Response Count Share
1 — Strongly disagree 23 1.5%
2 — Disagree 44 2.9%
3 — Neutral 170 11.2%
4 — Agree 507 33.5%
5 — Strongly agree 768 50.8%
Total answered 1,512 100%


My library is adequately staffed for the work we are expected to do.

My library is adequately staffed for the work we are expected to do.

Response Count Share
1 — Strongly disagree 327 21.6%
2 — Disagree 400 26.5%
3 — Neutral 335 22.2%
4 — Agree 309 20.4%
5 — Strongly agree 141 9.3%
Total answered 1,512 100%


The compensation I receive is appropriate for the work I am actually doing.

The compensation I receive is appropriate for the work I am actually doing.

Response Count Share
1 — Strongly disagree 299 19.7%
2 — Disagree 332 21.9%
3 — Neutral 313 20.7%
4 — Agree 384 25.3%
5 — Strongly agree 187 12.3%
Total answered 1,515 100%


I feel genuinely valued and recognized for the contributions I make.

I feel genuinely valued and recognized for the contributions I make.

Response Count Share
1 — Strongly disagree 163 10.8%
2 — Disagree 240 15.8%
3 — Neutral 372 24.5%
4 — Agree 478 31.5%
5 — Strongly agree 263 17.3%
Total answered 1,516 100%




Part 6 — Institutional Voice and External Pressures

Q19. My library's administration accurately represents to the public, funders, and elected officials what frontline library work actually involves.

My library's administration accurately represents to the public, funders, and elected officials what frontline library work actually involves.

Response Count Share
1 — Strongly disagree 241 16.1%
2 — Disagree 286 19.1%
3 — Neutral 425 28.4%
4 — Agree 350 23.4%
5 — Strongly agree 196 13.1%
Total answered 1,498 100%


Book challenges, content protests, or First Amendment "auditor" activity have affected me or my library in ways that have made the work harder.

Book challenges, content protests, or First Amendment "auditor" activity have affected me or my library in ways that have made the work harder.

Response Count Share
1 — Strongly disagree 341 22.6%
2 — Disagree 396 26.2%
3 — Neutral 374 24.8%
4 — Agree 261 17.3%
5 — Strongly agree 138 9.1%
Total answered 1,510 100%




Part 7 — Morale and Intent to Stay

Overall, my morale in my current position is high.

Overall, my morale in my current position is high.

Response Count Share
1 — Strongly disagree 160 10.6%
2 — Disagree 226 14.9%
3 — Neutral 477 31.5%
4 — Agree 459 30.3%
5 — Strongly agree 194 12.8%
Total answered 1,516 100%


I plan to stay in my current library position for the foreseeable future.

I plan to stay in my current library position for the foreseeable future.

Response Count Share
1 — Strongly disagree 90 5.9%
2 — Disagree 114 7.5%
3 — Neutral 267 17.6%
4 — Agree 480 31.7%
5 — Strongly agree 562 37.1%
Total answered 1,513 100%


I plan to stay in the library profession for the foreseeable future.

I plan to stay in the library profession for the foreseeable future.

Response Count Share
1 — Strongly disagree 67 4.4%
2 — Disagree 87 5.7%
3 — Neutral 230 15.2%
4 — Agree 440 29.1%
5 — Strongly agree 690 45.6%
Total answered 1,514 100%



Part 8 — What Library Workers Wrote in Their Own Words

After the closed-response items, respondents were given two open-ended prompts. Together, they generated 1,754 free-text comments. The two summaries below were generated by AI (Manus.ai) and identify the recurring themes.

Open-ended Question 1 — "Please complete: 'The library workplace would be a better place to work if...'"

Comments analyzed: 1,222

Respondents overwhelmingly emphasized the need for better funding and adequate staffing as foundational improvements to make library workplaces better. Many highlighted that current staffing levels are insufficient to meet the demands placed on library workers, leading to burnout and compromised service quality. Compensation that reflects the education, responsibilities, and emotional labor involved was a consistent concern, alongside calls for management and administration to be more supportive, understanding, and engaged with frontline realities. Additionally, respondents noted the increasing expectation for libraries to fill social service gaps without proper resources or training, underscoring a desire for clearer role boundaries and more external support. Improved communication, transparency, and respect from leadership and the broader community were also frequently mentioned as critical to a healthier work environment.

Adequate Funding and Staffingmentioned by a majority of respondents.
Respondents consistently called for increased and stable funding to support adequate staffing levels that align with the workload and community needs. Insufficient staffing was linked to burnout, inability to provide quality service, and excessive workload.

Fair Compensation and Recognitiona major recurring theme.
Many respondents expressed that pay does not reflect the level of education, responsibilities, or emotional labor required in library work. They called for salaries that are livable, equitable, and commensurate with their professional qualifications and workload.

Supportive and Knowledgeable Leadershipa major recurring theme.
Respondents emphasized the importance of management and administration that understand library work, listen to staff concerns, and provide meaningful support. Leadership that has library experience or regularly engages with frontline work was seen as vital to improving workplace conditions.

Clear Role Boundaries and Reduced Mission Creepa notable secondary theme.
Many respondents noted that libraries are increasingly expected to provide social services and address community issues such as homelessness and mental health without adequate training or resources. They expressed a desire for clearer boundaries so that library workers can focus on their professional roles.

Improved Communication and Transparencya notable secondary theme.
Respondents highlighted the need for better communication between administration and frontline staff, as well as greater transparency in decision-making processes. Improved dialogue was seen as essential to addressing workload, morale, and policy concerns.

Safety and Securitya smaller but consistent theme.
Concerns about personal safety and security were frequently mentioned, with calls for more security personnel, better training, and support to handle difficult or unsafe situations involving patrons.

Public Understanding and Valuing of Librariesa notable secondary theme.
Respondents expressed frustration that the public and decision-makers often misunderstand or undervalue the scope and complexity of library work. They called for greater public awareness and appreciation of the professional roles and community impact of libraries.

Workplace Culture and Respecta smaller but consistent theme.
Respondents desired a workplace culture marked by mutual respect, professionalism, and equitable treatment among staff. Issues such as favoritism, micro-management, and lack of respect were cited as detrimental to morale.

Professional Development and Traininga smaller but consistent theme.
Respondents noted the importance of ongoing training and professional development opportunities, including training in de-escalation, social services, and technology, to better equip staff for the evolving demands of library work.

Where respondents diverged. While most respondents agreed on the need for better funding, staffing, and support, some expressed concerns about political and ideological divisions within library workplaces, including calls for more political neutrality and balanced viewpoints. Additionally, a few respondents noted tensions around unionization and management approaches, reflecting differing perspectives on workplace governance and staff-management relations.

Open-ended Field 2 — "Anything else you'd like us to know?"

Comments analyzed: 532

Respondents to the survey expressed a complex array of experiences reflecting both deep dedication to their work and substantial challenges in the profession. Many highlighted the increasing demands placed on library workers, including safety concerns, emotional strain, and role expansion into social services beyond traditional library tasks. Funding shortages, understaffing, and administrative disconnect further exacerbate these issues, leading to widespread burnout and low morale. Despite these obstacles, many respondents conveyed a strong commitment to their communities and the essential societal role of libraries. The rise of political pressures, censorship, and rapid technological changes, including those related to AI, also emerged as significant concerns affecting the profession's future.

Emotional Toll and Burnoutmentioned by a majority of respondents.
Library workers frequently described their jobs as emotionally draining due to exposure to societal issues such as homelessness, mental health crises, and harassment. Burnout from high workloads and the expansion of duties has become a pervasive challenge.

Funding and Staffing Challengesa major recurring theme.
Many respondents pointed to chronic funding shortages and understaffing, which limit their capacity to serve communities effectively and safely. Budget constraints impact everything from security to materials and staff compensation.

Changing Roles and Mission Creepa major recurring theme.
Respondents noted significant changes in the expectations placed on library workers, requiring them to act as social workers, mental health first responders, and technology support, often without adequate training or resources.

Safety Concerns and Hostile Environmentsa notable secondary theme.
Concerns about personal safety and dealing with challenging or violent patrons were common. Some respondents described experiences with harassment and threats, while others discussed the lack of sufficient security measures.

Leadership and Administrative Disconnecta notable secondary theme.
Several respondents expressed frustration with leadership perceived as out of touch, lacking support, or prioritizing image over staff needs. Issues of favoritism and lack of meaningful communication were also raised.

Impact of Political Climate and Censorshipa notable secondary theme.
Respondents noted increased political pressures affecting libraries, including challenges over materials, programming restrictions, and attacks on intellectual freedom, which contribute to stress and affect service delivery.

Commitment and Passion for the Professiona smaller but consistent theme.
Despite difficulties, many respondents conveyed strong dedication to library work and appreciation for the meaningful impact they have on their communities.

Challenges with AI and Technologya smaller but consistent theme.
Several respondents discussed the complexities introduced by AI and rapid technological change, including the need for staff training and concerns about job security.

Workplace Culture and Staff Relationsa smaller but consistent theme.
Issues, including favoritism, bullying, and internal staff conflicts, were highlighted as sources of stress that affect morale and job satisfaction.

Where respondents diverged. While most respondents agree on the challenging nature of library work and the need for better support and resources, some express pride and love for their roles even amid difficulties. There is variation in experiences with leadership and workplace culture, from highly supportive environments to toxic atmospheres. Additionally, views diverge on the impact of AI and technology, with some expressing hope and others concern for job security and adaptation struggles.


Closing Synthesis

Read together, the closed-response items and the free-text comments describe a library workforce in a particular kind of trouble. The trouble is not disengagement: three-quarters of respondents plan to stay in the profession, 84% feel supported by their colleagues, and two-thirds feel heard by leadership when they raise safety concerns. Library workers, on this evidence, still believe in the work.

The trouble is a structural mismatch. The single largest verdict in the survey is that institutions are being asked to do more than their resources permit — a point on which 69% of respondents agree, 15% disagree, and a majority of those who agree do so strongly. Mission expansion into mental-health response, social-service triage, and de facto day shelter shows up across the Likert items and dominates the open-ended comments. Half the workforce reports inadequate staffing; nearly half reports inadequate pay; more than half reports feeling emotionally drained by the end of the day; nearly half reports patron-driven harassment; only half feels adequately trained to manage the safety incidents they are now expected to manage.

What is keeping the work standing, on the evidence here, is the people doing it — their relationships with each other, their commitment to the profession, and, in many cases, the basic seriousness of their immediate supervisors. Whether that is a sustainable arrangement is the question this survey raises, but it cannot, by itself, answer.