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7 Secrets to Union & Management Success with Teams, MLMA 2014


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Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan

7 Secrets to Union-Management Success with Teams

Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.

Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates

Published in: Business, Career
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7 Secrets to Union & Management Success with Teams, MLMA 2014

  1. 1. 7 Secrets to Union-Management Success with Teams Partners in Progress Conference Michigan Labor Management Association, East Lansing, Michigan April 10, 2014
  2. 2. Your Presenters Fenwick Koller Associates • Ron Koller • Rick Fenwick is on assignment with a client REVELN Consulting • Deb Nystrom
  3. 3. Context – Learning Outcomes • Gain new & different perspectives on managing union-management differences • Understand latest research into why union-management relationships fail • Learn a PROVEN approach to improving union/management relationships
  4. 4. Why Union Management Relations? Model of Union Management Relations Source: Husczco & Hoyer, 1994
  5. 5. Why Union Management Relations? Adapted from Huzczo & Hoyer (1994). Used with permission.
  6. 6. Passing ships in the night … Union Says Management Says 1.Management are dictators 1.We can‟t even agree on basic things 2.Bad communication 1.Union ignores the business 2.They fight everything 3.Bad communication
  7. 7. High Performance Partnerships Union-Mgmt Ineffective Work against each other’s interests Compliance & non-compliance Destructive conflict No Union My way or the highway Compliance Little conflict Union-Mgmt Effective Working with each other Ownership & Commitment Constructive conflict => Resolution Lower Performance Higher Performance Highest Performance
  8. 8. 7 Secrets to Union-Mgt Success 1. P artnership (in practice … not theory) 2. R ecover from Inevitable Mistakes 3. O perate w/ Joint Guidelines/Boundaries 4. inVolve the frontline 5. E ngage in One Agenda 6. N avigate Conflict 7. N ever Check the Box! Go for Sustainability
  9. 9. #1 – Hit Partnership Reset Domination, Compliance Trust, Persistance Left: Factory Worker, by Rob – Flickr cc, Right:, ABC news report
  10. 10. Roles Rules Relationships Goals Foundation How most work groups spend time
  11. 11. But what happens when the going gets tough? Relationships
  12. 12. What if there was a way to do it differently? Roles Goals Relationships Rules
  13. 13. #2 - Recover from Inevitable Mistakes Source: Cohen-Rosenthal & Burton (1994)
  14. 14. 10,000 Mistakes Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time. - Thomas A. Edison Thomas Edison around the time he invented the phonograph by Library & Archives Canada
  15. 15. Inventing I never perfected an invention that I did not think about in terms of the service it might give others... I find out what the world needs, then I proceed to invent... "Thomas Edison And Henry Ford" by Tom Raftery
  16. 16. #3 Operate w/ Boundaries/Guidelines
  17. 17. Freedom is actually a bigger game than power. Power is about what you can control. Freedom is about what you can unleash. ~ Harriet Rubin "Freedom" by Dee Teal - Flickr cc
  18. 18. #4 – inVolve the Frontline “Change is a threat when done to me, but an opportunity when done by me.” Rosabeth Moss-Kanter
  19. 19. People Progress at Different Speeds ENDINGS NEUTRAL ZONE NEW BEGINNINGS People in an organization may be experiencing all phases at the same time: Not yet begun New BehaviorsTime...
  20. 20. #5 – Engage in One Agenda Source: ABC News
  21. 21. #6 – Navigate conflict constructively Even after some improvement, leaders easily fall back into patterns
  22. 22. Model by Stephen Denning, the former Program Director of Knowledge Management at the World Bank His original model, Organizational Tools for Changing Minds – is posted on “There‟s No Such Thing as Leadership? Pull, Influence and „Open Space‟ vs. Power” - Vision, Storytelling, Persuasion, Conversations, Role-Modeling Inspiration Tradition Ritual Management Performance Systems Information Coercion Threats Fiat Punishments Intimidation Negotiation Planning.... Incentives Control Systems Promotion
  23. 23. #7 – Never Check the Box, Go for Sustainability Never Check the Box    
  24. 24. Photos: Sponge, by rob.knight Flickr cc _______ Beyond Resilience
  25. 25. Don‟t wait to collaborate 2007 Platinum award Wixom 1st NA plant since 1999 to win on a platform of union & management cooperation
  26. 26. Don‟t wait to collaborate It closed the same week. It was completely demolished in 2013.
  27. 27. 7 Secrets Re-cap 1. Partnership reset 2. Recover from mistakes 3. Operate w/in B&Gs 4. inVolve the Frontline 5. Engage in One Agenda 6. Navigate conflict 7. Never Check the Box, Go for Sustainability Social Technical Getting both leadership teams on the same page (Tops) Getting the org board (Middles/Bottoms) Human side (politics & conflict) Work on behavior varies over time A B C
  28. 28. Photos & slides will be available via: • • Visit Fenwick Koller Associates:
  29. 29. Following Up Email Presentation C = Conversation
  30. 30. Other Workshops Available • Implementing change • Building commitment to change. • Using empathy in leadership to produce high performance and high commitment. • Resolving conflicts in the workplace. • • • (Adaptive Change, Antifragile, Best of the Best newsletter)
  31. 31. Appendix
  32. 32. Involvement Leads to Commitment “Change is disturbing when it is done to us, exhilarating when it is done by us.” Rosabeth Moss-Kanter
  33. 33. If you think change is hard • Change is hard • Sustaining change is even harder
  34. 34. Research for Never Check the Box! • A study prepared for Northeast Ohio that reviewed the literature on labor/management cooperation (2002), it stated that working cooperatively together for a period of 3 years promotes sustainability. • The same report stated that practicing multiple characteristics of effective labor/management cooperation increased the probability of sustaining effective relationships.