7 secrets to union & management success with teams, mlma 2014

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7 Secrets to Union-Management Success with Teams Partners in Progress Conference Michigan Labor Management Association, East Lansing, Michigan April 10, 2014

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Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/ 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

TRANSCRIPT

Page 1: 7 Secrets to Union & Management Success with Teams, MLMA 2014

7 Secrets to Union-Management

Success with Teams

Partners in Progress ConferenceMichigan Labor Management Association,

East Lansing, MichiganApril 10, 2014

Page 2: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Your Presenters

Fenwick Koller Associates• Ron Koller• Rick Fenwick is on assignment with a

client

REVELN Consulting• Deb Nystrom

Page 3: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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

Page 4: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Why Union Management Relations?

Good

Great

Adapted from Huzczo & Hoyer (1994). Used with permission.

Page 5: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Starting with you

Table discussion:• How many labor leaders do we have?

– Managers? – Consultants? – Other?

• How does Huszczo’s theory compare to your reality?

• What are the most pressing union-management issues you’re facing?

Page 6: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Passing ships in the night …

Union Says Management Says

1.Management are dictators

2.We can’t even agree on basic things

3.Bad communication

1.Union ignores the business

2.They fight everything

3.Bad communication

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

High Performance Partnerships

Union-Mgmt

IneffectiveWork 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

HigherPerformance

HighestPerformance

Page 8: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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

Page 9: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#1 – Hit Partnership Reset

Domination, Compliance Trust, Persistance

Left: Factory Worker, by Rob – Flickr cc, Right:, ABC news report

Page 10: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Roles

Rules

Relationships

Goals

Foundation

How most work groups spend time

Page 11: 7 Secrets to Union & Management Success with Teams, MLMA 2014

But what happens when the going gets tough?

Roles

Relationships

Goals

Rules

Page 12: 7 Secrets to Union & Management Success with Teams, MLMA 2014

What if there was a way to do it differently?

Roles

Goals

Relationships

Rules

Page 13: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#2 - Recover from Inevitable Mistakes

Source: Cohen-Rosenthal & Burton (1994)

Page 14: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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

Page 15: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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

Page 16: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#3 Operate w/ Boundaries/Guidelines

Page 17: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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

Page 18: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#4 –Victory involves Everyone

“Change is a threat when done to me,but an opportunity when done by me.”

Rosabeth Moss-Kanter

Page 19: 7 Secrets to Union & Management Success with Teams, MLMA 2014

People Progress at Different Speeds

ENDINGS

NEUTRALZONE

NEW BEGINNINGS

People in an organization may be experiencing all phases at the same time:

Not yetbegun New BehaviorsTime...

Page 20: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Table Talk

1. What did you hear?

2. What are your reactions?

3. What questions of understanding do you have?

Spokesperson

Page 21: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#5 – Engage in One Agenda

Source: ABC News

Page 22: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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” - REVELN.com

Vision, Storytelling, Persuasion, Conversations, Role-Modeling

Inspiration

Tradition Ritual Management Performance Systems

Information

Coercion Threats Fiat Punishments

Intimidation

NegotiationPlanning....

IncentivesControl Systems

Promotion

Page 23: 7 Secrets to Union & Management Success with Teams, MLMA 2014

#7 – Never Check the Box, Go for Sustainability

Never Check the Box

þþþþ

Page 24: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Photos: Sponge, by rob.knight Flickr cc

_______

Beyond Resilience

Page 25: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Don’t wait to collaborate

2007

Platinum award

Wixom

1st NA plant since 1999 to win on a

platform of union & management cooperation

Page 26: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Don’t wait to collaborate

It closed the same week.

It was completely demolished in 2013.

Page 27: 7 Secrets to Union & Management Success with Teams, MLMA 2014

7 Secrets Re-cap

1. Partnership reset

2. Recover from mistakes

3. Operate w/in B&Gs

4. Victory involves Everyone

5. Engage in One Agenda

6. Navigate conflict

7. Never Check the Box, Go for Sustainability

Social

Technical

Getting bothleadership teamson the same page

(Tops)

Getting theorg board

(Middles/Bottoms)

Human side(politics & conflict)

Work on behaviorvaries over time

A

B

C

Page 28: 7 Secrets to Union & Management Success with Teams, MLMA 2014

7 Secrets Re-cap

1. Partnership reset

2. Recover from mistakes

3. Operate w/in B&Gs

4. Victory involves Everyone

5. Engage in One Agenda

6. Navigate conflict

7. Never Check the Box, Go for Sustainability

Social

Technical

Getting bothleadership teamson the same page

(Tops)

Getting theorg board

(Middles/Bottoms)

Human side(politics & conflict)

Work on behaviorvaries over time

A

B

C

Page 29: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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 bothleadership teamson the same page

(Tops)

Getting theorg board

(Middles/Bottoms)

Human side(politics & conflict)

Work on behaviorvaries over time

A

B

C

Page 30: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Table Talk

1. What did you hear?

2. What are your reactions?

3. What questions of understanding do you have?

Spokesperson

Page 31: 7 Secrets to Union & Management Success with Teams, MLMA 2014

What is Open Space Technology?

REVELN.com & KM Solutions Showcase™

H. H. Owen’s assumptions:• If the boss orders it, not

much will get done. • The best way to get

something done is to give it to those who have a passion for it.

Page 32: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Open Space TechnologyPrinciples:

1.Whoever comes are the right people.

2.Whatever happens is the only thing that could have.

3.Whenever it starts is the right time.

4.When it’s over, it’s over.

32

The Law of Two Feet

Page 33: 7 Secrets to Union & Management Success with Teams, MLMA 2014

What challenged

you? What

inspired you?

What surprised

you?

33

Reflection &Wrap-Up

Page 34: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Photos & slides will be available via:• REVELN.com/Tools/•  Visit Fenwick Koller

Associates: www.fenwickkoller.com/

Page 35: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Following Up

Email Presentation

C = Conversation

Page 36: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Follow through...

• Sign up at www.unionmanagementrelations.com with your email address and receive a free handout of the “ABC’s of the 7 Secrets.”

Page 37: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Appendix

Page 38: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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.• www.UnionManagementRelations.com• www.FenwickKoller.com• Reveln.com/Tools (adaptive change,

antifragile, Best of the Best newsletter)

Page 39: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Corporate leaders get antsy when dealing with the human side of change.

It is territory that most are painfully uncomfortable with, are unprepared for, or simply do not know how to navigate.

-- J. D. Duck, The Change Monster

Page 40: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Partnership

“Partnerships refer to agreements between competing actors who

deliberately choose to co-operate instead of maintaining adversarial

relations.”

Source: Harrisson, Roy & Haines III (2011).

Page 41: 7 Secrets to Union & Management Success with Teams, MLMA 2014

It’s about Trust

“Often there is greater confusion within management and within

the union about what is the desired relationship than there

is between the parties.”

Source: Cohen-Rosenthal & Burton (1994)

Page 42: 7 Secrets to Union & Management Success with Teams, MLMA 2014

3 Keys to Clear Boundaries

• Use a problem-solving mentality; address “real” concerns of workers and managers.

• Top management and union leaders commit to the new boundaries.

• Use of mediation techniques to build consensus to the boundaries.

Page 43: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #3: Operate through Clear Boundaries and Guidelines

• Take the time to jointly set clear expectations and boundaries in a document that is jointly developed and focused at the right level of detail.

• 100% Commitment to boundaries equals Empowerment, direction, & consistency

And

High Performance!

Page 44: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #3: Operate through Clear Boundaries and Guidelines

• Take the time to jointly set clear expectations and boundaries in a document that is jointly developed and focused at the right level of detail.

• 100% Commitment to boundaries equals Empowerment, direction & consistency

And

High Performance!

Page 45: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #3: Operate through Clear Boundaries and Guidelines

• Take the time to jointly set clear expectations and boundaries in a document that is jointly developed and focused at the right level of detail.

• 100% Commitment to boundaries equals Empowerment, direction & consistency

And

High Performance!

Page 46: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Majority of Employees & Managers

Majority

Page 47: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Research supporting Secret # 4

Page 48: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Involvement Leads to Commitment

“Change is disturbing when it is done to us, exhilarating when it is done by us.”

Rosabeth Moss-Kanter

Page 49: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Keys to InVolve the frontline

• Union and management need to be sensitive to the majority of employees and their issues on a change.

• Leaders need to demonstrate joint support for change.

• Create readiness with others by describing the changes and the expected results from the worker’s point of view.

• Make results visible.

Page 50: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #4: InVolve frontline supervisors/employees

• Management and union leaders have to involve managers and employees in decisions around the change.

• Union leaders need to be sensitive not to get too far ahead of the workforce.

• Poor planning results in resistance.

Page 51: 7 Secrets to Union & Management Success with Teams, MLMA 2014

“The most successful cases of labor-management cooperation involve parties

who strive to reframe, to consider different perspectives. With reframing, the union-management partners have been able to escape their rutted, outmoded beliefs and

challenge lingering problems.”

Source:Cohen – Rosenthal (1995)

Secret #4: InVolve frontline supervisors/employees

Page 52: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Why Union-Management Relations?

Model of union-management relations

Source: Husczco & Hoyer, 1994

Page 53: 7 Secrets to Union & Management Success with Teams, MLMA 2014

3 Levels

Roles Union Management

Set the direction

Bargaining Chair & President

Top manager & top HR

Coordinate the work

Union rep’s Middle managers

Perform the work

Workers Supervisors

3 Levels of Working Relationships

Page 54: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #6:N avigate Conflict Constructively

• Use constructive confrontation• Caucus as needed to build agreements• Do not hold the process hostage

Page 55: 7 Secrets to Union & Management Success with Teams, MLMA 2014

3 Keys to Constructive Confrontation

• There are times when each group needs to meet separately to build and maintain consensus.

• Focus on facts, not judgments• Do not hold the process hostage

Page 56: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Mediation example

• Use of breakout groups.• Testing for consensus.• Open communications to maintain

agreements.• Professional joint meetings even when in

disagreement.

Page 57: 7 Secrets to Union & Management Success with Teams, MLMA 2014

If you think change is hard

• Change is hard

• Sustaining change is even harder

Page 58: 7 Secrets to Union & Management Success with Teams, MLMA 2014

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.

The same report stated that practicing multiple characteristics of effective labor/management cooperation increased the probability of sustaining effective relationships.

Page 59: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Secret #7

Never Check the Box

þþþþ

Page 60: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Don’t wait to collaborate

In 2007, Wixom became the first NA plant since 1999 to win the Platinum award on a platform of union-management cooperation.

It closed the same week.

It was completely demolished in 2013.

Page 61: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Why Union-Management Relations?

• A recent Cornell study found effective union-management partnerships save on OT costs, staff turnover, communication & Improves bottom line performance.

• A NIST report attributed lower productivity in the construction industry to the growth of non-union firms (training).

• In a Maritz poll of 1,300 workers, 49% said union-management relationships were lukewarm or negative.

Page 62: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Common Point of View

Union Says Management Says

1.Management are dictators

2.We can’t even agree on basic things

3.Bad communication

1.Union ignores the business

2.They fight everything

3.Bad communication

Page 63: 7 Secrets to Union & Management Success with Teams, MLMA 2014

Follow through...

• Sign up at www.unionmanagementrelations.com with your email address and receive a free handout of the “ABC’s of the 7 Secrets.”