Quelles sont les meilleures façons de résoudre les conflits avec un syndicat en tant que professionnel de la stratégie?

Preparation, preparation, preparation. Negotiation is 90% preparation, 10% "at the table". Have clear objectives that have been agreed with your internal stakeholders, know exactly how you want to present things and have realistic alternatives in case you cannot reach an agreement.

1. Listen, listen, listen. 2. Avoid any moralistic view of the conflict. 3. Study the context in which the conflict originated. 4. Map the actors according to their interests, incentives, and constraints. 5. Understand the binding constraints in which the conflict develops (everything from legal constraints to union capabilities). 6. Make a thorough study of your capabilities and resources. 7. Study whether the interests of union members coincide with those of union leaders. 8. Address the interests of union members. If they coincide with those of the leaders, fine; if not, cracks will appear.

It really doesn't matter whom you negotiate with. The approach is always the same - Gather information. A negotiation is not a screaming competition; it's about having the right information and understanding your opponent's min/maximum prices and other considerations - Plan the negotiation (time, place, timeline..) - Negotiation - Monitor

As a strategy professional, resolving conflicts with a union requires a thoughtful and strategic approach. First, open lines of communication are crucial. Actively engage with union representatives to understand their concerns and goals. Collaboratively seek common ground and negotiate in good faith, exploring potential compromises. It's essential to be well-versed in labor laws and regulations, ensuring compliance and fairness throughout the process. Additionally, consider creative solutions, such as profit-sharing or performance-based incentives, to align the interests of both parties. Ultimately, conflict resolution with a union should prioritize long-term relationships, sustainable agreements, and mutual benefit.

Skill in negotiations is a major quality. Engaging in negotiation or communication is not about winning or losing; it's about finding that win-win sweet spot where both parties thrive. At the same time, you need to be able to assess whether the other party is operating in good faith. Trust is the currency of good partnerships. Build it through transparency, honesty and delivering on your promises. Conflicts are inevitable. Resolution is the lifeline. Handle conflict with patience and poise and it can actually strengthen the union.

Union negotiations are not one time off, so building relationships and trust are critical. In such setup, taking a hit once to secure the future is a good strategy. You may hold your ground on a demand, which will penalize you in the short term, but the union will never again try that tactic on you as you stood your ground.

As in any negotiation, what's really on the agenda? What are the opponent's drivers? Just what's important for the company or is there a personal agenda? Maybe the negotiator position at the company is not solid; making her look good may pay dividends.

It's always about making the pie bigger vs. fighting over a bigger slice. Win-win will open more opportunities in the future and it's the way to go in a long-term negotiation as with the union.

As the director of a national workers’ compensation return to work program it was not uncommon to become involved with a union rep advocating on behalf of the employer wanting to offer employees an opportunity to return with temporary accommodations. Thorough communication with integrity and ability to remain calm with intent to build relationships goes a long way. Despite challenges that may arise never lose sight of the goal for either side. Most importantly create an atmosphere for resolution based on facts.

This is the negotiation that you should not rush in one go. Careful preparation, involve a wide and diverse group in preparation and plan sufficient time (i.e. months) for the negotiation to advance meticulously.

Different visions, interests and cultures often collide. Rather than a negative, it's an opportunity to master the art of bringing people together Active listening and cultural sensitivity are critical tools. Dive into your partner's world, understand their perspective. It's like speaking their language for a smoother collaboration! Stay composed during partnership challenges. Emotions can run high, but a calm approach can navigate you through turbulent times. Aim for win-win unions! Seek solutions that respect both parties' goals and cultural norms, bridging gaps and finding common ground. Promote open and cross-cultural dialogue. In discussion, you'll discover the true value of business unions, making your collaboration more exciting.