Leveraging Staff Unionization

Unionization in mission-driven workplaces is on the rise. It presents a unique leadership challenge to senior management and boards of directors who, in theory, should be supportive of workers’ rights, yet who feel all sorts of feelings when it happens in their own shop.

I know. It happened in my shop.

And I felt lots of feelings.

In the end, the best feeling was one of shared happiness and pride upon ratification of a collective bargaining agreement (CBA) that better aligned my organization’s policies and practices with its vision and values.

Make no mistake - we started in a fraught place. Maybe you are there now, or maybe you are worried about what is to come. I would love to share what I’ve learned to help you work through this moment and leverage the opportunity of unionization -- to shape a sustainable workplace culture that better supports union staff and management alike. Here are some ways I can assist:

CBA Negotiation Support

While each organization’s situation is unique, and each engagement customized, here are some ways I can help organizations in the early stages of unionization or, with modification, in the midst of renegotiating their CBA:

Reviewing union proposals against current policies and practices

Reviewing current strategic plan, values statements, and other foundational documents to distill areas of focus and opportunity

Working with management negotiating team to strategize around priority alignment and financial sustainability so that money and time are focused in concert with your mission

Preparing team for collective bargaining sessions to focus conversations and mindsets for curious and forward-moving conversations

Providing ongoing coaching and support to CEO and/or management negotiating team and board leadership

Preparing for regular meetings with full management team to ensure ongoing communication and feedback loop

Preparing for regular check-ins with the board to ensure they are informed during negotiations and prepared for their ultimate job – approving the CBA

Helping you translate your work, financial structure, mission, and culture to professional union representatives and, as needed, your labor counsel

Talking through counterproposals that feel aligned and sustainable, and preparing initial drafts

As ratification approaches, preparing all of management and the organization for implementation

CBA Implementation Support

While ratification can be a time of celebration, it doesn’t signal the end of the work. Your team may be exhausted, and ready to move on to other priorities. But a new and critical phase of work is just beginning – CBA implementation. It is easy to underestimate the capacity needed for this phase.

Here are some ways I can take the weight of implementation off your team and help you meet CBA commitments and deadlines:

Cataloging contractual obligations, key deadlines, and responsible parties
Checking in to troubleshoot issues that could impact timely completion
Communicating with key service providers about CBA-related process changes (payroll, benefits brokers, retirement plans, etc.)
Crafting communications to various internal and external stakeholders, explainers, training materials, forms, and policies required under the new CBA
Leading listening sessions with management to hear about early challenges and needs
Tracking issues that arise to be addressed in future negotiations