How can you apply conflict resolution skills to collective bargaining?

1 Identify the issues

The first step in conflict resolution is to identify the issues that need to be addressed in the collective bargaining process. These may include salary, benefits, workload, professional development, health and safety, and grievance procedures. You should clarify your own interests and needs, as well as those of your employer, and prioritize the most important ones. You should also gather relevant information and evidence to support your claims and proposals.

2 Listen actively

The second step in conflict resolution is to listen actively to the other party's perspective and concerns. Listening actively means paying attention, asking questions, paraphrasing, and acknowledging emotions. It shows respect and empathy, and helps to build trust and rapport. It also helps to avoid misunderstandings, assumptions, and stereotypes. By listening actively, you can identify common goals and values, as well as areas of disagreement and conflict.

3 Generate options

The third step in conflict resolution is to generate options for resolving the issues at stake. This involves brainstorming, creativity, and flexibility. You should try to generate as many options as possible, without judging or criticizing them. You should also consider the pros and cons of each option, and how they align with your interests and needs, as well as those of your employer. You should aim to find options that are mutually beneficial and acceptable for both parties.

4 Negotiate effectively

The fourth step in conflict resolution is to negotiate effectively with your employer. This involves presenting your options, exchanging offers and counteroffers, making concessions, and reaching agreements. You should negotiate in good faith, with honesty and integrity. You should also use assertive communication, which means expressing your views and feelings clearly and respectfully, without being aggressive or passive. You should avoid ultimatums, threats, or personal attacks, and focus on the issues, not the personalities.

5 Manage emotions

The fifth step in conflict resolution is to manage your emotions during the collective bargaining process. Collective bargaining can be stressful, frustrating, and emotional, especially when there are high stakes, power imbalances, or conflicting values. You should be aware of your own emotions, and how they affect your behavior and judgment. You should also recognize and respond to the emotions of the other party, and try to defuse tension and hostility. You should use coping strategies, such as breathing, relaxing, or taking breaks, to calm yourself and maintain your composure.

6 Evaluate outcomes

The sixth step in conflict resolution is to evaluate the outcomes of the collective bargaining process. This involves reviewing the agreements reached, and assessing whether they meet your interests and needs, as well as those of your employer. You should also evaluate the process itself, and identify what worked well and what could be improved. You should celebrate your achievements, and appreciate the efforts and contributions of the other party. You should also follow up on the implementation and enforcement of the agreements, and address any issues or disputes that may arise.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?