All of our workshops are very interactive and targeted to achieve specific outcomes identified by the client. We recognize that participants have varied experiences that can add value to the training experience. Active involvement and concept application exercises help ensure a quality learning experience. To the extent possible, actual workplace case studies and experiences are used. Program duration depends upon the needs and objectives of the client.
Collaborative Decision Making (CDM) Workshop
Effective Team Development Workshop
Labor/Management Collaboration Workshop
Collaborative/Mutual Gains Bargaining
Program Assessment/Improvement
Improving Interpersonal Communications
Facilitator Training
Turning Conflict into Collaboration
Effective Employee Relations Strategies
The Supervisor/Steward's Role in Labor Relations
Discipline/Due Process/Performance Improvement
Strategic Diversity Initiatives
Effectively Addressing Discrimination Complaints
Increasing Meeting Effectiveness
Many organizations and unions have learned the value and importance of collaboration. By working together, many complex workplace problems can be resolved. Examples of some of the challenges addressed include: rising health insurance costs, work process redesign, loss of market share, budget reductions, potential job losses, contract disputes and contract negotiations. Enlightened parties have recognized that the historical model of confrontation has not lead to positive outcomes for either labor or management. Our services can help build partnerships that serve the interests of each party.
Collaborative Bargaining Training/Facilitation
Developing Effective Labor/Management Teams
Using Interest-Based Strategies to Address Labor-Management Challenges
All facilitation engagements begin with the group developing a clear description of the desired outcomes. Interests related to the outcomes are identified. Our philosophy is that the answers reside within the group participants. Our role is to guide the group through a process to achieve the desired outcomes. Listed below are examples of previous engagements.
Collaborative/Mutual Gains Negotiations
Program Assessment/Improvement Initiatives
Strategic Planning Initiatives
Organizational Design/Structure Issues
Collaborative Decision Making Initiatives
Communication Improvement Programs
Workplace Dispute Resolutions
Recapturing Market Share Initiatives
Increasing Employee Involvement Programs
Process Improvement Initiatives
Long Range Facilities Planning
Budget Restructuring/Reduction Efforts
Various Types of Conflict Situations
Periodically organizations and individuals become involved in disputes in which the assistance of a neutral mediator can be valuable. We begin by obtaining a clear understanding of the issues in dispute. With the mediator’s assistance the parties explore potential resolutions and alternatives. Our experience in successfully mediating hundreds of disputes is relied upon to meet client needs. Listed below are examples of previous engagements.
Labor Contract Disputes
Unfair Labor Practice Allegations
Disputes between Organizations
Community Relations Disputes
Environmental Disputes
Discrimination Complaints
Student/Parent Complaints
Real Estate Related Complaints
Contract Disputes
Compensation-Benefit Disputes
Employment Related Disputes
Sometimes mediation and voluntary conflict resolution initiatives are not successful. In these situations final and binding arbitration may be needed. Arbitration hearings allow the parties to present their positions. A well-crafted arbitration decision which addresses the parties’ issues can help them move beyond the dispute. Will Strycker is an experienced Arbitrator and serves on arbitration panels for the Federal Mediation and Conciliation Services (FMCS) and the State Employees Union – AFSCME Council 24.
Back to top ↑Complaints come in many different forms including but not limited to: sexual harassment, discrimination related, customer service and employment based. Having an external impartial review can be very important to limit liability, enhance customer service and/or maintain a positive work environment. Investigations include: interviews, document review and thorough analysis. A summary report with final recommendations are provided. Investigations are conducted on a confidential basis consistent with organization policies, procedures and applicable State and Federal law.
Back to top ↑Few areas are more important to organizational success than hiring effective, productive staff. A bad fit or poor hiring decision can negatively impact an organization for years. Conversely, effective hires can contribute greatly to organizational growth and success. The services listed below can lead to effective employment outcomes.
Executive Search
Selection Process Review/Redesign
Selection/Interview Committee Training
Creating Behaviorally-Based Questions and Exercises
Effective performance management systems are vital to employee growth and development. Responsibilities and expectations can be clarified. Objectives can be developed that foster both organization and employee success. We will work with your organization to develop a system that meets your unique needs. An effective outcome based performance management process can enhance employee competence and help ensure organization success.
Back to top ↑Having an effective, diverse workforce provides strategic advantages to an organization. Diverse employees help the organization respond to changing customer groups. Bringing different backgrounds and experiences to the workplace can enhance organizational effectiveness. While building and sustaining a diverse culture can be difficult, the services listed below can help address those challenges.
Recruiting a Diverse Workforce
Diversifying Selection Teams
Developing an Organization Diversity Program
Organization Diversity Training
Discrimination Complaint Investigation-Resolution
Strategic Planning can help an organization strengthen its connections to customers/stakeholders and provide direction for future success. Our process involves stakeholders including employees at all levels. In addition to creating a plan with defined outcomes, specific accountability measures are created. The strategic planning process can provide a blueprint for success.
Strategic Plan Development
Developing Organizational Vision and Values
Creating an Effective Organizational Culture
Our presentations are specifically designed to meet client needs. We have presented programs of various lengths at local, regional and national conferences and meetings. Audience size has varied from 20 to 500. When appropriate, interactive strategies are used. We rely on humor and real life experiences to reinforce key learning objectives that can be applied immediately. Listed below are examples of prior presentation topics.
Labor/Management Collaboration
Conflict Management
Group Effectiveness
Workplace Effectiveness
Diversity