interest-based negotiation federal mediation and conciliation services human resources and skills...
TRANSCRIPT
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INTEREST-BASEDNEGOTIATION
Federal Mediation and Conciliation Services
Human Resources and Skills Development Canada
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Federal Mediation and Federal Mediation and Conciliation Service:Conciliation Service:
• Dispute Resolution Services:- Conciliation and Mediation- Grievance Mediation- Arbitration Appointments- Preventive Mediation Program- Labour-Management
Partnerships Program (LMPP)• Legislation, Research and Policy
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Preventive Mediation Preventive Mediation ProgramProgram
- Relationship-by-Objectives (RBO) - Committee Effectiveness (CET)- Negotiation Skills and
Facilitation- Collaborative Problem-Solving- Mediation- Grievance Resolution Workshop
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Workshop Workshop Objective:Objective:
An Understanding of:• what IBN is• IBN steps• IBN techniques/skills• behaviour elements
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• Beer Pricing Exercise
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Price Labson: $30 Labson: $25 Labson: $20
Molbatt: $30 M: Mkt share 50% Profit $25 M
L: Mkt Share 50% Profit $25 M
M: Mkt share 25% Profit $9 M
L: Mkt Share 75% Profit $49 M
M: Mkt share 15% Profit $4 M
L: Mkt Share 85% Profit $43 M
Molbatt: $25 M: Mkt share 75% Profit $49 M
L: Mkt Share 25% Profit $9 M
M: Mkt share 50% Profit $13 M
L: Mkt Share 50% Profit $13 M
M: Mkt share 25% Profit $3 M
L: Mkt Share 75% Profit $30 M
Molbatt: $20 M: Mkt share 85% Profit $43 M
L: Mkt Share 15% Profit $4 M
M: Mkt share 75% Profit $30 M
L: Mkt Share 25% Profit $3 M
M: Mkt share 50% Profit $0 M
L: Mkt Share 50% Profit $0 M
Note: Profits are rounded up to the nearest $-million.
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• The IBN The IBN ApproachApproach
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What is IBN?What is IBN?
• collective bargaining• an adaptable process• a way of focusing on the process• a negotiation style which
encourages creativity, information sharing, and participation
• a useful tool for some people at some times
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What IBN is not ?What IBN is not ?
• a quick fix or the solution to all problems
• a way to get everything you want at the table
• a way to avoid conflict• about being nice and polite
and agreeing with everything• the flavour of the month• right for everyone
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Interest-Based Interest-Based Approach PrinciplesApproach Principles
• process counts• focusing on issues, not on the
personalities• focuses on interests, not the
positions• creating options to satisfy
interests• jointly discuss to evaluate the
options• postponing a commitment
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Negotiation Styles:Negotiation Styles:Traditional• separate training• send notice to
bargain• fixed mandate• exchange demands• push for position,
argue, stall• formal, face-to-face• little
discussion/many caucuses
• single spokesperson• confrontation• verbatim notes• sign-off each item• memorandum
signed on completion
Interest-Based• joint training• set joint ground rules
• flexible mandate• jointly identify issues• discuss interest,
generate options• informal, side-by-side• much discussion/few
caucuses• everyone talks• joint problem-solving• flip-charts• no sign-off• memorandum signed on
completion
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• identify and share interests
• generate options• develop criteria• evaluate options• closure
Interest-Based ApproachSteps:
• opening statement• agree on ground rules• establish the issues
Preliminary
Substance
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Step 1: Opening Statement:
• Purpose:- sets tone- expectations- constituents
• Contents:- commitment- process- common goals
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Opening Statement:
The Union and the Company plan to make every effort to negotiate the collective agreement using the interest-based process. They will endeavour to share information openly and participate in discussions of a range options with the understanding that no final commitments will be made until the end.As the parties jointly face the challenge of the future, they share the following values:
– client focus– the overriding value of people as a resource– union-management partnership– quality and continuous improvement
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Step 2: Ground Rules:
• establish process:- expectations- ownership
• logistics• rules• responsibilities• rights• behaviour
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Step 3: List of Issues:
• identify and explain topic or subject of negotiations - broad, open-ended
• establish common understanding of all issues to be discussed
• prioritizing issues for the negotiation
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• Focusing Focusing on on InterestsInterests
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Identifying InterestsIdentifying InterestsFocusing on Focusing on
Interests:Interests:
• reflects concern about an issue• facilitates information sharing• promotes discussion of options• avoids starting the process
with a disagreement• adds legitimacy
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Step 4: Identifying Interests:
Position• one party’s solution to an
issue• make demands• is the close-ended solution• purpose: to communicate the
single acceptable outcome• exaggerated statement• gives little information• contains “you” statements• directive language
Interest• one party’s concern, fear,
need or worry on an issue• forms the basis for a future
solution but is non-negotiable• purpose: to promote • discussion of various possible
options• no exaggerated statements• gives much information• contains “I” or
“we”statements• non-directive language
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Identifying InterestsTypes of interests:
• mutual interests• non-conflicting interests• conflicting interests
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Example Identification of Interests:
• Issue: A car pool member who is frequently late.
• Statements:a) “When I am late, my boss is on my case all day.”b) “ The next time you are even five minutes late, we are going to kick you out of the car pool.”
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Identifying Interests:
• Position: Demand for higher overtime rate.
• Possible interests:- increase members’
compensation- job creation- prevent abuse of overtime
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• Generating Generating OptionsOptions
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Step 5: Generation of
Options:
Options - are one of a number of possible solutions to resolve an issue.
Purpose:• to increase flexibility in the search for
solutions• to develop a better solutions as a result of
joint efforts • to provide the participants with ownership of
the process• to increase commitment to the final outcome
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Generation of OptionsThe Process:
Brainstorming• ensure full participation• create without evaluating, no
criticism• work towards quantity not quality• propose options without judicial
prejudice• guidelines:
- alternate the facilitator- lead with the next number- keep everything visible by posting
the completed sheets
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Generation of Options
Blocks to Creativity:
• fear• premature judgement• assuming single solution• assuming limitations• negative attitudes• perception
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Generating OptionsOvercoming Blocks:
• informal setting• challenge assumptions• suspend judgement• analyze the problem in parts• recognize point of exhaustion
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• BrainstormiBrainstorming Exerciseng Exercise
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• Evaluating Evaluating OptionsOptions
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Step 6: Development
of Criteria:
• where possible, use objective standards• agreement on choice of criteria and options
is done by consensus decision-making• jointly developed standards can provide a
basis for deciding issues in a fair, acceptable and transparent mannerExamples of Standards:- industry practice- market rates- past performance
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Step 7: Evaluation of
Options:
The Three-Cut Method:
• Does the option satisfy interests?
• Are the resources available?
• Can the option be sold to others?
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• Achieving Achieving ClosureClosure
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Step 8: Closure:
• all issues discussed• objective is still a
collective agreement• “No” is part of the
process• packaging of issues• broad perspective• consensus decision-
making
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Closure:Closure:
Issue
Interests
Options
Evaluation
Closure
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• Consensus Consensus Decision-Decision-MakingMaking
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ConsensusDecision-Making:
• unanimous agreement on a single course of action reached through a cooperative, not a competitive process where each member can say:
• I understand what is being proposed...• I had the opportunity to express my
views and I understand the views of the others...
• It was arrived at openly and fairly…• It is the best solution for us at this time• I will support the implementation of the
solution
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Consensus Decision-Making
Guidelines:
• listen and be open to persuasion
• encourage participation• share information• treat differences as strengths • avoid agreeing hastily,
bargaining or voting
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• CommunicatioCommunication and Effective n and Effective ListeningListening
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Communication:Communication:
• put yourself in their shoes• discuss perceptions• focus on issues, not personalities• focus on future, not past• legitimacy of emotions• allow venting but avoid reacting
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• Exercise on Exercise on PerceptionsPerceptions
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Effective Listening:Effective Listening:
• 75% words ignored, misunderstood, forgotten
• brain 8-10 times faster than speech
• active listening - 17 seconds
• not trained in listening
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Effective ListeningEffective ListeningBad Listening Bad Listening
Habits:Habits:
• attention fakers• criticizers• bored listeners• difficult material
blockers• note takers• mental rehearsers
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Summary: What it takes to
Succeed:
• genuine desire for change • commitment at all levels• long, broad view and is part of
overall approach• flexible mandate and timeline• empowered negotiators• open sharing of information• communication with constituents