1. YOUR TRUSTED ADVISORS FOR DELIVERING INNOVATIVE BUSINESS SOLUTIONS
MMAANNAAGGEEMMEENNTT && LLAABBOORR PPAARRTTNNEERRSSHHIIPP
Contracts and policies fall short of defining how people work together on a daily basis to get the
job done. In today’s world, meeting customer requirements means that management and labor
must both transcend old stereotypes to the level of dynamic organizational leadership that
encompasses both tasks and relations.
This is often referred to as Management Labor Partnership, or what we call the creation of the
Leadership Partnership Pact (LPP). A key to the entire program is combined leadership
training, which provides supervisors and stewards common tools to enable them to work
together, make joint decisions against common goals.
Advantages (Union)
1. Input into key leadership decisions
2. Viewed as internal consultants
3. Supports supervisor/steward team decisions when not in conflict with policy and/or contract.
4. Provides input (data points) for supervisor selection to management
5. Holds all levels accountable for adhering to identified behavioral and value drivers.
6. Pushes tactical workplace decisions back to supervisor and steward
7. Participates in workforce strategic planning.
8. Uses LPP decision making structures to resolve disputes internally
9. Participates in selling organizational initiatives to workforce.
Advantages (Management)
1. Expects union support of reasonable management rights in directing the organization.
2. Solicits input from union.
3. Holds all levels accountable for adhering to identified behavioral and value drivers.
4. Provides input as a data point to union leadership for steward selection.
5. Pushes workforce decisions back to supervisor/steward level.
6. Includes union perspectives in planning to meet strategic objectives.
7. Supports combined supervisor/steward and senior leadership training.
8. Utilizes steward help and guidance in resolving personnel issues.
9. Uses LPP decision making structures to resolve issues.

2. YOUR TRUSTED ADVISORS FOR DELIVERING INNOVATIVE BUSINESS SOLUTIONS
What The Leadership Partnership Pact Does Not Interfere With:
 Contractual Agreements
 Union obligations to membership
 Right to unilaterally select stewards
 Management rights
 Management obligation to meet production schedules
 Management’s rights to unilaterally select its’ own members.
The LPP defines work relationships from a unified behavioral standpoint, not from task. How
these mutually exclusive obligations are met is the focus of the Leadership Team.
Customer Requirements
There Are Several Keys To The LPP:
 Commitment to drive decisions to the lowest level (i.e. supervisor, steward)
 Combined supervisor and steward leadership training
 Reinforcement training for Senior Leadership Staff
 Identification of non-negotiable value, behavioral and relationship drivers.
 Peer Review process for repeat offenders for both stewards and supervisors.
 Teambuilding and Collaborative Problem solving for supervisors and stewards.
 Behavioral Accountability
Labor
Management
Leadership

3. YOUR TRUSTED ADVISORS FOR DELIVERING INNOVATIVE BUSINESS SOLUTIONS
Phase I: Senior Mgt/Labor Leadership (1-2 days)
1. Leadership Relationship between Management & Labor defined.
 Specific areas that Partnership will address
2. Common Leadership Objectives (Workforce related)
3. SWOT (Strengths, Weaknesses, Opportunities, Threats to Implementation
4. Agreed-upon criteria for Decision Making
 Behavioral Accountability Process
5. Front-end team Building
6. Problem Solving Structure
7. Signed LPP agreements (100% commitment)
Phase II: Separate Mgt/Labor Staff (1-2 days)
1. Common Objectives (Mgt/Labor)
2. Barriers to Partnership
3. Measureable Characteristics of a Supervisor (Steward)
4. Guidelines for Future Selections
5. Strategies to Overcome
6. Non-Negotiable Value/Behavioral Drivers for Organization
7. Working Relationships defined for all levels

4. YOUR TRUSTED ADVISORS FOR DELIVERING INNOVATIVE BUSINESS SOLUTIONS
Phase III: Combined Leadership Training (3 days)
This combined training emphasizes the skills required for effective leadership of the
organization. Method of training includes role playing of supervisor/steward interfaces, videos,
leadership psychometrics, and teambuilding case studies among others. Structured steps
(Critical Steps) for handling specific leadership issues will be emphasized, and for which
participants will be held accountable for their respective leadership for using. Specific topics
include.
 Addressing Work Habits
 Addressing Performance Issues
 Combined Coaching
 Follow-up discussion from a supervisor/steward perspective
 Effective Corrective Action (applying policy and contract guidelines to solve problems)
 Motivational Techniques
 Teambuilding
Phase IV: Combined Leadership Reinforcement (1 day)
Senior Management must be able to reinforce the specific skills taught to supervisors, stewards
and direct reports.
1. Overview of Key Learning Points (Phase III)
2. Review and Resolution of Separate Mgt/ Labor Results
3. Plan for Combined Meeting
Phase V: Combined Staff (1 day)
1. Common Organizational Objectives
2. Accountability Process Defined for Organization
3. Organizational Value and Behavior drivers
4. Facilitated Agreements to potential barriers
5. Objectives for Supervisor/Steward working relationships

5. YOUR TRUSTED ADVISORS FOR DELIVERING INNOVATIVE BUSINESS SOLUTIONS
Phase VI: Peer Review Training (2 days)
Supervisors and Stewards are taught the skills and structure involved with Peer Review. Peer
Review will be applied to review repeated Partnership agreement by violations by either
supervisors or stewards, and recommend actions ranging from censorship to removal from
position to their respective Mgt/Labor Leadership. Peer Review Panels will consist of:
 Supervisor 3 supervisors and 2 stewards
 Steward 3 stewards and 2 supervisors
Phase VII: Supervisor/Steward Assessment Panels
Stewards and Supervisors are instructed how to assessment through simulations candidates for
either supervisor or steward, based on the agreed upon Measureable Characters for these
positions agreed upon in Phase II and Phase III.
 Assessment reports and recommendations will be submitted to respective Management /
Labor Leadership to be used as a data point to assist in filling positions, using the tenants of
the LPP.
Fee Structure
Rate Card Available Upon Request