They discuss the importance of continuously checking in with employees, developing frontline supervisors, and reinforcing a strong direct relationship between leaders and their teams. Culture must be sustained through habits, leadership development, and accountability to survive turnover and changing business conditions.

The episode concludes with a reminder that the principles discussed throughout the series are not just about responding to organizing activity. They are about building and maintaining an extraordinary workplace over the long term.

Takeaways

1. This is not a one-step program.
2. You want to create a great place to work.
3. The Next 52 weeks are a key time to get things right.
4. You can't let it die down.
5. You have to be constantly assessing your culture.
6. Earning the privilege of direct relationships is crucial.
7. It's easy to take your eye off the ball after improvements.
8. Culture is about how we act toward each other.
9. This is a way to live your life and build your company.

Chapters

00:00 Introduction to the Wrap-Up Episode

01:19 Key Takeaways from the Series

03:29 Continuous Improvement in Workplace Culture

06:23 Assessing Employee Sentiment

08:25 Building Lasting Relationships with Employees

10:00 Sustaining Cultural Change Beyond Leadership

12:23 Creating a Legacy of Culture

14:19 Final Thoughts on Extraordinary Workplaces

The discussion focuses on why employees need to feel that workplace decisions are handled fairly and how unresolved disputes often become organizing issues during union campaigns. Phil introduces the victim–perpetrator–savior triad, a common leadership trap where managers try to solve conflicts themselves and unintentionally create new ones.

Instead of acting as decision makers in every dispute, leaders should shift toward facilitating conversations that help employees resolve issues directly with each other. The conversation also examines dispute resolution systems such as peer review panels, grievance procedures, arbitration, and open-door policies, highlighting how organizations can create processes that reinforce fairness and trust.

Ultimately, the episode emphasizes that effective employee relations depend on one key outcome: employees believing they were heard and treated fairly, even when the final decision does not go their way.

Takeaways

1. Workplace conflict is inevitable, but escalation is not.
2. Employees primarily want a fair process when disputes arise.
3. The victim–perpetrator–savior triad can unintentionally worsen conflicts.
4. Leaders should facilitate conflict resolution rather than act as saviors.
5. Peer review panels and ADR systems can increase perceptions of fairness.
6. Union campaigns often highlight unresolved employee disputes.
7. Supervisors should avoid defensive reactions when decisions are challenged.
8. Encouraging employees to pursue dispute resolution channels builds trust.
9. Clear and transparent conflict resolution processes strengthen workplace culture.
10. Fairness and voice are central to long-term employee engagement.

Chapters

00:00 Why Workplace Conflict Matters

04:04 The Victim–Perpetrator–Savior Conflict Trap

12:20 Dispute Resolution Systems and Peer Review

28:20 How Supervisors Should Handle Conflict

34:09 The One Mindset Shift That Improves Conflict Resolution

In this episode of the Left of Boom show, Phil Wilson of LRI Consulting Services, Inc. and Mike Perkins of Frontline HR discuss the critical role of frontline supervisors in providing performance feedback.

They explore the importance of training supervisors to effectively communicate with employees, the flaws in traditional performance review processes, and the necessity of regular feedback and encouragement. The conversation emphasizes the need for accountability, emotional intelligence, and the impact of positive reinforcement on employee engagement and workplace culture.

Leadership Takeaways

1. Frontline supervisors are crucial for employee engagement.
2. Training is essential for supervisors to provide effective feedback.
3. Regular feedback should be prioritized over annual reviews.
4. Positive reinforcement is key to maintaining morale.
5. Accountability must be a two-way street between leaders and employees.
6. Avoiding difficult conversations can lead to bigger issues.
7. Performance reviews should not be a surprise to employees.
8. Emotional intelligence is vital for effective leadership.
9. Encouragement can significantly improve employee performance.
10. Supervisors should document feedback throughout the year.

Chapters

00:00 Introduction to Performance Feedback

02:57 The Importance of Frontline Supervisors

05:51 Training Supervisors for Effective Feedback

08:56 Creating a Positive Feedback Culture

11:52 The Flaws in Traditional Performance Reviews

14:50 Regular Communication and Accountability

17:52 Encouragement and Recognition in Leadership

20:43 Handling Low Performers

23:54 The Role of Emotional Intelligence in Leadership

26:54 Final Thoughts on Supervisory Practices

In this episode of The Left of Boom Show, Phil Wilson and Glenn Album explore what it takes to build a net promoter culture, one where employees actively advocate for the organization, challenge it constructively, and help solve real problems.

Rather than focusing on slogans or programs, the conversation centers on trust, inclusion, and everyday leadership behaviors that invite employees into ownership. A story from Glenn’s manufacturing experience illustrates the point. A complex operational issue was ultimately solved not by outside experts, but by a frontline employee who felt empowered to speak up.

The takeaway is straightforward and uncomfortable for some leaders. Cultures strengthen when organizations treat employees as partners in problem-solving rather than as passive recipients of decisions. When that happens, advocacy follows.

Key Takeaways

1. A net promoter culture is built on pride, trust, and employee advocacy, not perks or posters.
2. Employees closest to the work often see what leadership and experts miss.
3. Real engagement means inviting input before there is a crisis or campaign.
4. Collaboration across roles produces better solutions and stronger commitment.
5. Frontline voices matter when leaders make space for them to be heard.
6. Advocacy grows when employees feel ownership of outcomes, not just tasks.
7. Cultures improve fastest when disagreement is encouraged and handled constructively.

Chapters

00:00 Creating a Net Promoter Culture

01:06 Activating Employees as Advocates Through Trust and Inclusion

They discuss the structure of labor boards, the dynamics of union membership, and the importance of fostering positive employee relations. The conversation highlights differences in how labor laws are applied in Canada and the U.S., the challenges unions face, and the importance of creating a great workplace to avoid unionization. The discussion also touches on the future of labor relations and the evolving landscape of employee rights.

The conversation highlights differences in how labor laws are applied in Canada and the U.S., the challenges unions face, and the importance of creating a great workplace to avoid unionization. The discussion also touches on the future of labor relations and the evolving landscape of employee rights.

Takeaways

1. Canadian labor law varies significantly from U.S. law.
2. Each province in Canada has its own labor regulations.
3. Canada's labor boards operate differently than the U.S. NLRB.
4. Unions in Canada have a different relationship with employees compared to the U.S.
5. Employee relations are crucial for avoiding unionization.
6. Many employees prefer non-unionized workplaces.
7. The structure of labor boards in Canada promotes fairness.
8. Unions must earn their members' trust to remain relevant.
9. Creating a positive workplace culture can reduce the need for unions.
10. The future of unions may depend on their ability to adapt to employee needs.

Chapters

00:00 Introduction to Canadian Labor Law

02:55 Understanding the Structure of Labor Law in Canada

05:45 Differences in Employment Law Between Canada and the U.S.

08:54 The Role of Labor Boards in Canada vs. the U.S.

11:53 Unionization Processes and Challenges in Canada

14:52 Union Dynamics and Employee Relations in Canada

18:01 Comparative Union Density and Membership Issues

23:12 Understanding Labor Watch and Its Purpose

32:04 Creating Positive Work Environments

46:43 Decertification and Labor Relations in Canada vs. the US

"Leaning into the why is so important."

"Hang a flag on your problems."

Summary

In this episode, Phil Wilson, CEO of LRI Consulting Services, Inc., and Nick Kalm, CEO of Reputation Partners, discuss the importance of effective communication in the workplace, particularly in relation to managing employee stress and anticipating reactions to change. They explore strategies to proactively address potential issues, the importance of understanding employee sentiment, and the need to educate employees about business operations. The conversation emphasizes the need for organizations to acknowledge criticism and communicate transparently to foster trust and engagement among employees.

Takeaways

1. People are under tremendous stress.
2. Employers need to understand employee sentiment and turnover.
3. Every employee base is a bell curve with varying levels of engagement.
4. Human nature tends to view change negatively.
5. Condition employees to understand the reasons behind changes.
6. Acknowledging criticism can build trust and goodwill.
7. Proactive communication is essential in crisis management.
8. Educating employees about business operations is crucial.
9. Understanding vulnerabilities helps in anticipating employee reactions.
10. The consequences of neglecting communication can be severe.

Chapters

00:00 Introduction to Communicating Right of Boom

02:58 Understanding Employee Stress and Organizational Dynamics

05:58 Navigating Change and Employee Sentiment

08:56 Anticipating Criticism and Framing Responses

12:05 Addressing Unanticipated Events and Crisis Management

15:03 Proactive Communication Strategies

17:46 Educating Employees on Business Operations

20:53 The Importance of Transparency and Profit Explanation

24:14 Key Takeaways for Effective Communication

The conversation delves into practical strategies to enhance supervisors' approachability, especially in post-union campaign environments. Wilson shares insights on training leaders to be more approachable, the importance of regular communication, and the need for leaders to actively seek feedback from their teams. He also discusses the significance of mindset in leadership, encouraging leaders to view their team members as heroes rather than villains. The episode concludes with a strong reminder that fostering strong relationships at the supervisory level can prevent union issues and enhance overall workplace culture.

Takeaways

1. Approachability is the 'One Ring of Leadership'.
2. Strong relationships with teams prevent union problems.
3. Leaders must actively seek feedback to improve.
4. Mindset is crucial; treat team members as heroes.
5. Regular communication reinforces learned behaviors.

Chapters

00:00 The One Ring of Leadership

01:58 Defining Approachability

04:55 Teaching Approachability to Leaders

07:30 Three Key Questions for Leaders

10:18 Reframing Relationships Post-Campaign

13:31 Bridging the Knowing-Doing Gap

17:27 Evaluating Leadership Skills

20:01 The Role of Frontline Supervisors

22:46 Communicating Effectively

25:11 Reinforcing Learning and Accountability

28:03 Long-Term Strategies for Employee Relations

In this episode of the Left of Boom Show, Phil Wilson and Ted Glesener of LRI Consulting Services discuss the critical components of action planning in employee relations, particularly following union campaigns. They explore the importance of prioritizing action items, understanding campaign dynamics, and executing plans effectively. The conversation emphasizes the need for strong leadership, communication, and a focus on people to ensure successful outcomes in organizational settings.

Takeaways

1. Action planning is essential for the effective execution of ideas.
2. Prioritizing people is crucial in both military and labor relations.
3. Communication breakdowns often lead to union campaigns.
4. Supervisors play a key role in the execution of action plans.
5. Identifying low-hanging fruit can create momentum after a campaign.
6. Being present and available to employees fosters trust and communication.
7. Employee feedback is vital for improving workplace relations.
8. Action plans should be specific and tailored to employee needs.
9. Continuous effort is required to maintain a positive workplace culture.
10. Learning from past experiences can prevent future issues.

Chapters

00:00

Introduction to Action Planning

02:28

Prioritizing Action Plans

06:38

Understanding Campaign Dynamics

10:42

Identifying Low-Hanging Fruit

16:00

Executing the Action Plan

17:42

Key Takeaways for Post-Campaign Success

21:19

Final Thoughts and Lessons Learned

In this episode of the Left of Boom Show, Phil Wilson interviews Evelyn Fragoso, a former union organizer and now a labor consultant, for a conversation most employers never get to hear.

Employees do not casually decide to organize. They arrive there after a series of missed signals, broken trust, and communication gaps that compound over time. Drawing on her experience inside organizing campaigns, she explains what organizers listen for, what behaviors create momentum, and why supervisors often become the unintended accelerant.

The discussion goes beyond why employees consider unions and into how organizing actually unfolds on the ground. Evelyn walks through post-election dynamics, the mistakes companies make after the votes are counted, and why pulling back engagement at that moment only deepens employee skepticism.

This episode is a practical look at organizing from the other side of the table. Not to scare employers, but to help them recognize the warning signs earlier, understand what employees are responding to, and address the underlying issues before outside voices fill the void.

Takeaways

1. When employees feel unheard, they are motivated to join a union.
2. Listening to employee issues is crucial for organizers.
3. Internal committees can help maintain communication after the election.
4. Following up on employee concerns is essential to building trust.
5. Silence from employees can indicate discontent.
6. Rebuilding trust requires addressing past issues and concerns.
7. Supervisors play a key role in employee relations and communication.
8. Empowering supervisors can lead to better employee engagement.
9. Understanding employee motivations can prevent future union campaigns.
10. Employees who voice concerns often care about their work environment.

Chapters

00:00

Understanding Employee Motivation for Unionization

02:53

Strategies for Effective Union Organizing

05:59

Post-Election Engagement and Internal Communication

09:03

Identifying Signs of Employee Discontent

11:55

Rebuilding Trust After a Union Election

14:59

The Role of Supervisors in Employee Relations

18:03

Key Takeaways for Union Campaign Success

They explore the cultural challenges that arise post-election, the importance of transparency, and best practices for hiring and integrating new employees into the company culture. The conversation emphasizes the significance of cultural fit over mere qualifications, effective onboarding strategies, and the role of pay and benefits in employee satisfaction. The episode concludes with actionable insights for organizations to improve their hiring processes and create a supportive work environment.

Takeaways

- Transparency is crucial for new hires to understand the company culture.

- Cultural fit is more important than just qualifications.

- Onboarding should set clear expectations for new employees.

- High turnover indicates deeper organizational issues.

- Engaging the team in onboarding fosters a supportive environment.

- Pay and benefits are important, but culture drives employee satisfaction.

- Companies should evaluate their hiring processes regularly.

- Effective communication is key to integrating new hires into the team.

- Creating opportunities for team interaction boosts onboarding success.

- Feedback from departing employees can provide valuable insights

Chapters

00:00

Navigating Cultural Challenges Post-Union Election

03:07

Best Practices in Recruiting and Hiring

06:01

The Importance of Cultural Fit

09:00

Effective Onboarding Strategies

12:04

Avoiding Common Onboarding Mistakes

14:58

The Role of Pay and Benefits in Employee Satisfaction

17:59

Creating a Positive Work Environment

21:01

Key Takeaways for Hiring and Onboarding

23:53

Final Thoughts on Building a Strong Culture

What if I told you your entire workplace culture lives or dies at the supervisor level? Not in the boardroom. Not in the town hall meeting. Right there on the floor, at the desk, in the breakroom. That is where culture becomes real. Or collapses.

Today, we are diving into the one topic that makes or breaks almost every labor relations situation we see on the ground—frontline supervisors. The folks who carry the culture on their shoulders usually get almost none of the training, support, or clarity they need to do it well.

In this episode, Phil Wilson sits down with longtime HR leader and consultant Glenn Album to get real about what supervisors struggle with, what they need, and why so many companies end up building cultures they never intended. Glenn has lived this stuff in manufacturing plants, corporate offices, Fortune 100 boardrooms, and right at the center of union organizing campaigns. What he lays out in this conversation is the blueprint for the next 52 weeks if you want a stronger workforce, better performance, and a culture that is more than a poster on the wall.

They cover the traps companies fall into when they promote the best individual performer instead of the best leader, how tolerated behavior quietly scripts your culture, and what it really takes to develop supervisors who know how to lead, not just manage.

If you care about team dynamics, leadership, or building the kind of culture that keeps you out of trouble and ahead of problems, this is the episode you need to watch right now.

When a steward walks in with a grievance, when a supervisor mishandles a conversation, when your collective bargaining agreement suddenly becomes a minefield, these are not slow burn problems. They are operational fires. Big companies have entire in-house labor relations teams to put those fires out before anything spreads. Small and mid-sized businesses usually have one person staring at the phone wondering if this is a six hundred dollar question.

In this episode of the Left of Boom Show, Michael and Phil break down why fractional labor relations support is becoming a game-changer for smaller employers. They talk about the real operational issues that arise with CBAs, the nonstop nature of grievance handling, and the value of having an expert on call when you need clarity. No waiting. No guessing. No escalation.

This conversation cuts through the noise and gets into the practical stuff. Why immediate expert support changes outcomes. Why proactive navigation of the contract matters. Why communication during disputes can protect the culture you are trying to build. And why fractional LR might be the closest thing to a Fortune 500 advantage without the Fortune 500 budget.

Key Themes Covered

• Operational issues show up without warning

• Collective bargaining agreements require real-time expertise

• Grievance resolution depends on accuracy, speed, and communication

• Advice anxiety leads to costly hesitation

• Fractional labor relations give SMBs expert support on demand

• Proactive problem solving beats reactive cleanup every time

Labor Relations Benchmark Data Survey

If your company has unionized locations, we have a quick question: Where do you rank on labor relations performance?

Fortune 500 companies with unionized facilities have internal labor relations teams that constantly track metrics—grievance resolution rates, arbitration frequency, legal spend ratios. They know where they stand.

Mid-market companies? Mostly guessing.

We're fixing that problem by building the first comprehensive labor relations performance database. But we need your help—we need data from union facilities like yours.

Here's what happens when you participate:

Take our 7-minute survey about your labor relations metrics (completely confidential).

You automatically receive the Managing the Union Shop Toolkit, including:

• 7 Tests of Just Cause Decision Flowchart
• 6-Step Grievance Investigation Cheat Sheet
• Union Steward Communication Playbook (including scripts), your supervisors can use for handling the 10 most common steward interactions

Plus: A signed copy of the Managing the Union Shop book (if you want it—just request when you complete the survey).

When we hit 500+ responses, you'll receive your customized benchmark report, including:

• Your exact percentile ranking across 5 categories
• Side-by-side comparison with top performers
• Industry-specific insights for your sector
• Specific gaps and improvement recommendations

You can complete the 7-minute survey here: BENCHMARK SURVEY

Please help us build better industry intelligence. Every union facility that participates helps create the kind of performance visibility that the big companies already enjoy.

Thanks! The Labor Relations Institute Benchmarking Team.

P.S. Are you a Fortune 500 labor department? We’d love to hear from you, too! Your data is just as important for setting the benchmark data!

Drawing directly from real-world work with employers across the country, Phil and Nick explore why supervisors are the most critical communicators in any organization, why clarity beats cleverness every time, and how anticipating employee questions becomes the fastest path to message discipline. They get into all of it: multi-channel communication, feedback loops, generational expectations, social media, the grapevine, and what happens when employers stop communicating the minute a union election ends. Spoiler: nothing good.

If you’ve ever wondered why your messages don’t land, why rumors spread faster than facts, or how to build a communication rhythm your team can actually count on, this episode lays out the roadmap. Practical, candid, and loaded with real examples.

Key Takeaways

• You need to get it to where they understand it.

• Feedback is essential for improvement.

• Anticipate questions your audience may have.

• Craft clear, simple messages.

• Communication is a two-way street.

• Knowing your audience enhances messaging.

• Improvement comes from understanding feedback.

• Clear messaging leads to better understanding.

• Communication strategies should be audience-focused.

• Refining your message is an ongoing process.

Chapters

00:00 Proactive Employee Communication Strategies

00:16 Key Topics for Employee Communication

In this episode of the Left of Boom Show, host Phil Wilson and guest expert Evelyn Fragoso discuss the critical aspects of vulnerability assessment in the workplace. They explore the importance of being proactive rather than reactive, the common pitfalls companies face in assessing vulnerability, and the significance of face-to-face communication. The conversation highlights the need for creating safe spaces for employee feedback, the importance of highlighting positive changes, and the distinction between internal and external vulnerabilities. They also examine the behavioral indicators of effective leadership and the importance of communication tools for supervisors in creating a supportive work environment.

Takeaways

• Vulnerability assessment should focus on proactive measures.

• Emotional aspects are often overlooked in assessments.

• Surveys can provide outdated information if not timely.

• Face-to-face communication enhances employee engagement.

• Roundtables can create safe spaces for open dialogue.

• Highlighting positive changes is crucial for employee morale.

• Internal vulnerabilities can stem from poor leadership practices.

• High turnover rates signal potential leadership issues.

• Effective communication tools are essential for supervisors.

• Awareness of external industry trends is vital for companies.

Chapters

00:00 Understanding Vulnerability Assessment

02:50 Common Pitfalls in Assessing Vulnerability

05:43 The Importance of Face-to-Face Communication

08:51 Identifying Hotspots in Employee Engagement

11:46 Creating Safe Spaces for Employee Feedback

14:56 Highlighting Positive Changes

17:50 Internal vs. External Vulnerability

20:39 Behavioral Indicators of Leadership Effectiveness

23:43 The Role of Communication in Leadership

26:43 External Vulnerability and Industry Awareness

29:47 Steps to Reduce Vulnerability in the Workplace

Takeaways

• The Next 52 Weeks is about proactive workplace strategies.

• Creating a positive workplace can prevent union campaigns.

• Left of Boom focuses on preventing issues before they escalate.

• Vulnerability assessments are crucial for understanding employee concerns.

• First-line supervisors play a key role in employee relations.

• Good management practices lead to a better workplace culture.

• Training for supervisors should focus on relationship-building skills.

• Employee feedback channels should be diverse and accessible.

• Organizational fairness is essential for a positive work environment.

• These principles apply to both unionized and non-unionized workplaces.

Chapters

00:00 Introduction to the Next 52 Weeks

02:15 Understanding Left of Boom

07:35 Proactive Strategies for Employee Relations

14:38 The Importance of Vulnerability Assessments

19:31 Creating a Positive Workplace Culture

25:20 The Role of First-Line Supervisors

31:50 Applying Principles Beyond the Workplace

With over 25 years of experience in HR and ER, Deb shares her journey from corporate HR leader to tech entrepreneur, and why she built the only platform purpose-built for employee relations. From the importance of consistency and trust in investigations to the role of AI and predictive analytics, this conversation is packed with actionable insights for anyone involved in employee relations.

We also dive into the empowER Community, benchmarking metrics, leadership lessons, and how recognition in the field is helping elevate the ER function inside organizations.

Key Takeaways:

• How consistent investigation practices build trust
• Using technology to elevate employee relations
• The power of predictive indicators in preventing workplace issues
• Why AI should assist—not replace—human judgment
• Leveraging benchmarking to justify and grow ER functions
• The value of community and shared best practices through empowER

Chapters:

00:00 – Deb Muller’s Journey in HR and Tech

02:41 – The Evolution of HR Acuity

05:18 – The Importance of Consistent Investigation Processes

08:03 – Understanding Employee Relations Beyond Investigations

10:32 – Predictive Indicators in Employee Relations

13:13 – The Role of Leadership in Employee Relations

15:59 – Best Practices in Investigations

18:46 – Building Trust Through Investigations

24:48 – Creating a Supportive Work Environment

27:09 – The Birth of the empowER Community

30:09 – Harnessing AI in Employee Relations

37:45 – Benchmarking and KPIs in Employee Relations

42:02 – Celebrating Achievements and Future Aspirations

🎥 Watch now and subscribe to catch more candid conversations at the intersection of leadership, labor strategy, and innovation.

🔗 Learn more:

HR Acuity

empowER Community

#EmployeeRelations #WorkplaceInvestigations #LeftOfBoom #HRAcuity

Episode Summary:

Cary made partner at Seyfarth—and then left to jump into the chaos of plaintiff-side litigation, a coworking space, and parenting two daredevil sons.

We discuss that leap, what’s broken in labor law, and why Cary’s voice on LinkedIn cuts through the noise. He weighs in on Stericycle’s vibes-based enforcement, state labor boards stepping in while the NLRB is down, and how writing clearly is a lawyer’s secr et weapon.

Connect with Cary: LinkedIn LeeMeier Bio

In this episode of the Left To Boom Show, host Phil Wilson interviews Elizabeth Huston, the executive director of CUE Inc., a positive employee relations organization. They discuss Elizabeth's leadership journey, the importance of community and collaboration within CUE Inc., the organization's values, and the diverse membership contributing to its mission. The conversation highlights the resources available to members, including expert panels and member-driven initiatives, and emphasizes the significance of networking and personal development opportunities within the organization. Elizabeth shares personal insights and fun anecdotes, concluding with a strong endorsement for CUE Inc. and its community.

Forget top-down programs and stale playbooks. CUE Inc. proves that the best way to drive positive employee relations is through a community built on trust, experience-sharing, and actionable tools. This conversation shows how CUE Inc. empowers ER and LR leaders across industries to support each other and build extraordinary workplaces.

Key Takeaways

🔹 CUE Inc. creates community-based support for employee relations pros.

🔹 Members crowdsource ideas and experiences across industries and roles.

🔹 Programs are peer-driven—not dictated by vendors or sponsors.

🔹 Conferences prioritize action: walk out with tools, not just ideas.

🔹 Expert panels give free access to trusted legal and consulting guidance.

🔹 Small-group Decision Dialogues build relationships and solutions fast.

🔹 Industry-specific groups like aerospace and retail support deeper connections.

🔹 An online platform helps members find peers by size, union status, and industry.

🔹 Participation leads to leadership—volunteers drive the content.

🔹 CUE supports early-career ER professionals and seasoned leaders alike.

🔹 The mission is simple: tell the truth, support each other, build better workplaces.

Connect with us here:

Check out CUE Inc.

Connect with Phillip B. Wilson

Connect with LRI Consulting Services:

Labor Relations INK

LinkedIn

Chapters

00:00 Introduction to CUE and Elizabeth Houston

03:13 Leadership Journey and Influential Leaders

05:53 Building Relationships in Leadership

09:01 Community and Collaboration at CUE

12:00 Values and Mission of CUE

15:02 Diversity of CUE Members and Their Impact

17:45 Resources and Support for CUE Members

21:01 Expert Panels and Knowledge Sharing

24:11 Member-Driven Initiatives and Events

27:07 Networking and Community Building

30:05 Personal Development and Leadership Opportunities

32:59 Fun and Personal Insights from Elizabeth

35:53 Closing Thoughts and Resources

Phil Wilson sits down with Lori King—a nurse, educator, executive, and labor relations strategist, to discuss the operational storm brewing in healthcare. From staffing ratios to legislative landmines, Lori explains how hospitals navigate a system under pressure and what it takes to keep care teams functioning while balancing budgets and burnout.

This episode explores the real labor issues facing healthcare providers in both union and non-union environments. It also previews the Big Sky Labor and Employment Conference, a space designed not for grandstanding but for practical problem-solving that bridges the labor-management divide.

Key Takeaways

• Healthcare is a business — and pretending otherwise risks both care quality and workforce stability.
• Staffing ratios aren’t a silver bullet — Patient needs vary wildly, and blanket rules often do more harm than good.
• Clinicians need financial literacy — To bridge the management gap, staff must understand the economics of care.
• Unions vs. management is too simple — The real work happens when both sides sit down and discuss outcomes.
• Labor relations in healthcare are personal. Lori’s background as a provider gives her a rare, balanced view.
• Big Sky Labor and Employment Conference = big ideas — The conference brings together leaders from across the aisle to build better systems, not just battle each other.

Guest Info:

Lori King: LinkedIn | Big Sky Labor and Employment Conference

Phil Wilson: LinkedIn

Chapters

00:00 Navigating Healthcare Labor Relations

04:10 Understanding Diverse Perspectives in Healthcare

12:56 Key Labor Issues in Healthcare

18:30 Organizing Across Healthcare Professions

24:19 Staffing Challenges in Healthcare

26:08 Understanding Staffing Ratios in Healthcare

30:00 The Complexity of Patient Care and Staffing

32:17 Navigating Legislative Pressures in Healthcare

34:51 Innovative Staffing Solutions in Virginia

36:46 Challenges of Compliance and Penalties in Staffing

39:25 Optimism in Labor Relations and Conferences

45:23 Leadership Lessons and Effective Communication

No, seriously. We ran a mock collective bargaining session using Grok AI’s voice mode on iOS. The result? A surprisingly real-feeling negotiation, complete with demands, tension, and even performance feedback for the company lead (ouch, but helpful).

🧠 Here's why this matters:

✅ Real-time training

✅ Feedback-driven learning

✅ Anywhere, anytime practice

This is next-gen prep for HR and labor relations pros who want to sharpen their negotiation skills without waiting for the next real-world standoff.

🗣️ Curious:

Would you trust AI to role-play a union organizer in your next training?

Would this be a helpful tool for bargaining practice and to brainstorm potential solutions?

Drop your thoughts 👇

#LaborRelations #AI #HRTech #UnionNegotiations #CollectiveBargaining

This is the first of two episodes focusing on the bargaining process. This installment highlights the essential steps for planning and preparation.

Phil and Dave share actionable insights on:

• Aligning leadership and setting clear goals for negotiations.
• Building your bargaining team and defining roles for success.
• Gathering critical information, from operational data to financial cost analyses, to guide your strategy.
• Navigating the legal intricacies of labor negotiations, including mandatory and permissive subjects of bargaining.
• Managing logistical elements, like choosing the negotiation site, setting timelines, and establishing communication protocols.

Whether preparing for your first contract or refining your approach for a follow-up agreement, this episode is packed with practical tips to help you start strong.

Join us as we explore the nuances of bargaining preparation and set the stage for success at the negotiation table.

Building on the previous episode’s focus on preparation, this installment dives into the practical, day-to-day dynamics of sitting at the table and getting the deal done.

Key topics include:

• Setting ground rules and managing table etiquette to ensure productive discussions.
• The importance of written proposals and organized documentation.
• Build trust and manage emotions to foster a collaborative atmosphere despite initial tensions.
• Reading the room and understanding committee dynamics on both sides of the table.   
• Strategies for passing proposals, responding to counterproposals, and navigating non-economic and economic issues effectively.
• Leveraging information requests to gain insight and counter union claims.
• Balancing leverage, trust-building, and education to craft agreements that work for both the business and its employees.

With decades of experience negotiating hundreds of labor agreements, Phil and Dave share invaluable insights, real-life examples, and best practices to help employers navigate the complexities of first-contract negotiations. Whether new to bargaining or looking to refine your approach, this episode offers actionable advice to achieve successful outcomes.

Whether preparing for your first negotiation or refining your approach, this episode provides practical strategies to cover every aspect of the bargaining process and meet deadlines.

What You’ll Learn:

✅ How to create an effective timeline and task list

✅ Tips for coordinating with legal and HR teams for seamless execution

✅ Methods to monitor progress and adapt plans as needed

✅ Key elements of a comprehensive bargaining strategy

Join Phil and Gail as they share actionable insights to help you stay organized, meet deadlines, and lead successful bargaining efforts.

👉 Don’t miss this valuable guide to effective bargaining planning!

#LaborRelations #UnionBargaining #ProjectPlanning #WorkplaceLeadership #LeftOfBoomSho

What You’ll Learn:

✅ The legal groundwork for strike preparation

✅ Key stakeholders to be involved in planning

✅ How to develop robust contingency plans

✅ Site security strategies to protect physical and operational assets

✅ Managing logistics, deliveries, and picket line disruptions

✅ Communication strategies to maintain transparency and reduce employee anxiety

✅ How to protect non-union employees and those crossing the picket line

Join us for this actionable and insightful discussion designed to equip managers with the tools and knowledge to confidently handle strike preparation and planning.

#LaborRelations #StrikePreparation #WorkplaceLeadership #LeftOfBoomShow

Effective communication is crucial at all times, but never more so than during the negotiation of a first collective bargaining agreement. Phil and Nick dive into the nuances of managing internal and external communications to ensure the bargaining process runs smoothly and productively.

Topics Covered:

✔ Crafting messaging tailored for different audiences

✔ Managing relationships with the media during sensitive negotiations

✔ Keeping employees informed, engaged, and aligned

✔ Best practices for navigating stakeholder communication

Phil and Nick share actionable insights, real-world examples, and practical tools you can use to improve your communication strategy during labor negotiations. Whether you’re a seasoned HR professional, a corporate leader, or just navigating the complexities of unionized workplaces, this episode offers valuable takeaways for ensuring a successful negotiation process.

👉 Don’t forget to subscribe to The Left of Boom Show for more insights on navigating today’s complex labor landscape!

What You’ll Learn:

✅ Defining the status quo: What it means for daily management and why it matters

✅ Immediate steps to prepare for post-election union negotiations

✅ How to maintain authority while staying compliant with labor laws

✅ Best practices for communicating with employees and managing expectations

✅ Proactive strategies to prevent conflict and manage disruptions

✅ Preparing for potential strikes or other union actions

✅ How to foster a constructive relationship with the union from day one

This episode is packed with actionable advice to help managers navigate the complexities of a unionized workplace with confidence and clarity.

Phil and Peter break down what this new decision means for employers, especially around the Board's tightened standards on statements made about unionization’s impact on employer-employee relationships. With the NLRB now viewing certain employer predictions as potential threats, this conversation covers what employers need to know and prepare for in the evolving labor relations landscape.

Amy shares her unique insights on key labor law issues throughout our conversation, including recent bans on captive audience meetings and their potential impact on employers, emerging legislative changes, and strategies for navigating the ever-evolving labor landscape. Drawing from her early career experiences at the NLRB and her work in both public and private sectors, Amy offers invaluable advice for employers across industries.

We also discuss sector-specific challenges, particularly within healthcare, and how Amy balances her representation of public and private clients. From her views on future labor law trends to her exciting projects, this episode is packed with insights to help employers stay ahead of the curve.

To close, we have a little fun as Amy shares which Chicago-based movie or TV show she’d love to star in and the character she’d portray!

Tune in for a comprehensive and engaging discussion on the current state of labor law.

Megan shares insights from her journey in business leadership, discusses the benefits of AI-powered coaching, and even answers a fun question: which TV character she would want as a coworker. Don’t miss this engaging conversation about the future of leadership, technology, and workplace culture!

Watch now to learn how employers use innovative tools to create more collaborative and successful teams.

Workplace Wars: Mastering Polarization in the Modern Office

Check out the latest Left the Boom episode with Seyfarth Shaw attorney Dawn Reddy Solowey! 🌟

🔍 What we discuss:

👉Cultural Flashpoints: Practical legal tips to maintain civility and collaboration amidst workplace conflicts.

👉DEI Debates: Tackle diversity, equity, and inclusion challenges in today’s polarized environment.

👉Election-Era Tensions: Prepare for the impact of the upcoming presidential election on office dynamics.

💡 Why Listen? Whether you’re an HR hero, a business leader, or just love insightful workplace strategies, Dawn’s expertise will help you deal with cultural flashpoints in the workplace. Plus, enjoy some fun recommendations to brighten your day! 🦞⚾️🐋

🔍Don’t Miss Out! Listen now and equip yourself with the tools to create a thriving, respectful workplace.

#WorkplaceWisdom #CulturalFlashpoints #LegalAdvice #EmpLaw #DEI #Podcast

Known for his deep expertise in California's complex labor laws, David shares his insights on the latest legal challenges employers face in the Golden State. From navigating new wage-and-hour laws to the ongoing battle over arbitration agreements, David unpacks what’s happening on the West Coast and how these trends might impact the rest of the country.

Tune in for practical tips, candid conversations, and maybe even a surprise favorite legal drama reveal!

Fiona brings her vast experience in improving employee experience, engagement, and organizational change. We'll kick off by learning about Fiona’s role at Spring International and her career journey. Fiona discusses leaders as mentors who made a big impact on her career.

Then, we’ll discuss what makes a great day at work and how a company's environment affects daily employee engagement.

Fiona will share the secret sauce behind effective leadership.

We’ll then touch on the latest workplace survey tech and how AI is changing the game. Fiona explains how generative AI is reshaping roles and enhancing employee experiences, along with tips to balance tech use to keep teams thriving.

For a fun twist, Fiona will share her music preferences—American icons like the Beach Boys and Bruce Springsteen or British legends like the Beatles and Sting.

For a fun twist, Fiona will share her music preferences—American icons like the Beach Boys and Bruce Springsteen or British legends like the Beatles and Sting.

Interested in how leaders can operate more effectively?

Tune in to this episode of the Left of Boom Show, where Michael VanDervort and Phil Wilson chat with Dana Wood and Tim Fatum of Envision Strategic Services to discuss the benefits and challenges of HR on demand.

We will also hear how they built a successful consulting practice and share inspiring stories about leadership and career growth.

Plus, get a sneak peek into Dana's new book, "From The Mail Room To The Boardroom," and find out which artists they’d love to see perform together in their dream concert.

Don't miss this engaging conversation!

Following this, Phil and Michael discuss the labor law landscape, exploring the far-reaching implications of the recent Chevron decision. The discussion then shifts to the current state of the NLRB, addressing the stalled nominations and the potential impact of these vacancies.

They speculate about Jennifer Abruzzo's future should the presidency change hands. They analyze the significant increase in organizing petitions year over year, offering insights into the direction of labor relations. Tune in for an enlightening conversation filled with expert analysis and timely updates.

We dive into the hot topics of the day, starting with the Supreme Court's decision involving Starbucks and the Memphis 7. We also chat about the recent legal battles involving Amazon, including the US Court of Appeals' decision to throw out a cease-and-desist order against the company. This leads us into a conversation about the challenges the NLRB faces with 10-j injunctions and what it all means in the broader context of labor relations.

With the Chevron doctrine possibly going away soon, Jon explains why this matters and how it could impact agencies like the NLRB, EEOC, and DOL. We also touch on Anchor Brewing and the complexities of asset purchases and union recognition.

Jon then shares the story behind the "Worst Employers List," why he created it as part of his blog, and why it remains relevant today.

We wrap up with some fun, talking about Jon's summer adventures with his daughter Norah, a memorable encounter with Rhett Miller of the Old 97's, and Jon’s love for Portugal.

Join us for an insightful yet relaxed conversation that blends professional expertise with personal stories, offering valuable takeaways for anyone navigating the modern workplace.

Under the new rule, third-party employee representatives “may accompany the OSHA inspector when good cause has been shown why they are reasonably necessary to the conduct of an effective and thorough physical inspection of the workplace.”

This means that employers could face situations where a union organizer or another external representative, chosen by an employee, is present during the inspection. The regulation also lacks limits on the number of employee representatives, potentially allowing multiple union representatives or activists with varying agendas to accompany the OSHA inspector onto your property.

Marc provides tips and advice on how employers can navigate these changes, protect their property rights, and manage the inspection process effectively. This episode is essential for employers seeking to understand and prepare for the complexities introduced by the new OSHA Walkaround Standard.

Resources:

OSHA Standard

OSHA’s 'Walk-Around' Regulation Is Government-Imposed Trespassing

U.S. Chamber Challenges DOL’s Independent Contractor Rule That Creates Uncertainty, Employee Bias 

White Paper: Unprecedented 'Whole of Government' Support of Unions Is Harmful

His best-selling book, "Black Sheep," serves as a guide for organizations looking to engage employees in today's fragmented work landscape. Brant's insights reveal how meaningful human connections are essential for success and the future of work.

• Segment 1: 'Black Sheep' Values -  Integrating values into leadership and decision-making
• Segment 2: Power of PersonalStories - Crafting and sharing impactful stories in leadership
• Segment 3: Music, Creativity and Leadership

They will address labor-specific wrinkles within an industry that faces many challenging issues:

Federally, this industry is not legal but must follow federal labor law.

Rapidly changing laws across state lines adds further complications. This includes states that require or encourage companies to adopt a neutral stance through so-called Labor Peace Agreements during organizing campaigns:

• Cannabis workers fall into both the retail and agricultural sectors, which present different potential workplace concerns.
• Taxation in this industry has reached a nearly prohibitive level, leaving little financial wiggle room. Therefore, losing a union election could tip the balance from profitable to unsustainable.
• Cannabis is not only an attractive union target but a testing ground for the - Cemex framework that makes it easier for workers to unionize.

An administrative law judge (ALJ) decided that Amazon CEO Andy Jassey’s comments in 2022 interviews broke the National Labor Relations Act. This might sound like just another legal decision, but it could have huge effects on how all employers communicate with their employees during union drives.

Phil and Peter explain what Jassey said, why it was ruled a violation, and what this means for other employers. They also discuss how this decision could change the game for employer speech, making things a bit trickier when unions are involved.

Join us for a laid-back but insightful discussion on the ripple effects of this ruling and what employers need to know moving forward. We’ll also point you to the full ALJ decision and the NLRB’s Basic Guide to the National Labor Relations Act for more context.

What You'll Learn:

• The details of the ALJ’s ruling against Amazon CEO Andy Jassey.
• How this decision could change employer-employee communications during union-organizing.
• Practical insights for employers navigating these new waters.
• Key resources for understanding the legal background.

Tune in to get the scoop on this important development in labor relations and what it could mean for the future of employer speech.

Resources:

• NLRB ALJ Decision on Amazon CEO Comments
• NLRB’s Basic Guide to the National Labor Relations Act

Mary Faulkner, the talent wizard with a knack for transforming workplaces, joins us. She’s been around the block, turning companies into places where people actually want to work, and she’s here to spill the tea on everything from why your coworkers might be feeling meh to how you can help them find their spark again.

We’ll dive into the nitty-gritty of workplace engagement (or the lack thereof), tackle the big, bad burnout beast, and then lighten the mood with some Broadway banter. Mary’s got some hot takes on must-see shows for 2024 and will even defend the honor of the corn song from the Macy’s Thanksgiving Day parade (yeah, you heard that right).

By the end of our chat, you’ll walk away with some solid advice on keeping your team happy and healthy, plus a list of Broadway and off-Broadway gems to check out.

Tune in to get the best of both worlds: a happier workplace and a happier you, courtesy of the insights and recommendations from Mary Faulkner, right here on The Left of Boom Show. Whether you’re leading a team or just love a good night out at the theater, this episode’s got something for everyone.

Joining us is Nick Kalm, a seasoned expert with over three decades of experience working alongside a diverse array of leading corporations, non-profits, and academic organizations. As the CEO of Reputation Partners, Nick has honed a unique approach that not only enhances and protects reputations but also aids in their restoration. His vast experience encompasses leadership roles across multinational corporations and public relations agencies, allowing him to offer unparalleled insights into addressing the most pressing opportunities and challenges in the corporate world.

Throughout this episode, we unpack Nick’s favorite strategies for effective communication, delve into his toolbox of tactics and tools, and get a glimpse into the books and inspirations that have shaped his approach to leadership and reputation management. Whether you’re looking to improve your company’s culture, enhance your leadership skills, or navigate the complex landscape of labor relations and human resources, this episode is packed with valuable lessons.

Don’t miss out on this opportunity to learn from one of the industry’s best about building a great culture through the strategic use of corporate communications and reputation management. Tune in now to “The Left of Boom Show” for an episode that promises to enlighten, inspire, and empower.

Joining Phil Wilson and Michael VanDervort is the awesome Greg Hawks, founder of Hawks Agency and guru of crafting amazing workplace cultures. Greg’s not just any guest; he’s a speaker, coach, and brain behind some seriously effective leadership strategies.

Today, we’re chatting about everything a front-line leader needs to ace their role. From getting down and dirty with the team to communicating like a pro and inspiring everyone with a vision that sticks. Greg’s here to spill the beans on how to do this with style, care, and a bit of fun.

We’ll also dive into some book recommendations tailored for Greg and Phil, featuring reads that are all about leading the charge and making an impact.

And because we all love a good sneak peek, Greg’s going to share what’s coming up in 2024 and where you can catch up with him and his work.

If you’re leading from the front or just love the idea of transforming a workplace into something extraordinary, this episode’s for you. Get ready to be inspired, laugh a little, and pick up some pro tips on leading like a champ.

In this invigorating episode of The Left of Boom Show, prepare to be entertained and educated as we explore the unconventional intersection of improv comedy and leadership. Hosts Phil Wilson and Michael VanDervort are thrilled to welcome Erin Diehl, a dynamo of creativity and innovation in the professional development world. Erin, known for her infectious energy and unique approach to education and growth, brings a fresh perspective on how humor and playfulness can revolutionize workplace dynamics.

ErinDiehl, a self-proclaimed Business Improv Edutainer, Failfluencer, and Professional Zoombie, has an exceptional talent for turning the ordinary into the extraordinary. Through her company, improve it!, Erin has challenged the status quo of professional development by incorporating elements of improv comedy to foster environments where laughter and learning coexist harmoniously. With a track record of getting over 30,000 professionals to partake in a chicken dance, her methods are anything but conventional.

In today's discussion, we dive deep into the power of improv to combat burnout, enhance self-love, and promote selfless leadership. Erin shares her journey of creating Improve It!, her philosophy behind blending comedy with education, and how embracing failure can lead to substantial personal and professional growth.

Additionally, get ready for some of Erin's top comedy recommendations, which promise to entertain and offer valuable lessons in life and leadership.

Whether you're a leader looking to inject some fun into your team dynamics, an HR professional seeking innovative professional development ideas, or simply in need of a good laugh paired with insightful takeaways, this episode is for you.

Join us on The Left of Boom Show for a memorable ride filled with laughs, learning, and the liberating power of saying "Yes, and" to life's opportunities and challenges.