Frequently Asked Questions
Question: What is the fundamental difference between traditional bargaining and collaborative bargaining?
Answer: Traditional bargaining is often adversarial, where each side stakes out positions and makes concessions to reach a compromise. It can create winners and losers. In contrast, collaborative bargaining focuses on shared interests, mutual problem-solving, and joint decision-making. The goal is to create win-win solutions that benefit both parties and strengthen relationships.
Question: Why is collaborative bargaining more effective at preserving long-term relationships?
Answer:
Collaborative bargaining builds trust through open communication, transparency, and a commitment to shared goals. Rather than relying on power dynamics or brinkmanship, it emphasizes respect and cooperation, which are essential for sustaining positive, long-term labor-management relationships.
Question: How does collaborative bargaining improve communication between parties?
Answer: It fosters honest, two-way dialogue and encourages both parties to share data, concerns, and interests openly. This transparency reduces misunderstandings and promotes better problem-solving. By contrast, traditional bargaining often restricts information and frames negotiation as a contest, which can deepen mistrust.
Question: Why should we use third party facilitation, isn't it more cost effective to use our own attornies or HR personnel to conduct negotiations?
Answer: Using a third party to facilitate negotiations provides both teams with a neutral, unbiased, perspective on the process. Also, during traditional bargaining things often get heated, and a third party re-focus talks and keep the process moving forward.
Question: In what ways does collaborative bargaining benefit students and the broader community (for education settings)?
Answer: Collaborative bargaining often leads to more innovative and thoughtful agreements around issues like working conditions, student supports, and resource use. When labor and management work together toward common goals—such as improving student outcomes—students and the community benefit from more effective, consistent, and collaborative service delivery.
Question: Doesn’t collaborative bargaining take longer than traditional bargaining?
Answer: While the initial stages of collaborative bargaining (e.g., interest exploration, trust-building) may take more time, the process is often more efficient in the long run. It avoids drawn-out conflict, impasse, and legal battles. It also saves time and resources by reducing grievances, arbitration, and retraining due to poor implementation of contentious agreements.
Question: Can collaborative bargaining still handle difficult or high-stakes issues?
Answer: Absolutely. Collaborative bargaining does not avoid conflict—it manages it more constructively. By addressing root causes and focusing on interests rather than positions, it is especially effective at navigating complex or emotionally charged issues while maintaining respect and open dialogue.