In 1996, the Division promoted a new way to negotiate collective agreements and resolve workplace issues. The concept called Interest-Based Negotiation (IBN), or Interest Based Problem Solving, is considered to be a rational approach to problem solving. The IBN process represents a shift from the traditional, adversarial approach to dealing with issues. Instead of presenting positions, the parties jointly decide which issues need to be addressed and then discuss their interests on each issue. Once all the interests have been explored, the parties jointly generate a number of options to resolve the issue. Participants must be willing to discuss a variety of options, on the understanding that they are not making commitments but simply discussing hypothetical possibilities. The parties then evaluate various courses of action on the issue by comparing each option against agreed standards, postponing final commitment on each issue until the end of the process.

This approach to problem solving has been gaining support among employers and unions, not only for collective bargaining but for a broad range of labour/management discussions which occur daily at the workplace. Conciliation staff are trained to provide IBN training and to act as facilitators in actual IBN negotiations.

A Rational Approach to Collective Bargaining and Problem Solving Identifying the Issues
Going in the Right Direction

What is IBN?
Interest-based negotiation (IBN), or Interest Based Problem Solving, is a rational approach to problem solving which helps management and labour reduce conflict that occurs during negotiations and during the life of the collective agreement. In IBN, the parties avoid taking positions because arguing over positions may lead to entrenchment and rigidity.

Instead, the parties jointly decide what issues need to be addressed. They then discuss their interests on each issue.

Next, the parties jointly develop options to satisfy interests. Participants must be willing to discuss a variety of options, on the understanding that they are not making commitments but simply discussing hypothetical possibilities.

The parties then evaluate various courses of action on the issue by comparing each option against agreed standards, postponing final commitment on each issue until the end of the process.

Why Consider IBN?
This approach to problem solving has gained support among unions and employers, not only for collective bargaining, but for all labour management discussions which occur at the workplace. Advocates of IBN argue that traditional collective bargaining is often adversarial in nature, which can create barriers to agreement. IBN, on the other hand, creates a process for open communication and joint problem solving.

Removing the Barriers
Seeking Solutions to Common Objectives

Benefits of IBN
In joint training sessions participants review techniques of IBN, as well as, key communications and interpersonal skills critical to successful labour management relationships. Other benefits include an emphasis on the negotiating process; a focus on issues not personalities; and a negotiation style which encourages information sharing, creativity, full participation and consensus decision making. Labour and management undergo the training together, which provides an opportunity for both parties to share ideas on common issues in a non-threatening environment. The experience of joint training helps to break down barriers and often helps to improve relationships.

Who Should Participate in IBN?
A broad range of union and management representatives will benefit from joint training including; collective bargaining team members and key members of management, the union and staff. The principles and techniques of IBN are useful even if applied separately rather than as a system. The skills gained in the workshop will prove helpful in many interactions, including more traditional collective bargaining.

Fostering Mutual Gains
Making it Work... Together

The IBN Workshop
In the IBN training workshop, key employer and union representatives meet, for up to three days, at a convenient location away from the worksite. The intensive session is facilitated by a team of mediators from the Department of Labour . The workshop consists of various presentations, exercises, videos, simulated negotiations and group discussions. The session is presented jointly to management and labour and can be customized to meet the parties specific needs. Administrative details are arranged by the Department. The parties are expected to cover the cost of the offsite facilities.

Is IBN Right for Us?

The workshop gives both management and labour an opportunity to learn more about the principles of IBN in a relaxed setting away from the workplace. The parties are not expected to discuss, during the workshop, if the interest-based approach is right for them. That decision may be made at a later date. Should management and/or labour decide that they may wish to use the IBN concepts during negotiations they can apply to the Department for further information and assistance. Facilitation in the interest-based approach will be tailored to the parties individual circumstances.

Labour and Management have Said...

"Interest Based Negotiation is a more open and effective type of negotiations."
"Interest Based Negotiations is a positive, progressive negotiation system."

As a result of our positive experience with IBN training offered by your Department, we have jointly agreed to apply the IBN process to our upcoming contract negotiations.

For Assistance

If your labour/management relationship encounters difficult circumstances that might benefit from neutral third party assistance, consider training and facilitation in Interest Based Negotiation.
 

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