The Left of Boom Show

Michael VanDervort
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Welcome to the Left of Boom Show, your go-to space for transforming businesses into exceptional workplaces! We're here to empower leaders and HR professionals with actionable insights, advice, and stories from top leadership, labor relations, and labor law experts.

  1. MAR 9

    Living Left of Boom: Where Do We Go From Here?

    In this final episode, Michael VanDervort and Phil Wilson reflect on the key lesson of the Next 52 Weeks series: rebuilding your workplace culture after a union campaign is not a one-time project. The first year is critical, but the work of maintaining a healthy workplace never stops. 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 This is not a one-step program.You want to create a great place to work.The Next 52 weeks are a key time to get things right.You can't let it die down. You have to be constantly assessing your culture.Earning the privilege of direct relationships is crucial.It's easy to take your eye off the ball after improvements.Culture is about how we act toward each other.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

    14 min

  2. MAR 8

    Resolving Workplace Conflict Before It Escalates

    In this episode of the Next 52 Weeks series on the Left of Boom Show, Michael VanDervort and Phil Wilson explore how organizations can improve workplace relationships by strengthening conflict resolution processes. 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 Workplace conflict is inevitable, but escalation is not.Employees primarily want a fair process when disputes arise.The victim–perpetrator–savior triad can unintentionally worsen conflicts.Leaders should facilitate conflict resolution rather than act as saviors.Peer review panels and ADR systems can increase perceptions of fairness.Union campaigns often highlight unresolved employee disputes.Supervisors should avoid defensive reactions when decisions are challenged.Encouraging employees to pursue dispute resolution channels builds trust.Clear and transparent conflict resolution processes strengthen workplace culture.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

    35 min

  3. FEB 23

    Cultivating Performance

    SummaryIn 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 TakeawaysFrontline supervisors are crucial for employee engagement.Training is essential for supervisors to provide effective feedback.Regular feedback should be prioritized over annual reviews.Positive reinforcement is key to maintaining morale.Accountability must be a two-way street between leaders and employees.Avoiding difficult conversations can lead to bigger issues.Performance reviews should not be a surprise to employees.Emotional intelligence is vital for effective leadership.Encouragement can significantly improve employee performance.Supervisors should document feedback throughout the year. Chapters00:00 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

    33 min

  4. FEB 18

    Creating a “Net Promoter” Culture: Activating Your Employees as Advocates

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

    32 min

  5. FEB 4

    Labor or Labour | Comparing Labor Relations: Canada vs. U.S.

    In this episode of the Left of Boom Show, Phil Wilson, CEO of LRI Consulting Services, Inc., and John Mortimer, CEO of Mortimer & Company Consulting and LabourWatch, discuss the intricacies of Canadian labor law, comparing it with the U.S. system. 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 Canadian labor law varies significantly from U.S. law.Each province in Canada has its own labor regulations.Canada's labor boards operate differently than the U.S. NLRB.Unions in Canada have a different relationship with employees compared to the U.S.Employee relations are crucial for avoiding unionization.Many employees prefer non-unionized workplaces.The structure of labor boards in Canada promotes fairness.Unions must earn their members' trust to remain relevant.Creating a positive workplace culture can reduce the need for unions.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

    44 min

  6. JAN 31

    Navigating the Right of Boom: Communication Strategies

    "Every employee base is a bell curve." "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 People are under tremendous stress.Employers need to understand employee sentiment and turnover.Every employee base is a bell curve with varying levels of engagement.Human nature tends to view change negatively.Condition employees to understand the reasons behind changes.Acknowledging criticism can build trust and goodwill.Proactive communication is essential in crisis management.Educating employees about business operations is crucial.Understanding vulnerabilities helps in anticipating employee reactions.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

    27 min

  7. JAN 19

    The One Ring of Leadership: Mastering Approachability

    In this episode of the Next 52 Weeks series, Michael VanDervort speaks with Phil Wilson about the critical role of approachability in leadership, which Wilson calls the 'One Ring of Leadership. Drawing on his experience as a labor lawyer, Wilson emphasizes that approachability is foundational to effective leadership and can significantly impact team dynamics and organizational culture. He outlines three key components of being an approachable leader: openness, understanding, and support, which together create an environment where team members feel safe to communicate their needs and concerns. 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 Approachability is the 'One Ring of Leadership'.Strong relationships with teams prevent union problems.Leaders must actively seek feedback to improve.Mindset is crucial; treat team members as heroes.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

    32 min

  8. JAN 2

    Planning Your 52 Week Calendar After a Union Election

    Show Description 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 Action planning is essential for the effective execution of ideas.Prioritizing people is crucial in both military and labor relations.Communication breakdowns often lead to union campaigns.Supervisors play a key role in the execution of action plans.Identifying low-hanging fruit can create momentum after a campaign.Being present and available to employees fosters trust and communication.Employee feedback is vital for improving workplace relations.Action plans should be specific and tailored to employee needs.Continuous effort is required to maintain a positive workplace culture.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

    21 min
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About

Welcome to the Left of Boom Show, your go-to space for transforming businesses into exceptional workplaces! We're here to empower leaders and HR professionals with actionable insights, advice, and stories from top leadership, labor relations, and labor law experts.

Information

  • Creator
    Michael VanDervort
  • Years Active
    2024 - 2026
  • Episodes
    45
  • Rating
    Clean
  • Copyright
    © Copyright 2024 Labor Relations Institute
  • Show Website
    The Left of Boom Show

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