In many districts, the relationship between school administrators and the teacher’s union is often portrayed as adversarial. Negotiations over contracts, compensation, and working conditions can create tension, and it’s easy to fall into an “us versus them” mindset. Yet, at its core, both administrators and unions share the same mission: supporting teachers so that students can thrive. Strong partnerships are not just possible—they are essential for building healthy school systems.
Here are five ways administrators can foster constructive and collaborative relationships with the teacher’s union—along with examples of how districts have put these strategies into practice.
1. Lead with Transparency
Trust begins with openness. Administrators who proactively share information—about budgets, staffing challenges, and policy changes—demonstrate respect for union leaders and their members. Transparency reduces suspicion, prevents misunderstandings, and shows that administrators are not trying to make decisions behind closed doors.
📌 Example: In Minneapolis Public Schools, administrators created a public-facing “budget dashboard” that explained how funds were being allocated. By making financial realities clear, union leadership had a better understanding of budgetary constraints and could engage in more productive problem-solving.
Leadership takeaway: Share data, rationale, and anticipated challenges early and consistently. Surprises erode trust; openness builds it.
2. Listen Actively and With Empathy
Too often, administrators meet with union representatives only when a conflict arises. Instead, prioritize regular conversations where teachers can voice concerns and ideas without fear of reprisal. By creating a safe space to genuinely hear perspectives, administrators not only strengthen relationships, but also gain valuable insights into classroom realities.
📌 Example: In Montgomery County, Maryland, district leaders meet with union representatives through monthly “Collaboration Councils.” These sessions are not about grievances—they are about identifying systemic issues before they escalate, from class size concerns to professional development needs.
Leadership takeaway: Treat union representatives as partners in problem-solving, not obstacles or adversaries. Listening is the first step toward collaboration.
3. Focus on Shared Goals
While disagreements are inevitable, administrators and unions often agree on the most important objective: student success. Framing discussions around this shared mission helps move dialogue away from entrenched positions and toward constructive solutions. When both sides focus on students, collaboration becomes easier.
📌 Example: In ABC Unified School District in California, administrators and the teacher’s union established a “Partnership Academy” to co-design professional development. Instead of debating PD mandates, they worked together to shape offerings that met both teacher needs and district goals.
Leadership takeaway: Ask, “How does this decision advance student learning and support teacher effectiveness?” Let that guide the conversation and be your North Star.
4. Engage in Proactive, Not Reactive, Communication
Partnerships weaken when communication only happens during crises or negotiations. Administrators who establish ongoing communication with union leadership build stronger foundations for trust. Regular check-ins, joint committees, or collaborative task forces ensure that conversations continue even when issues are not urgent.
📌 Example: In Boston Public Schools, leaders and the union created joint labor-management committees on topics like school safety and technology integration. Because they were already in communication, they could respond quickly and collaboratively when challenges arose during the pandemic.
Leadership takeaway: Schedule consistent touchpoints with union leaders throughout the year, not just during contract talks.
5. Demonstrate Respect Through Action
Respect is more than words. Administrators show respect by following through on commitments, valuing teacher voice in decision-making, and acknowledging the union’s role in advocating for educators. Even small gestures—such as inviting union leaders to planning sessions or recognizing their input publicly—send a powerful signal of partnership.
📌 Example: In Hillsborough County, Florida, district leaders invited union representatives to join their teacher evaluation redesign committee. By giving teachers a seat at the table, administrators demonstrated respect and reduced skepticism about the process.
Leadership takeaway: Model the respect you want reflected in return. Partnership grows when actions reinforce words.
When administrators and unions work together, schools become stronger. That benefits students. The relationship doesn’t have to be combative—it can be collaborative, built on mutual trust, respect, and a shared commitment to students. By leading with transparency, listening with empathy, focusing on shared goals, communicating proactively, and demonstrating respect, administrators can turn the union from an opponent into a valued partner in creating thriving school communities.
The Principal’s Desk, Assistant Principal’s Desk, and The School Counselor’s Desk was founded by Dr. David Franklin. Dr. Franklin is an award winning school administrator, education professor, curriculum designer, published author and presenter at national and international education conferences. He is also the co-author of “Can Every School Succeed” and the #1 Amazon Best Seller in Education Administration: “Advice From The Principal’s Desk”.
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