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Describe your capstone challenge and how you identified it.

In the Kalispell Education Association (KEA), communication has too often been limited to those who are closest to union leadership. For many members, this has created information gaps, fueled misinformation, and led to lower engagement overall. I kept this front of mind during contract negotiations and as I connected that experience to my TLI project. Over the past year, I have come to see that our union’s ability to create meaningful change depends on building collective action and showing solidarity.

At first, I thought a union newsletter might be the answer to our communication challenges. But as I dug deeper, I realized a newsletter on its own would not be enough. To truly strengthen our union, we need consistent, sustainable communication that focuses on building positive relationships and ensures information is reaching everyone, not just a few.

To make that happen, members need to feel informed, supported with the right resources, and empowered to engage with union issues in transformative ways. After talking with KEA’s vice president about these concerns, we agreed there was a clear need for a Communications Committee. This effort is designed to increase transparency, improve how we share information, and foster a more connected and informed union community. I identified this challenge through my own observations, conversations with union leadership, and feedback from members who want stronger and more reliable communication.

Describe your diverse stakeholders and how you selected them.

The stakeholders in this project encompass a wide range of individuals within our educational community:

Union Leadership: Including the president, vice president, and executive board members who are instrumental in decision-making processes.
KEA Members: Teachers, support staff, building representatives, and other educational professionals across various schools and departments.
District Administrators: Superintendent and School Board Members.
Community Members: Parents and local community stakeholders interested in the educational environment and union activities.

Why is it important for your diverse stakeholders that the capstone challenge be addressed?

This challenge matters because communication is the backbone of a strong, united union. When members feel out of the loop or disconnected, it can chip away at engagement and trust. By closing those gaps, we make sure everyone has access to the information they need to make informed decisions and take meaningful action. This isn’t just about sending updates—it’s about building a support system, creating a sense of belonging, and empowering our members. When people feel connected, heard, and valued, it strengthens both their individual roles and the union as a whole. Better communication also helps us build relationships in the wider community, promoting transparency and gaining public support for our schools.

In what ways will addressing the Capstone Challenge promote or support the foundational competencies?

Taking on this challenge has been a great way to grow and strengthen key competencies. Improving communication in the union is not just about sharing information more effectively. It is about building a culture of clarity and trust that supports everyone. Working with a diverse group of stakeholders has pushed me to practice interpersonal effectiveness by listening to different perspectives and finding ways to bring people together in meaningful ways. It also connects to cultural competence because it challenges us to make communication inclusive and accessible for every member. In the end, this work gives members the knowledge and tools they need to stand up for their rights and create positive change in our schools and beyond.

This challenge supports several foundational competencies:

Communication: Developing and using effective strategies to improve messaging and keep members informed.
Interpersonal Effectiveness: Building stronger relationships through collaboration with a wide range of stakeholders.
Cultural Competence: Recognizing and respecting members’ diverse backgrounds to promote inclusivity and belonging.
Advocacy: Equipping members with the confidence and information they need to push for meaningful progress in our union and community.

Is it your intention to broaden the existing vision, values, and/or culture of the association or to create a cultural shift?

My intention is to do both: broaden the existing vision and values of the KEA while also creating a cultural shift. By improving our communication strategies and establishing a Communications Committee, my union can build on our current goals of fostering transparency and increasing member engagement. At the same time, this work is about creating a deeper cultural change that promotes a more inclusive and participatory environment. I believe this dual approach will strengthen the union’s foundation and empower members to take a more active role in shaping its future.

Why might this strategy be a viable solution for your Capstone Challenge?

This strategy works because it gets to the root of the issue: inconsistency and access. A dedicated Communications Committee can focus on creating systems that are reliable, inclusive, and flexible enough to meet members’ needs. By bringing together a diverse group of people to serve on the committee, we can ensure different perspectives are heard and addressed. I believe this approach will lead to sustainable practices that keep the union connected and informed over the long term. On top of that, having this committee demonstrates our commitment to improving communication and making sure every member feels empowered and engaged.

On which two Overarching Competencies will you focus in addressing your Capstone Challenge? Why are they relevant?

I’m focusing on Communication and Interpersonal Effectiveness for my Capstone Challenge because they are at the core of what this project is all about. Communication is key to keeping members informed, connected, and engaged in union activities. Without clear and accessible messaging, it is difficult to build the trust and participation we need to make real progress for ourselves, our students, and education in our district. Interpersonal Effectiveness is just as important because this work depends on building relationships, understanding different perspectives, and fostering collaboration among members. By focusing on these two competencies, I can address the root issues of transparency, inclusion, and collective action that are essential for the success of the Communications Committee.

Which Leadership Pathway competency will you focus on in your Capstone Challenge? Why is it relevant?

The Leadership Pathway competency I’m focusing on is Association Leadership because it directly connects to the goals of my project. Association Leadership emphasizes strengthening collaboration and organizational structures and advancing collective effort. These are all key to creating the Communications Committee. This competency is relevant because it ensures that our union is able to effectively engage members, build and sustain solidarity, along with impactful communication practices. By focusing on Association Leadership, I will be helping to shape a stronger, more unified union that empowers its members to take active roles in achieving our shared goals.

With whom will you work to address your Capstone Challenge? Who else might you recruit beyond your own cultural and/or professional identity group?

To address my Capstone Challenge, I will primarily work with KEA leadership, including the president, vice president, leader members, and building representatives who have direct contact with members.

Identify Major Concerns
The main concern is the lack of consistent, accessible communication within the Kalispell Education Association (KEA), especially outside of contract negotiations. This gap leads to disengagement, misinformation, and limited member participation, which weakens solidarity and collective action.

Determine Indicators of Need

Low attendance at union meetings
Minimal feedback or engagement on union initiatives
Member complaints or confusion about policies and negotiations
Survey responses showing a desire for better communication

Consider Data Sources

KEA member surveys
Feedback from union leadership (vice president and other leaders)
Past communication records and meeting attendance data
Informal discussions with union members

Decide Preliminary Priorities

Establish a Communications Committee
Identify tools and platforms for effective communication (email, social media, in-person meetings, building reps)
Train committee members in communication strategies
Encourage regular member feedback and participation

Potential Biases and Barriers (and Solutions)

Biases: Resistance from members who prefer traditional communication methods
Barriers: Limited resources (time, money, technology) and member apathy
Solutions: Clearly communicate the benefits of improved strategies, offer training to address technology gaps, and ensure transparency to build trust

Needs Assessment Format and Rationale

Surveys: To collect broad quantitative and qualitative member feedback
Interviews: To gather detailed insights from leadership and engaged members
Observation: To analyze participation trends and communication gaps

Likely Allies and Opponents

Allies: KEA leadership (shared goal of strengthening the union), engaged members (desire for better communication)
Opponents: Disengaged members (resistant to change), district administration (may view improved communication as a challenge)

Including Diverse Stakeholders and Perspectives

Conduct surveys and interviews across schools and departments to represent all KEA members
Seek input from underrepresented groups to ensure inclusive practices

Possible Indicators of Success

Formation of a Communications Committee with clear goals and roles
Higher participation in union events and initiatives (including MFPE efforts)
Positive member feedback about improved communication
Increased engagement in surveys and feedback tools

Results from the 2023-2024 KEA Membership Survey - Members indicated they desire for more communication (see #5).

KEA Needs Assessment Survey Created by Melissa Smith - Posted to Membership in Fall 2024

** It should be noted that this survey was distributed when union members were working without a contract and communication was peaking as a result of the contentious negotiations. **

Artifact #1

Results from Kalispell Education Association Needs Assessment Survey

Artifact #2

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