Organizational Ombuds
Ombuds is a growing profession to meet a lot of gaps in organizational integrity to bring a level of accountability. The Ombuds focuses on problem-solving, team building, mediation, conflict coaching, and restorative practice. The role of an ombuds has four parts: confidential, impartial, informal, and independent. They are embedded in the organization, but operate independently from formal roles and decision-making within the organization. They are multi-partial and do not advocate for any party or outcome. They foster fairness and equity. The office of an Ombuds serves as a safe environment to address systemic issues, complaints, concerns, and provides an alternative process for those who need assistance. An Ombuds person has a commitment to alternative dispute resolution but serves as a bridge to formal processes when appropriate.
The role of an Ombuds is a drastically under-utilized and undervalued resource for organizations, non-profits, schools in the public, and the private sector. However, that is changing and trends are shifting. Many colleges and universities, faith-based organizations, denominational groups, non-profits, insurance companies, and government agencies are recognizing the benefits of an Ombuds, not only for the organization, but also for the people.
My hope is to call to action a level of relational accountability and highlighting an organization's biggest asset: its people. The Ombuds office provides the necessary resources that assist and empower administrators, board members, managers, teachers, clergy, coaches, students, and staff.
How Can an Ombubs help your Organization?
An Ombuds is versed in the formal and informal process of the organization and can serve as a conduit for all levels of personnel and stakeholders. The Ombudsperson has a deep understanding of the organization’s culture. An Ombuds can bring people together to narrow the issues, provide a strong workplace, support personnel, provide a pathway to address issues, foster diversity, reduce litigation, support teamwork, improve performance, and advance the mission of the organization with integrity and dignity.
A close analysis, evaluation, and sometimes an autopsy of the organization can determine whether the culture of an organization is in line with its intended mission. The culture within the organization proves the statement’s substance and merit. For example, an organization may exists to restore hope in the community through property revitalization. Yet, if conflict exists between contractors and employees feel hopeless in their jobs, there is a disconnect. When the culture of the organization does not line up with what the mission claims to deliver, there is dissonance and discord. If an organization claims to provide safety, and yet employees feel intimidated or harassed, there are likely systemic barriers within the organization. How can this be resolved? How can there be a course correction from within? Far too often strong organizations fail to show integrity in line with the mission because of poor dispute resolution strategy and implementation. Conflicts within an organization can escalate and diminish the effectiveness, efficiency, mission and values of the organization.
If your organization is not making the mark and there is a disconnect between the mission and culture of the organization, perhaps an Organizational Ombuds is the missing link.
