The Ombuds Blog: Insights from Executive Coaching

August 13, 2007

Insights from Executive Coaching

Bob Weiss, a mediator and executive coach, recommends attorneys question their clients to improve self-awareness and reveal options beyond legal solutions. Weiss offers the following examples of meaningful questions:

What important outcomes would be achieved if the parties could rebuild trust?
Do you think the other person is defensive because of fears about your intentions?
Could your statements have been perceived as disrespectful?
What are the positive results of the relationship which would be jeopardized if the dispute continues for a long time?
Is the conflict caused by different talents and interests that are actually complementary strengths which offer greater choice and benefits for customers?

(Wisconsin Law Review via Mediate.com.)

Although these questions can be risky for attorneys, they are just the kind of questions ombuds should ask.

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Organizational Ombuds

Organizational Ombuds serve as a confidential, independent, neutral and informal dispute resolution resource for a specific entity. They are accessible to a defined population and can advocate for fairness. These unique characteristics distinguish Organizational Ombuds from Classical Ombuds, mediators, arbitrators, and other alternative dispute resolution professionals. The term "Ombuds" is shorthand for "Ombudsman," "Ombudsperson" and "Ombuds Officer," which also are used widely.

Some other variants include:

Austria -- Ombudsstelle

Brazil -- Ouvidor

Croatia -- pravobranitelji

France -- médiateur/defénseur

Germany -- Ombudspersonen

Italy -- difensore

Netherlands -- ombudspersoon

Norway -- ombudet

Poland -- Rzecznik

Portugal -- provedor

Russia -- омбудсмен

Spain -- ombudsman organizacional

Sweden -- studentombud

Switzerland -- ombudsmann

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