Recently, we were asked to help a large professional organization implement a new ombudsman program. As a part of that project, we worked with the organization to review the range of possible models, and to select the right approach for the organization — given its needs and culture.
An ombudsman program can be a good supplement to an organization or governmental entity, when there are indications that the current systems are not wholly effective in meeting the needs of those customers, employees, or other stakeholders, with issues or concerns. Today, we start a series of postings about ombudsman programs. Ultimately, we will post an entire new article about ombudsman program options.
Today’s post focuses on …
Why an Ombudsman Program?
Many organizations today, including large state and federal agencies, colleges and universities, municipalities, and private corporations and professional organizations, are exploring more effective and efficient ways of addressing questions and concerns and resolving disputes within their organizations through the use of an ombudsman program. Often, referred to as an “ombuds,” the concept of an ombudsman originated in Scandinavia and was originally designed to provide a conduit for individuals to voice concerns to their governments. The concept has expanded dramatically, and now includes a variety of models, depending on the needs of the particular community or organization.
About Bruce MacAllister
Bruce MacAllister holds a Bachelor’s of Science degree in Chemistry and Biology and a Juris Doctorate degree. He has been an attorney, ombudsman, corporate trainer, and organizational excellence and development consultant since 1979. In addition to his many years experience as a consultant, his career includes extensive work "in the trenches:" serving as a state agency general counsel, administrative law judge and arbitrator, employee relations director, corporate training director, mediation center director, in-house and contract ombudsman, and Vice President for Finance and Administration in a higher education institution. His work includes extensive organizational trouble-shooting, international business facilitations and mediations, extensive work with high-tech and defense-related organizations, and extensive work in dispute resolutions system design and administration. He has authored many articles and has a book nearing publication in the area of organizational conflict and workplace dynamics. He also has extensive experience in negotiating and mediating issues involving intellectual property and technology transfer, having worked with a variety of institutions including Los Alamos National Laboratory, Sandia National Laboratories, the University of California, British Nuclear Fuels, Ltd. and many other technology-oriented clients. Other major clients include the United States Department of Energy, the United States Department of Defense, the New Mexico State Legislature, and the Federal Office of Personnel Management.
Thats not just logic. Thats really sensible.