Experiences with the Organization as Visitor: In addition to providing confidential, informal, independent, and impartial assistance to individuals, Ombuds also serve the organization by being sensitive to the interests and concerns of the organization and helping the organization clarify goals and consider options to make the best decisions about next steps. This panel of Ombuds from various sectors will reflect on and share vulnerably about past experiences with viewing the organization as a visitor, including their successes and potential missed opportunities. 

An organizational ombuds provides confidential, informal, independent and impartial assistance to individuals through dispute resolution and problem-solving methods such as conflict coaching, mediation, facilitation, and shuttle diplomacy. The organizational ombuds responds to concerns and disputes brought forward by visitors to the office and may convey trends, systemic problems, and organizational issues to high-level leaders and executives confidentially.

Ombuds do not advocate for individuals, groups or entities, but rather for the principles of fairness and equity. The ombuds is interested in being helpful to leaders, in the same way that the ombuds is helpful to others within the organization. An ombuds's orientation is toward "fair process" so they are likely to be sensitive to the interests and concerns of a wide range of people. An ombuds is likely to have a different perspective than most others to whom organizational leaders listen. They are likely to be familiar with multiple points of view regarding any given situation and be able to appropriately articulate the concerns of those whose voices often go unheard.

The ombuds can also:

• Brief the leader on issues or ‘hotspots’ of which they ought to be aware and the possible implications of those issues.
• Share what has been done so far to address the issues, taking care to maintain confidentiality.
• Identify serious potential problems that may be unforeseen or downplayed by management or employees.
• Create an opportunity for the executive to talk about things they might not be able to talk to others about.

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