Very often, misunderstandings originate from the assumptions we make about people’s intentions, even where in fact there are no actual differences in thinking. Sometimes, speaking up is enough to resolve these misunderstandings… provided this is what both parties want.
John comes to see the Ombud: he is very upset with his supervisor, who has refused to let him participate in an exciting project. John complains that his supervisor is short-sighted and unfair. He says that the project would enhance the work of the team while allowing him to develop his own skills. He insists that it’s not the first time his supervisor has refused and that he doesn’t understand the technical relevance of these projects. In probing further, the Ombud discovers that John is particularly disappointed because he believes these extended activities would give him greater visibility and improve his chances when applying for an indefinite contract at CERN.
In such cases, where the two people concerned seem to have reached a deadlock in communication, one possible approach is mediation. This means the two people agreeing to discuss the problem, in the presence of the Ombud, with a view to finding a mutually acceptable way out of the situation.
When John’s supervisor is informed of this issue, he shares his point of view with the Ombud: the reason he does not want John to work on these different projects is because he thinks that they will dilute his chances of getting an indefinite contract.
When a misunderstanding is brought to the surface, there is a good chance for it to be rapidly resolved. In the example above, the two people concerned have the same interests – that is, to increase John’s chances of having a long-term career at CERN – but they approach their goal from different positions, or ideas of how to achieve it. Unless they explain their respective perspectives, they both have their own reasons to think that the other is either blocking his career (John’s point of view) or is just a stubborn character (supervisor’s point of view).
Misunderstandings often come from misguided assumptions about other people’s motives. It is always better to try and talk with supervisors and colleagues when you feel that the situation is not clear. The Ombud is available to help you to clarify your own objectives and support you in achieving a smooth resolution, thus avoiding further misunderstanding or conflicts. Come to see me as early as possible along the process, as this increases the chances of resolving issues rapidly and permanently.