Tag: Ombuds role
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In praise of compassion
In praise of compassion It’s quite common for visitors to share their concerns about colleagues with me: around one third of the people who come to see me do so to talk about colleagues who are struggling. “I’m worried about a colleague from another group. She hasn’t been herself lately. She told me about tensions
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When you don’t know where to turn: the Ombud can help
When you don’t know where to turn: the Ombud can help The Ombud provides a safe and calm space where you can explore all possible avenues for resolving challenging situations and decide for yourself how to proceed. Questions, problems and conflicts are part and parcel of life, including at work. Finding the best way to
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The Ombud provides independent, impartial, informal and confidential support
The Ombud provides independent, impartial, informal and confidential support The CERN Ombud’s Office was established in 2010: the same time that the CERN Code of Conduct was published. Appointed by the Director-General, the CERN Ombud provides confidential advice; helps to resolve interpersonal disputes; listens to, examines and shares problems and concerns; and helps people apply
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Social interaction, an essential factor for well-being at work
Social interaction, an essential factor for well-being at work The initiative to come and see the Ombud often arises from a feeling of being alone and isolated, or even excluded from a team or a network of relationships. A lack of support from colleagues or managers or a lack of positive interaction can become a
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Proactively tackling conflicts
Proactively tackling conflicts Conflict resolution in the workplace takes time, good listening skills and a willingness to find solutions Taking the time to listen to all parties concerned and to hear everyone’s point of view allows the mediator to better understand the situation. Active listening allows the different parties to tell their side of the
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The potential harm of anonymous complaints
The potential harm of anonymous complaints I very rarely receive anonymous complaints or accusations of inappropriate behaviour or misconduct, but it does happen. These complaints always arrive by emails that can’t be traced back to the sender, should anyone want to do so. Because they feel protected from any kind of consequence, the alleged victims
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Impartiality or, better, multi-partiality?
Impartiality or, better, multi-partiality? Confidentiality, informality, independence, neutrality and impartiality are the working principles of the Ombud and I have shared with you in a number of articles[2] my experience in putting these principles into practice. With significant experience today in the role of CERN Ombud, I would like to come back to neutrality and
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True or false: How much do you know about mediation? (Part II)
True or false: How much do you know about mediation? (Part II) Mediation with the Ombud is available to all members of the CERN community and is an effective tool, yet it is largely underused, and colleagues who visit my office often describe conflicts that date back six months, a year or even more. Waiting
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True or false? How much do you know about mediation? (Part I)
True or false? How much do you know about mediation? (Part I) Mediation is at the heart of the Ombud’s services. The mandate of the Ombud states that the services of an Ombud can help to resolve disputes in a consensual and impartial manner, thus promoting the good functioning of the Organization. I have dedicated
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How the Ombud can help Doctoral Students
How the Ombud can help Doctoral Students A very interesting article published in 2022 in the Journal of the International Ombudsman Association (JIOA) caught my attention as it examines the specific role that ombuds may play in supporting doctoral students. For each of the past two years, CERN has hosted more than 230 doctoral students*,