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What is Ombuds Role when a Consultant is Hired?

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by

Hector Escalante

on 7 November 2018

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Transcript of What is Ombuds Role when a Consultant is Hired?


Generate ideas and options for ombuds office when a consultant is hired by your institution
Background
Why we starting thinking about this
Icebreaker
How many of you have worked with consultants or coaches
?
Consultants vs Ombuds
Cons of Hiring Consultants
Our Recommendations
When a consultant is hired, we recommend:
Small Group Work
Organize yourselves into groups of 3-4 people
What is the Role of the Ombuds when a Consultant is Hired?
Goals for this Session
Lisa Neale & Hector Escalante
Provide recommendations to encourage your institution to leverage ombuds when a consultant is hired
Increased "visitorship" around consultants
Concerns around lack of confidentiality with consultants
Units/departments morale does not improve, often erodes further
Upper level leadership becomes increasingly involved
Are consultants and coaches effective ?
Has your institution involved you when they do hire consultants or coaches?
In what ways have they done so?
How have you communicated important information to leadership that only you possess?
Directions: In groups or pairs, please discuss the prompts provided above
Be prepared to share with group!
Coaching
Trainings
Impartial guidance
Aware of systemic issues
Aware of previous interventions
Trusted confidential
resource
New lens
Outside perspective
New experience, skills, and tools
Air of seriousness
Cons of Using Ombuds Office
1. Get Ombuds, HR, Legal involved
2. Allow a process for people to anonymously share perspectives about the process
3. Determine timelines and deadlines for consultant's work
4. Determine "How?", the "Why?", and the "Who?"
The HOW
Determine
how
the consultant will operate:
- confidential?
- what will they do for stakeholders?
- what is the ROI?
- what will transparency look like?
The WHY
Determine the
WHY
- be clear on consultants purpose - why is the consultant here?
- to sculpt a more effective leader?
- to help create a more inclusive environment?
- to gather information for leadership?
The WHO
Determine the
WHO
- Who will the consultant report to and work for? (Who they work for vs who they are here to help)
- Provide a venue where concerns can be brought to the ombuds
- Determine timelines and deadlines with consultants - is leader aware of these factors?
The How, Why & Who
Choose one piece of chart paper to begin
Reading each recommendation, please add comments, ideas to each of the recommendations
Rotate when you hear the signal
Next Steps
All notes will be gathered and possibly added to our document
If you wish to receive a copy, please put your email address on the chart paper in the room, labeled

"EMAIL ME"
Wrap Up
Comments?
Questions?
Thank you for your participation & help!
Lisa Neale & Hector Escalante
They...
Ombuds...
Ombuds
Consultants
What have we missed?
What else?
interpret confidentiality differently, often violating it & losing trust
have limited understanding of culture and context
may not be completely neutral
lack of bandwidth - sole practitioners
Ombuds confidentiality may be compromised if working in tandem with consultant

Ombuds may not have skills/comfort in this area
L
H&L
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H
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Full transcript