The IOA annual conference always provides a great opportunity to come together as ombuds to build community, advance our knowledge, and discuss the latest trends or issues we face as a profession. As we look back on the 2025 annual conference in Miami, three conference participants graciously shared reflections on their conference experience. Dawn Miller Sander (DMS), Assistant Ombuds at the American Red Cross; Geoffrey Adelsberg (GA), Associate Ombuds at Virginia Tech; and Natalie Grecu (NG), Faculty Ombuds for Utah Valley University responded to four questions that provided the framework for their reflection. Here are the highlights from their reflections:

Tell me a bit about yourself and your role as an ombuds

DMS: I have been an Ombuds with the American Red Cross for 4.5 years and I collaborate primarily with our external constituents, including blood donors, financial donors, disaster clients and others. In addition to collaborating with visitors I assist the Corporate Ombuds with outreach presentations, training programs and the annual report. Our outreach has created excellent partnerships with HR, Learning and Development, & the Office of General Counsel, while maintaining our independence.

Two of the training topics I have been exploring and creating content for include The Art of Positive Intent and Kindness integrated into Leadership Anchors. The Art of Positive Intent has been very well received at all levels of the workforce and Kindness will be rolled out later in April.

In celebration of Ombuds Day 2025, the Journal of the International Ombuds Association (JIOA) invites submissions for a special creative issue titled “Expressions of Ombuds in a Changing World” exploring the art and humanity of ombuds practice. This issue seeks to highlight the nuanced, deeply personal, and often untold dimensions of ombuds work through creative expression.

We welcome contributions in a variety of forms, including but not limited to:

• Poetry – reflections on neutrality, justice, and the complexities of conflict
• Short Fiction – narratives capturing the human experience of navigating disputes
• Personal Essays – stories of resilience, transformation, or the unseen impact of Ombuds work
• Visual Art – illustrations, photography, or mixed media exploring the Ombuds perspective
• Other Creative Works – unconventional expressions that illuminate the role and philosophy of Ombuds

Submission Guidelines:

• Written pieces should not exceed 3,000 words; poetry submissions may include up to five poems.
• Visual art should be submitted in high-resolution format (JPEG or PNG).
• All submissions must be original, unpublished works.

Submission Deadline: July 15, 2025

Dear In Practice,

As an ombuds, I am committed to being non-judgmental and accessible. I firmly believe these values are essential to my work. Still, there have been times when I’ve been faced with a situation where I felt continued services were no longer appropriate or productive. 

The Journal of the International Ombuds Association (JIOA) is seeking a Student Editor to join its Editorial Board. This is an excellent opportunity for a graduate student interested in ombuds practice, conflict resolution, and academic publishing to engage with emerging scholarship and support the journal’s mission.

This is a volunteer position requiring a commitment of approximately 5-10 hours per month. The Student Editor will work closely with the Editor and Editorial Board to assist with editorial tasks, student outreach, and engagement while gaining valuable experience in scholarly publishing.

Key Responsibilities

• Editorial Support
• Assist in copyediting and proofreading articles to ensure clarity, consistency, and adherence to JIOA’s editorial standards.
• Support efforts to enhance accessibility and readability of published content.
• Student Engagement & Outreach
• Develop strategies to increase student awareness of JIOA and encourage student submissions.
• Conduct outreach to graduate students and academic programs in fields related to ombuds practice, conflict resolution, higher education, law, public administration, and organizational behavior.
• Identify opportunities for JIOA to engage with student organizations, academic conferences, and research groups.
• Journal Visibility & Promotion
• Assist in promoting new issues and articles through social media, academic networks, and student-oriented platforms.
• Work with the Editorial Board to explore initiatives that encourage early-career scholars and students to contribute to JIOA.
• Help develop informational materials (e.g., blog posts, social media content, flyers) to increase the journal’s reach.

Qualifications

• Current graduate student (Master’s or Ph.D/JD) in a field related to ombuds practice, conflict resolution, law, higher education, public administration, or organizational studies.
• Strong writing and communication skills.
• Interest in scholarly publishing and academic research, in particular in the field of organizational ombuds.
• Ability to engage with students and faculty in academic programs relevant to ombuds practice.
• Experience with student outreach, social media, or academic engagement is a plus but not required.

Benefits

• Gain hands-on experience in academic publishing and journal operations.
• Contribute to advancing ombuds scholarship and engaging students in the field.
• Connect with ombuds professionals and scholars worldwide.
• Enhance academic credentials and develop outreach and editorial skills.

Application Process

Interested candidates should submit the following:

The Journal of the International Ombuds Association (JIOA) is excited to announce the launch of its inaugural Ombuds Conflict to Composition Writing Club, set to begin in April 2025. This innovative program is designed to support ombuds practitioners and aspiring writers in transforming their experiences and insights into impactful publications.

The Ombuds Writing Club will provide participants with a collaborative and supportive virtual environment where they can sharpen their writing skills, receive feedback on drafts, and learn how to navigate the publishing process. Whether you are an ombuds professional eager to share your knowledge or a new writer seeking guidance, this program is tailored to help participants succeed.

Program Highlights

• Bi-Monthly Virtual Meetings: Interactive sessions featuring writing workshops, peer feedback, and guest speakers.
• Asynchronous Support: Access to online resources and ongoing discussions through a dedicated communication platform.
• Expert-Led Workshops: Guidance on topics like turning practice into publishable content, responding to reviewer feedback, and writing for diverse audiences.
• Peer Accountability Groups: Small groups to support goal-setting, draft development, and consistent progress.
• Celebrating Success: Opportunities to showcase published works and milestones.

Who Should Join?

The Ombuds Writing Club is open to ombuds practitioners, researchers, and professionals in related fields who want to:

Dear In Practice,

I know that customer surveys are considered a best practice in most service sectors. Almost every interaction I have with a service professional (or even a website chatbot) will be followed by a survey about my satisfaction with the provider or my experience. Personally, I find these surveys annoying and seldom respond.

It’s been a busy first year for the Artificial Intelligence (AI) Working Group of IOA’s Research & Assessment Committee- and we are excited to announce plans for 2025, to engage further with the IOA community.

During 2024, AI Working Group members have included: Julie Muroff (Chair), Brian Green, Dennis G. Jones, Steen Erik Larsen, Lisa PytlikZillig, and Mary Rowe. The initial charge to the group by IOA’s Board of Directors was: “to take the lead on helping members understand how they can effectively use artificial intelligence (AI), including considerations/pitfalls to pay attention to when using AI.” We translated that charge as starting the dialogue and process of collecting information about the IOA community’s interests, concerns, and needs in this dynamic area. More specifically, we explored the potential for AI to complement or supplement ombuds work in ways that (i.) support, not supplant, the role of human organizational ombuds; and that (ii.) mitigate risks to compliance with IOA’s Standards of Practice and Ethics. Notably, our members were not expected to be subject matter experts, or to take positions, or even to make recommendations at this early stage. Indeed, because AI is such a complex and rapidly evolving topic that can impact laws, policies, rules, and practices specific to the particular practice setting of each ombuds, our group has emphasized the need for each ombuds to consult with the relevant contacts in their own organization, and to consider IOA’s Standards of Practice and Ethics, to chart a path that is right for each ombuds, individually.

The initial charge to the group by IOA’s Board of Directors was: “to take the lead on helping members understand how they can effectively use artificial intelligence (AI), including considerations/pitfalls to pay attention to when using AI.”

Consistent with IOA’s charge above, some examples of our 2024 accomplishments include:

JIOA – Special Issue Announcement

Topic: Power, Politics, and Polarization

Submission Deadline: May 1^st, 2025

Organizational Ombuds, with their emphasis on conflict resolution, ethics, and systems, play a pivotal role in addressing challenges arising from power dynamics, political tensions, and societal polarization. In an era marked by the proliferation of misinformation, the erosion of trust in institutions, and the amplification of diverse voices, the ombuds profession stands at the forefront of navigating complex ethical and social issues.

This special issue aims to explore the multifaceted relationship between the ombuds field and the broader landscape of power, politics, and polarization. We invite submissions that critically examine topics such as:

Ombuds Dilemma: Should I be a Brand Ambassador?

Dear In Practice,

In a recent virtual visitor meeting, I looked at my reflection and realized I was not only wearing a shirt embroidered with my organization’s logo but also drinking from one of our organization’s mugs. Thank goodness I had temporarily deactivated the virtual background that prominently features our organization’s logo and which all employees are now strongly encouraged to use.

We hope you have enjoyed the In Practice columns featured in the Independent Voice. If you have not had a chance to read through them all, we invite you to take the time and review the columns posted below. We also encourage further dialogue around these dilemmas and invite your thoughts and insights within the comment section of each posting.

• Ombuds Dilemma: When the Visitor is the Problem
• Ombuds Dilemma: Do Ombuds Provide “Emergency” Services?
• Ombuds Dilemma: Should I list my degree?
• Ombuds Dilemma: Should I stay or should I go?

What’s Your Dilemma?

We recognize that you may have experienced dilemmas in your practice that would be helpful to discuss with your colleagues. In Practice readers are invited to submit their own practice-related dilemmas for possible future publication. Dilemma narratives of under 200 words can be submitted by email to: [email protected]. Please note that dilemma submissions may be edited for length and clarity and are published without attribution. Editors will select dilemmas for publication based on a variety of factors, including relevance across sectors, focus on practice, and the likelihood that the dilemma will engage readers in novel or nuanced analysis of ombuds practice.

Ombuds Dilemma: When the Visitor is the Problem

Over the past year, several visitors have expressed values or views that are absolutely repugnant to me. These visitors usually come in with a familiar organizational concern and then out comes hateful speech. They have come from across the organizational spectrum and include leaders who have significant power and authority.

Their disrespect towards others is expressed in various ways - crude innuendo about how a female colleague got a promotion; racist nicknames; contempt for the ideas, beliefs, or identities of co-workers; and even cruel remarks about a person’s disability.

By Nick Jacobs, FACHE & Marianne Miele, JD, MBA,

The IOA lists the many benefits of an organizational ombuds. Among them is that an ombuds office is a proven and effective way to build and improve workplace culture, and to uncover and address systemic trends and issues to create healthier organizations. 

Although neither of us are ombuds, our research and experience confirm an ombuds office brings value to strategic planning and culture change efforts. It conveys to employees that their concerns matter. It directly impacts aligning culture with an organization’s mission, values, and corporate social responsibility goals.

Ombuds Dilemma: Do Ombuds Provide “Emergency” Services?

I’m a new ombuds and am surprised by how many visitors call my office in a state of distress, with situations they describe as “an emergency.” I feel an internal pressure in those moments to make space immediately on my calendar – space I really don’t have – and I sometimes find myself working into the evenings and on weekends to accommodate these unexpected demands, in addition to my other responsibilities. I no longer have time for many activities I enjoy and that support my health and well-being (like exercising) and calls outside of business hours are impacting my time with my family. I pursued this role because I find purpose in helping others but I’m starting to wonder where the line is between service and altruistic narcissism – I don’t want to cross it.

Emergency Calls as Opportunities

As an Ombuds, I regularly look for tools to add to my practice that help me engage effectively with those I serve. Recently, I was introduced to behavioral research-based reflective practice tools that I could use in my regular routine of reflection and practice.  The Structured Reflective Instrument (SRI) provided a comprehensive framework for working through those tough cases that linger in my mind as an ombuds. Using this framework and the thoughtful lines of inquiry allows me to constructively work through my individual engagements with visitors in my office. As an ombuds working in an office of one, I believe it is critical to look for various types of frameworks for reflection to help us work through those times when we feel challenged by the cases we are presented with so we can ensure that our approach remains rooted in the proven mental models that we use to engage in our work. Following the training, I reached out to the program facilitators, Michael and Tzofnat, to see if they could share a bit about their reflective work and the SRI with our IOA colleagues. - Bryan Hanson

The Structured Reflective Instrument

By Tzofnat Peleg Baker and Michael Lang,

As third-party interveners, we navigate through complex and strenuous circumstances, where intense tensions and high emotions are the norm. The diverse concerns and goals of the parties and visitors we assist are often implicit, making them challenging to identify and express. To effectively address these invisible undercurrents that drive destructive conflict, we must constantly evolve and learn as professionals.

By Fred Wright, Chair of the International Outreach Committee and Co-Chair of the Asia Pacific Regional Advisory Committee of the IOA,

Over three days in September 2024 the Asia Pacific Regional Advancement Community (AP-RAC) held its 6^th in-person conference in Beijing, China. Seventeen members of the RAC attended in person whilst four members were able to attend some sessions virtually. The conference was generously hosted by the Asia Investment Infrastructure Bank (AIIB), and MARS Incorporated whilst Sophia Qiao, Pfizer Ombuds generously supplied wine for some of the social events.

By Martina Peskoller-Fuchs
Ombudsperson, European Molecular Biology Laboratory (EMBL), 

As ombuds practitioners, we often encounter workplace conflicts that seem intractable. Today, I'd like to explore a powerful approach to conflict resolution rooted in Viktor Frankl's logotherapy and further developed by Elisabeth Lukas. This meaning-centered approach offers valuable tools for helping our visitors break free from cycles of conflict and find paths to personal growth and improved relationships.^[1]

I believe this approach can be understood and applied effectively regardless of whether one fully subscribes to logotherapy or has an in-depth understanding of Viktor Frankl's teachings. The core principles of personal growth, freedom, values, and meaning that underpin this approach are universal concepts found in many philosophical and psychological traditions. As such, this approach can be valuable for practitioners from diverse backgrounds and theoretical orientations.

By Lana Smith-Hale, Assistant Ombuds at UCSB & Anthony Keen-Louie, Associate Ombuds at UCSC,

If you’ve been a part of the IOA community for a while, you probably have a good sense of what Ombuds Day is, and have found creative ways to recognize the day with your colleagues and constituents. But for the newer Ombuds or for the Ombuds who are looking to refresh their Ombuds Day practices, this blog post is for you! 

Ombuds Day grew out of the ABA Dispute Resolution Committee, which realized that the field needed to better understand the role of an Ombudsperson. So now, every second Thursday in October, we celebrate Ombuds by both connecting Ombuds with others in the Community (usually with a free webinar - link to sign up for this year’s event), as well as an opportunity to encourage each Ombuds to engage with their own constituents. IOA highlights this as an opportunity to understand the profession deeper and encourage greater awareness and use of the Ombuds services and programs.         

By Julie Muroff,
Ombuds Director - Howard Hughes Medical Institute/Janelia Research Campus

Last week, while serving as a guest moderator for the OmbudsLinked discussion forum on LinkedIn, I made a request to our ombuds community: to consider collectively launching #WellnessWednesdays. As ombuds, we may be navigating turmoil in our workplace and trauma in our visitors, on top of other tensions in our lives and in the world. Among other considerations, those circumstances can make us vulnerable to burnout syndrome, a work-related toll on emotional, physical, and mental wellbeing. That vulnerability has been highlighted by the global mental health crisis exacerbated by the COVID-19 pandemic. Other fields, including medicine and law, have acknowledged those concerns and are promoting initiatives to address them.

Likewise, I have appreciated the attention to self-care that has been emphasized in our ombuds community, in particular during conference sessions and other gatherings, especially during the pandemic. While it is beyond the scope of ombuds practice to diagnose or treat mental health issues, I also have appreciated the attention to wellbeing by visitors in my casework, consistent with a recent survey of several academic ombuds offices in Texas. Given all above, I went back to school to bolster my toolkit of evidence-based strategies to advance the wellbeing of ombuds and our visitors, organizations, and field with a focus on interventions from positive psychology.

Ombuds Dilemma: Should I stay or should I go?

I’ve been in my ombuds role for a year and would like to remain in this role for the foreseeable future. The president who hired me unexpectedly retired 6 months after I arrived and there have been significant transitions as a result. Just as I was starting to build relationships, leaders started exiting the organization – sometimes I look around the room at meetings and don’t recognize many of the faces. The president’s expanded cabinet (about 40 leaders) has been invited to a two-and-a-half-day retreat at a retreat center in the mountains, about 3 hours from where most of us live. This is the first ever off-site retreat for this group. Many of our activities will focus on planning for the future, and our new president has also been very clear that this retreat is an attempt to help the organization’s leaders get to know one another and build relationships. I’m included in this invitation as a direct report to the president. Should I stay or should I go?

Response 1: Mary Rowe, consulting ombuds