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December 5, 2023��

November 28, 2023��

��March 7, 2023

��March 22, 2022

��February 15, 2022

��December 7, 2021

August 31, 2021��

March 30, 2021

January 19, 2021

��October 27, 2020

July 14, 2020��

June 30, 2020

June 23, 2020

June 9, 2020

May 12, 2020��

January 30, 2024��

August 22, 2023��

May 16, 2023��

January 24, 2023��

June 15, 2021��

August 13, 2024

March 19, 2024

��December 6, 2022

��November 15, 2022

September 20, 2022

December 14, 2021

May 5, 2020

��June 19, 2020��

��July 8, 2020��

��July 15, 2020��

��July 22, 2020

��July 29, 2020��

��August 5, 2020��

August 31, 2021

July 28, 2020��

��June 30, 2020

June 16, 2020

May 26, 2020��

April 1, 2022

��October 26, 2021

Practices of an Effective Listener

Communication Roadblocks

Elements of an Effective Apology

Responding to Critical Supervisory Feedback

Appropriate Use of Email

Talking With A Professor About Your��Grade; A Guide For Students

We Have to Talk: A Step-By-Step Checklist for Difficult Conversations

Signs You Might Be A Toxic Colleague

Informal Mediation with the Ombuds

Mediation and Facilitated Conversation Ground Rules

Negotiation Strategies

Online Mediation Guidelines and Ground Rules

Preempting Discord: Prenuptial Agreements for Scientists

Resources For ARPAC Climate Report Recipients

Retroactive Withdrawal Process and Considerations for Undergraduate Students��and

Some Considerations Regarding Advisors-Advisee Relations

I’m not sure how the Crucial Conversations skills apply to team-building, and I’m struggling to see how to use these strategies in that context. How can I effectively apply them to build stronger teams?

How do you suggest a large institution go about changing a can’t-do attitude to a can-do attitude when morale is low? We’ve had budget and staffing cuts and have a history of “silos” throughout the organization. Can you help?

I have someone in my life whose behavior is confusing, inconsistent, and honestly, kind of emotionally charged. How do you figure out what’s actually driving someone like that instead of just reacting to whatever they did five minutes ago?

Team success depends on clear expectations. But, when workloads become unreasonable, commitments are missed, or behavior goes unaddressed, many people stay silent. They hope the problem will resolve itself. Instead, frustration grows, accountability weakens, and execution slows. On the other hand, when people know how to set healthy boundaries, they make expectations visible, surface problems earlier, and move forward. Learn practical strategies for recognizing when a boundary is needed and how to address it with clarity and confidence.

The success of your Crucial Conversation isn't usually determined by the words you say. It hinges on the story you’re telling yourself before you even open your mouth. If you can recognize that story—and question it—you’ll be better prepared to stay curious, avoid unnecessary conflict, and execute more effectively.

Team success depends on clear expectations. But when workloads become unreasonable, commitments are missed, or behavior goes unaddressed, many people stay silent. They hope the problem will resolve itself. Instead, frustration grows, accountability weakens, and execution slows. On the other hand, when people know how to set healthy boundaries, they make expectations visible, surface problems earlier, and move forward. Learn practical strategies for recognizing when a boundary is needed and how to address it with clarity and confidence.

Course Overview:

Do you know what an ombudsman is? Do you know they exist across the entire world? Do you know how an ombuds can help you? In his course, you’re offered a rare look inside the many ways ombuds facilitate building fairness, trust, and effective communication across various institutions and communities.

Continuing to break the boundaries of education, this course invites you to explore at your own pace and preference, a range of ombuds models and specialized roles, and learn how each type of ombuds enacts their own set of core principles in distinct ways. Through case studies, presentations, and discussions with leading ombuds practitioners, you’ll gain insight into the real-world scenarios that highlight ombudsman as dispute resolution professionals who navigate complex dilemmas, mediate conflicts, and empower others to influence systems for the better. Whether you hope to become an ombuds, establish a program, understand how ombuds compare to other dispute resolution models, or are simply curious about this fascinating field, this course offers an accessible and thought-provoking introduction to a role that helps individuals, organizations, and institutions thrive.

What You'll Learn:

• Identify the primary types of ombuds programs and how they differ across sectors.

• Recognize when and how ombuds can help individuals and organizations navigate conflict.

• Explain how ombuds address issues, surface patterns, and contribute to improved systems.

• Reflect on the various skills, backgrounds, and perspectives that shape the ombuds field today.

Access the Course:

Course Overview:

Abrasive employees rub their coworkers the wrong way, with behaviors ranging from mild offense to open attack. Their bullying behaviors cause interpersonal friction that grates on subordinates, peers, and often superiors, eroding motivation and disrupting the smooth flow of work. Employees in leadership roles can inflict especially deep wounds and intense suffering in coworkers, customers, clients, patients and/or students, disrupting productivity. Managing abrasive workplace behavior is no easy task, and doing it ineptly, or failing to do it altogether can have disastrous consequences for your organization, your employees, and you.

What does it take to successfully manage abrasive workplace behavior? It takes courageous intervention paired with psychological insight, otherwise known as Management Backbone. This course provides step-by-step guidance on how to confidently and compassionately intervene to stop the individual suffering and organizational disruption caused by abrasive workplace behavior.

What You'll Learn:

• Identify abrasive workplace behavior (otherwise known as unacceptable conduct).

• Motivate employees to correct abrasive behavior through Courageous Conduct Intervention®.

• Learn how to intervene even if you haven’t directly observed the abrasive behavior.

• Deal with defensiveness confidently and with compassion.

Access the Course:

You may be wondering, what can you do? Donna��Mejia and Kirsi Aulin will talk through five elements that you can engage with:

• Meeting the moment with awareness
• Questioning with courage
• Listening with sincerity
• Learning about valuable resources
• Acting with integrity

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin share an overview of the five elements of Staying In Conversation about Racism.

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin take a deeper dive into what it means to meet the moment with awareness.

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin take a deeper dive��into what it means to listen meaningfully and wholeheartedly.

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin take a deeper dive into what it means to question with courage.

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin take a deeper dive��into what it means to learn about valuable resources.

�鶹��ý Associate Professor Donna Mejia and �鶹��ý Ombuds Office Director Kirsi Aulin take a deeper dive��into what it means to act with integrity.

�鶹��ý Student Dialogues: Skill Building Dialogue Series

Center for Inclusion & Social Change: Let’s Talk, Let’s Heal Together and e-Let’s Talk Informal Consultations and Interrupting Racism Interactive 90 Minute Skillsoft Training

Center for Teaching & Learning: Inclusivity: Take Action Ideas

Office of Diversity, Equity & Community Engagement: Combating Racism Together

Office of Faculty Affairs: Academic Freedom Conversation

Office of Undergraduate Education: Combating Racism Together��

University Libraries:

University Libraries:

University Libraries:

Leeds MBA Justice, Equity, Diversity and Inclusion (JEDI) Committee:��#BeTheChange Challenge��celebrating Black History Month

Angela Davis

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bell hooks (Gloria Jean Watkins)

Edward Said

Frederick Douglas

Ida B. Wells

James Baldwin

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Paulo Freire

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W.E.B. Du Bois

Zora Neale Hurston

Dr. Robin DeAngelo's definition of White Fragility:

“White Fragility is a state in which even a minimum amount of racial stress becomes intolerable, triggering a range of defensive moves. These moves include the outward display of emotions such as anger, fear, and guilt, and behaviors such as argumentation, silence, and leaving the stress-inducing situation. These behaviors, in turn, function to reinstate white racial equilibrium. Racial stress results from an interruption to what is racially familiar."

Peggy McIntosh's definition of White Privilege:

"How one’s gender/race/etc. may lead to unearned advantages and requires a willingness and structural understanding to recognize racism as a default system that institutionalizes an unequal distribution of resources and power."

• University of Colorado Boulder Ombuds Office Annual Report 2018-2019
• University of Colorado Boulder Ombuds Office Annual Report 2019-2020
• University of Colorado Boulder Ombuds Office Annual Report 2020-2021
• University of Colorado Boulder Ombuds Office Annual Report 2021-2022
• University of Colorado Boulder Ombuds Office Annual Report 2022-2023