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Tired of Workplace drama? You're in the right place!

Work shouldn’t feel like a struggle to survive. But millions of
professional women–especially Black women and women of color–carry the relentless daily burden of workplace politics, harassment and conflict leaving them feeling powerless with nowhere to turn.

Speak Up Powerfully gives struggling professional women the
support, safety and strategies they need to break free from
workplace drama, so they can feel worthy and empowered at work.

Speak Up Powerfully offers women a safe space to feel seen, heard and understood; expert insight into navigating personalities, organizations and HR; and action steps to take back control of your health, your career and your life.

Because conflict is what you make it–but first you must embrace the opportunity to create the life you deserve.

Hiya, I’m Dina Lynch Eisenberg. Ombuds, Advisor and Attorney and the founder and CEO of Speak Up Powerfully.

I help professionals who struggle with workplace toxicity, incivility and bias to gain the mindset, skills and confidence to speak up and advocate for themselves tactfully and powerfully.

Why I Care

For 3 decades, I’ve worked with thousands of employees across the world’s largest organizations and one thing remains constant: women—especially women of color—are struggling at work.

Between navigating workplace politics, discrimination, harassment, microaggressions, the constant pressure to outperform and the constant fear of being misunderstood, it’s a miracle women even get out of bed, let alone excel at
our jobs.

But we do—until we can’t take it anymore.

I’ve been there, enduring workplace abuse that undermined my safety, myself-worth and my health, because I felt I had no other choice.

Until one day, I quit.

I resolved to never again let conflict control me. For decades, I honed my expertise, becoming a recognized leader in conflict management. All that experience led me here:

Speak Up Powerfully was designed to help women like me and you to maintain their dignity, protect their mental health and keep their jobs.

My goal is to help women become conflict-ready: equipped with the skills, the confidence and mindset to face and navigate
new issues as they arise.

Because as a woman, enduring hardship may feel
inevitable, but letting it defeat you is not.

Curious about my credentials, check me out!

Want to talk Ombuds?

Frequently Asked Questions

Ombudsology is all about educating you on all things Ombuds. So, here are answers to some of the frequently asked questions I receive. Want to ask your burning specific burning question and get a custom response?

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According to the International Ombuds Association, an organizational Ombuds is defined as,

'A corporate ombuds is an individual who serves as a designated neutral within a specific organization and provides conflict resolution and problem-solving services to members of the organization.

A corporate ombuds provides confidential, informal, independent and impartial assistance to individuals through dispute resolution and problem-solving methods such as conflict coaching, mediation, facilitation, and shuttle diplomacy.'

The organizational ombuds responds to concerns and disputes brought forward by visitors to the office and may convey trends, systemic problems, and organizational issues to high-level leaders and executives in a confidential manner.

Ombuds do not advocate for individuals, groups or entities, but rather for the principles of fairness and equity. The organizational ombuds does not play a role in formal processes, investigate problems brought to the office’s attention, or represent any side in a dispute. These are the formal definitions.

I think of a corporate Ombuds in a few different ways. Your Ombuds is:

An amplifier that makes it easier to acknowledge and listen to employee voices
A beacon like a lighthouse that helps the organization stay on course and avoid costly disasters
An irritant that makes the organization aware of uncomfortable truths with the goal of finding solutions

Although independent, your Ombuds can be a helpmate to key stakeholders like legal, HR and learning and development.

Why are Ombuds Programs Important Now?

The world of work dramatically changed after COVID. Employees began to change their perceptions and expectation about work, especially Millennials and Gen Z workers.

Employees say...

92% say psychological safety at work is very important to them (APA 2023 Work in America Survey)
56% say they wouldn't consider a job where the organization's values didn't align with their own (Qualtrics)

Money and title are no longer the motivators they once were to employees. Your people want more. Ombuds Programs are worth exploring because organizations with high levels of psychological safety enjoy:

76% more engagement
50% more productivity
27% reduction in turnover
74% less stress

What would more engagement and more productivity allow you to do in your organization? Let's talk about how an Ombuds Program could specifically help you grow.

How does an Ombuds differ from HR?

Your Human Resources team (HR) is an important formal part of your organization that assists you to attract top candidates, onboard and develop new employees and share information about important policies and resources. However, most HR professionals will say that they are not comfortable managing employee disputes, bullying and other workplace issues.

While your employee relations team can investigate allegations of harassment or unfair treatment, many are not trained to help employees to rebuild trust and an ongoing relationship between employees in these situations.

Your Ombuds is an important informal resource who is an alternative dispute resolution expert. Your Ombuds has the knowledge, experience and skills to coach leaders, managers and employees through difficult situations and tough conversations so they can work together productively. (and reduce risk).

Your Ombuds will hear information that will enable you to better understand your employee experience and employer value proposition, which helps leadership to make better informed decisions for your company and its employees.

Sometimes your HR is at capacity. Your Ombuds can increase their bandwidth by addressing employee conflicts and acting as a neutral space for your People team to share their concerns and needs.

HR and Ombuds work on parallel paths to ensure your employees are satisfied and engaged.

Got more questions? Cool, book a free Discovery call.

Tired of Workplace drama? You're in the right place!

Why I Care

Because as a woman, enduring hardship may feel
inevitable, but letting it defeat you is not.

FAQ

Frequently Asked Questions

Why are Ombuds Programs Important Now?

How does an Ombuds differ from HR?

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Tired of Workplace drama? You're in the right place!

Why I Care

Because as a woman, enduring hardship may feelinevitable, but letting it defeat you is not.

FAQ

Frequently Asked Questions

Why are Ombuds Programs Important Now?

How does an Ombuds differ from HR?

Sign In Details

Forgot Password?

Create New Password for

Because as a woman, enduring hardship may feel
inevitable, but letting it defeat you is not.