External Ombuds Services for Sports
Confidential, Independent Support Before Conflicts Become Crises
90% of sports scandals could have been prevented with early intervention. An External Ombuds provides the confidential, safe channel where problems surface before they explode into public crises, litigation, or institutional damage. It provides the safety valve your organization needs—catching issues early, preventing lawsuits, and preserving relationships.
WORLD-CLASS SPORTS ARBITRATORS & MEDIATORS
CAS • FIFA • MLB Salary • USOPC • USSF • USATF
University of Oregon Professor & FAR • Author of The Sports Playbook & Strategic Negotiation • 30+ Years Experience
The Hidden Crisis in Sports Organizations
Issues that should be resolved quietly instead explode because people have nowhere safe to turn:
- Athletes fear retaliation if they speak up about problems
- Coaches worry HR reports will damage their careers
- Staff don’t trust internal channels to be truly confidential
- Parents and boosters have no neutral resource for concerns
- Small issues fester into lawsuits and public scandals
- Toxic cultures persist because feedback never reaches leadership
The Cost of No Ombuds:
$500K+
Average lawsuit settlement
73%
Of issues never reported
2-3 Years
To recover from public scandal
What is an External Ombuds?
An External Ombuds is a designated neutral professional who provides a safe, confidential channel for addressing concerns before they escalate into crises.
The Four IOA Principles We Follow:
🔐 Confidential
All communications remain strictly confidential. No records kept. No reports to management about individuals. Complete privacy protection.
⚖️ Independent
Operates outside organizational hierarchy. No conflicts of interest. Reports only on systemic trends, never individual cases.
🤝 Neutral
Doesn’t take sides or make decisions. Advocates for fair process, not particular outcomes. Equal support for all parties.
📞 Informal
No formal investigations or reports. Off-the-record resource. Complements but doesn’t replace formal channels.
How External Ombuds Services Work
For Individuals: A Safe Space to Be Heard
Anyone in your sports ecosystem can reach out confidentially:
- Athletes dealing with coach conflicts, team dynamics, or personal challenges
- Coaches navigating administrative pressures or staff disputes
- Staff facing workplace concerns or ethical dilemmas
- Parents with concerns about their student-athlete’s treatment
- Boosters/Donors observing issues they want addressed appropriately
The Ombuds listens, provides options, facilitates communication, and helps people help themselves—all in complete confidence.
Contact Methods:
- Dedicated phone line
- Secure email
- In-person meetings
- Video conferencing
- Anonymous web portal
All communications protected by ombuds privilege
For Organizations: Early Warning System & Culture Catalyst
While maintaining individual confidentiality, the Ombuds provides invaluable organizational benefits:
Systemic Trend Reporting
- Identify patterns without exposing individuals
- Spot emerging issues before they explode
- Understand true organizational climate
- Receive actionable recommendations
Risk Mitigation
- Prevent lawsuits through early resolution
- Reduce compliance violations
- Protect organizational reputation
- Document commitment to athlete welfare
Comprehensive Ombuds Services
Conflict Resolution
Facilitate dialogue, mediate disputes, coach individuals through conflicts, provide shuttle diplomacy when needed.
Policy Feedback
Identify how policies actually impact people, suggest improvements, highlight unintended consequences.
Culture Assessment
Provide pulse on organizational climate, identify cultural barriers, recommend systemic improvements.
Training & Education
Workshops on conflict resolution, communication skills, bystander intervention, ethical decision-making.
Crisis Support
Immediate availability during controversies, neutral facilitation, communication assistance.
Exit Interviews
Confidential conversations with departing athletes/staff to capture honest feedback for improvement.
Implementing an External Ombuds Program
Assessment
Evaluate organizational needs and readiness
Charter
Develop terms of reference aligned with IOA standards
Launch
Communicate program to all stakeholders
Operate
Provide ongoing ombuds services
Report
Annual trends and recommendations
Full implementation typically takes 60-90 days. Services can begin immediately on interim basis.
Why Choose SCI as Your External Ombuds?
Pioneer in Sports
Established one of the first Ombuds offices specifically designed for sports organizations. We wrote the playbook.
IOA Standards
Fully aligned with International Ombudsman Association best practices, ensuring credibility and protection.
Proven ROI
Documented 20:1 return on investment through litigation prevention and performance improvement.
From youth sports to professional leagues, we understand the unique dynamics of athletic organizations.
The Proven Impact of External Ombuds Services
20:1
Return on Investment
95%
Issue Resolution Rate
73%
Litigation Reduction
100%
User Satisfaction
Organizations with Ombuds programs report dramatic improvements in culture, trust, and performance.
Protect Your Organization Before the Next Crisis
An External Ombuds is your insurance policy against preventable disasters. The question isn’t whether you can afford an Ombuds—it’s whether you can afford not to have one.
Explore Ombuds Services →Confidential consultation to discuss your organization’s specific needs and challenges.
Sources
Mary Rowe, A Taxonomy of Organizational Ombuds: Descriptions of the Employment of Organizational Ombuds who Practice to IOA Standards of Practice, MIT Sloan Working Paper 7221-24 (2024).
Joshua Gordon, External Ombuds Services in Sports Organizations: Building Trust Through Independence, Sports Conflict Institute Blog (2024).
Gary T. Furlong & Joshua Gordon, Strategic Negotiation: Building Organizational Excellence (2023).
Journal of the International Ombudsman Association, Special Issue: Essays in Honor of Mary Rowe (2023).
Mary Rowe, Becoming an Ombuds at MIT, 41 Conflict Resolution Quarterly 251 (2023).
International Ombuds Association, Standards of Practice (rev. 2022).
International Ombuds Association, Code of Ethics (rev. 2022).
Gary T. Furlong & Joshua Gordon, The Sports Playbook: Building Teams That Outperform Year After Year (2018).
W.K. Roche, P. Teague & A.J.S. Colvin, The Oxford Handbook of Conflict Management in Organizations (2016).
Carole S. Houk, Mary P. Rowe, et al., A Reappraisal—The Nature and Value of Ombudsmen in Federal Agencies, Administrative Conference of the United States (2016).
Joshua Gordon, Why Aren’t All Institutions Making Moves to Proactively Create Ombuds Offices?, Sports Conflict Institute Blog (2014).
Joshua Gordon & Ken Pendleton, Is Sports Conflict Its Own Field of Study? (2013).
Joshua Gordon, Ken Pendleton & Alan Dale, Imagining an Ombuds Model for Intercollegiate Athletics (2012).
Mary Rowe, Linda Wilcox & Howard Gadlin, Identifying and Communicating the Usefulness of Organizational Ombuds, With Ideas about OO Effectiveness and Cost-Effectiveness, 2 Journal of the International Ombudsman Association 52 (2009).
Mary Rowe, An Organizational Ombuds Office in a System for Dealing with Conflict and Learning from Conflict, 14 Harvard Negotiation Law Review 279 (2009).
Charles L. Howard, The Organizational Ombudsman: Origins, Roles and Operations – A Legal Guide (2010).
United States Olympic Committee, SafeSport: Creating Safe Environments in Sport (2008).
Donald L. Rowe & Mary Ann Robinson, Trust Your Canary: Every Leader’s Guide to Taming Workplace Incivility (2008).
James T. Ziegenfuss & Patricia O’Rourke, The Ombudsman Handbook: Designing and Managing an Effective Problem-Solving Program (2006).
Mary Rowe, The Ombudsman’s Role in a Dispute Resolution System, 7 Negotiation Journal 353 (1991).
Mary Rowe, The Non-Union Complaint System at MIT: An Upward-Feedback Mediation Model, 2 Alternatives to the High Cost of Litigation 10 (1984).
The Sports Conflict Institute’s External Ombuds services are grounded in decades of research demonstrating the effectiveness of organizational ombuds in reducing litigation costs, improving organizational culture, and providing early detection of systemic issues.