What Your Organization Is Already Telling You
Every organization generates signals. Some are loud.
Most are quiet.
A difficult conversation that never happened. A manager carrying the same issue from team to team. Employees adapting to broken processes instead of reporting them. Friction that becomes accepted as “just how things work.”
Viewed one at a time, these moments rarely demand attention. Together, they reveal recurring organizational patterns that influence trust, communication, decision making, and performance.
A confidential Organizational Ombuds brings those patterns into focus, giving leaders the clarity to act before isolated concerns become costly organizational problems.
How we Help
Organizational Ombuds
We confidentially surface recurring organizational patterns by listening across the organization and providing leaders with independent insight into the employee experience.
Talkola
A scalable operational readiness platform designed to strengthen leadership communication, escalation handling, and execution continuity across teams. Once those patterns are understood, Talkola helps managers and employees build the confidence and skills to have the important conversations that strengthen communication and improve outcomes.
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Why These Patterns are easy to miss
Leaders make decisions with the information available to them.
Managers see their own teams.
HR sees formal reports.
Employee surveys capture a moment in time.
Performance metrics reveal outcomes.
Each provides a valuable perspective.
None tells the whole story.
A confidential Organizational Ombuds listens across the organization, connecting experiences that rarely reach the same conversation. That’s how recurring organizational patterns become visible before they affect trust, execution, or growth.
Dina Lynch Eisenberg, JD EMBA CO-OP
Nearly 30 years of hearing what organizations miss
Dina Eisenberg, JD, EMBA, CO-OP, is a Certified Organizational Ombuds, attorney and mediator with nearly 30 years of experience helping organizations surface and resolve workplace friction.
She has served as an Ombuds and trusted advisor to organizations including Bank of America, Coca-Cola Enterprises, St. Jude Children’s Research Hospital and Twitter, where she served as the company’s inaugural Organizational Ombuds.
Dina knows that leaders rarely have the full picture. Employees often see problems first, but concerns can stay buried, get softened as they move up the organization or appear to be isolated incidents.
As founder of Talkola, Dina provides employees with a confidential, independent place to speak candidly. She connects those individual experiences to identify recurring patterns and gives leadership insight into what may be getting in the way of trust, collaboration and getting work done.
The goal is simple: help leaders hear what matters while there is still time to act.
Clarity creates speed. Speed creates value. Value compounds.
Trusted by leaders across healthcare, technology, and enterprise organizations. Experience includes organizations such as:
Because Dina’s work falls under the umbrella of Ombuds work which is confidential, client identities are not disclosed. The reflections below come from leaders who have worked with Dina during periods of growth, integration, and organizational tension.
What Clients Say…
Start the Conversation
Every organization develops patterns.
The question is whether leaders recognize them while there is still time to act.
Sometimes those patterns emerge during rapid growth, an acquisition, leadership transition, or operational change. Sometimes they surface in organizations that appear to be performing well but feel increasingly difficult to lead.
If recurring concerns seem disconnected, communication feels strained, or the same issues continue to resurface without resolution, it may be time for a different perspective.
A confidential conversation can help determine whether you’re seeing isolated events or the early signs of a larger organizational pattern.