Interestingly, it is apparent that NOM has become the new scapegoat and is often blamed for many issues within the Asian Development Bank (ADB). However, upon closer assessment, it is evident that NOM has simply brought underlying organizational cultural issues to the surface. These significant concerns have become part of our cultural landscape, revealing deep-rooted challenges that we must address together.

In 2023, the top areas of concern were consistent with previous years: group climate, supervision, and stress—specifically, work–life balance. These areas are interconnected and crucial to ADB’s organizational health.

In the Office of the Ombudsperson, we observed that group climate-related issues, such as interpersonal conflicts and workload concerns, are negatively affecting morale, with women at the ADB headquarters disproportionately impacted. We have also noticed a significant increase in supervision-related issues, which points to gaps in leadership and conflict-resolution skills. Additionally, friction among colleagues due to staff movements and resource imbalances has been on the rise. Work-related stress, particularly in balancing professional and personal lives, remains a significant concern, with elder care responsibilities being a common theme. On a positive note, more supervisors are seeking help, which provides valuable insights into their struggles and key concerns.

Despite the challenges, there is genuine excitement about the potential benefits that NOM may offer. It is essential to remember that we are, in fact, the new operating model—it is people-driven. Our challenge is to avoid conducting business as usual under the pretext of the changes NOM is striving to implement. Instead, we should seize the opportunity to innovate, take risks, and demonstrate courageous leadership.