Struggle 6: Handling Gossip and Backchanneling

A Leadership Reality Check

Every leader encounters this: a high-performing team derailed by whispers, private complaints, or unspoken concerns. It is ever so frustrating and harmful, yet so common in environments where people don’t feel safe speaking up.

How I see it:

If people won’t say it in the room, it’s only a matter of time before it tears the room apart.

Gossip and backchanneling thrive in the absence of trust and transparency. 

Imagine the following recognisable business situation:

You hear through the grapevine that a key team member is unhappy with recent strategy changes. Instead of raising concerns in meetings, they are venting to peers and even to the members within their department, creating division.

How do you respond to that?

• Shift the Energy to Safety: 

Meet privately and say: “I’ve noticed some hesitance around the new strategy. I am really interested to hear your honest take?”

This opens the door for direct dialogue without judgment.

• Model Vulnerability: 

Share your intention such as “My goal is to create a space where concerns are addressed openly, not in silos.”

Vulnerability builds the trust needed for honest conversations.

• Turn Concerns into Action: 

Ask them, “How can we address this together to strengthen the team?”

This transforms grievances into collaboration, aligning the energy with shared goals.

Gossip is a symptom of fear or frustration.

Direct, transparent leadership replaces it with trust, clarity, and action.