From Gossip to Growth | Eradicate Workplace Gossip

Hi there Today marks the last episode of the From Gossip to Growth podcast.  I've made the difficult decision to discontinue the podcast as of 1 August 2024, to focus on my other podcast, Women of Faith in Leadership. I share more in the podcast episode itself.  Please stay in touch! Come and listen to the Women of Faith in Leadership Podcast: https://www.womenoffaithinleadership.com Connect with me on LinkedIn: https://www.linkedin.com/in/rikawhelan Subscribe to my YouTube Channel: https://www.youtube.com/@rikawhelan Thanks for listening! Cheers!

In this episode, I discuss the 6 C's of workplace culture.  Communication Collaboration Clarity Consistency Camaraderie Caring Listen, as I give practical examples and tips on how you can manage and implement each of these 6 C's Free Diagnostic Tool Take our free Organisational Gap Analysis today and identify the gaps in your organisation and leadership when it comes to healthy work environments. Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Creating a feedback culture is important because we want to create teams that fail forward, learn from their mistakes and then improve their performance due to feedback.  If your team gets defensive when you provide feedback, then you know you have a feedback problem. Let's get to work! Here are 5 ways that you can create a feedback culture (listen to the episode for full details): Foster Open Communication Lead by Example Provide Timely Feedback Make it Constructive and Specific Implement Feedback Tools Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

“I never thought that the teachers would gossip more than the teenage students”   Meet Mike McQuillan: Mike McQuillan moved from New York, USA to Lima, Peru to teach English as a foreign language.   Mike describes the last institute where he taught as a golden palace built on top of a toxic swamp. The systems worked, and the people were great, but the undercurrent of academic elitism and water cooler gossip undermined the teaching experience. He resigned in protest and now works full-time as a freelance public speaking coach. We discuss: ➡ When he started noticing that gossip was such an issue in the education sector. ➡ Why the education sector is the worst in terms of gossip. ➡ Whether there are enough expectations to guide teachers' behaviour? What can schools do about it? ➡ Whether Mike has ever worked in an environment that has been gossip-free? ➡ What can leaders do if they constantly have people coming to gossip about their teammates to the leader? ➡ The difference between ratting someone out and reporting misconduct. ➡ The biggest source of gossip these days... ➡ And so much more. Listen now! Connect with Mike https://fit-presenter.com/about/ Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

What should you do when one of your employees are not actually the problem at work, but rather a fellow leader or even your line manager or 2-up? In this episode, I'll discuss my first-hand experience of dealing with a situation like this with you and suggest some ways that you can go about solving this problem.  Being in a leadership role can be tough. We have multiple different challenges every single day and problems that we have to solve. We're also pushed out of our comfort zone often! One of those uncomfortable situations, could be having a crucial or tough conversation with someone.  We often avoid having tough conversations because we don't know how the other person is going to react.  But their reaction is on them... it's not your responsibility. What you can control and what is your responsibility is your actions, your words and controlling your emotions. 1. Make an appointment to speak with this person 2. Prepare well, write down some key words or phrases that you can take with you (in case you freeze up) 3. Approach the person calmly, instead of going in guns blazing ready to defend and attack. 4. Address the issue as a collective issue, saying that you are concerned for the gossip culture and that other employees are worried as well.  5. If they get defensive, state the facts. Stick to the facts and do not take it personal. It's personal to them, not to you. 6. Follow up after the meeting 7. Get other leaders, line managers involved and committed to a gossip-free environment. Mentioned in the Episode John Maxwell - 360° Leadership (from Amazon) Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Download the show notes here In this episode, I'll be running you through Bruce Tuckman's 5 Stages of Team Development. Let's see if you can identify which your team is in…  Why is it that some teams in your organisation get along so well and constantly meet their goals but others don't? A couple of years ago, it all clicked when I learnt about Bruce Tuckman's 5 stages of team development model. His theory is that every team go through 5 stages. The 5 phases are: Phase 1 - The Forming Phase Phase 2 - The Storming phase Phase 3 - The Norming phase Phase 4 - The Performing phase Phase 5 - The Adjourning phase Listen as I discuss when each phase commences, the traits of teams in every phase and the leader's role in every phase Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Podcast announcement! Listen to the end for a special announcement! Today, we have our first guest on the show - Brandon Gano! Brandon is a visionary entrepreneur who turned frustration into a successful business, which he built, franchised, and later sold for a significant profit. Now, with his business partner and friend Sean Delaney, he's pioneering an unprecedented approach to educate and empower small business owners to achieve business growth like never before. Listen as we discuss: Ways in which gossip can be detrimental to an organisation, a business or to a team What processes are or are not in place that allows gossip to fester His reason for not tackling gossip sooner The process of tackling gossip The frustration that gossip causes leaders Battling the perceptions of gossip The importance of leadership Connect With Brandon Podcast: Harmonious at Lunch On Apple On Spotify Website Free Assessment to get Clarity into your business and Confidence in what you need to do next to grow. CLICK HERE to access the website NEXT STEPS Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to Part 2 of our series 10 ways to build gossip-resilient teams. If you haven't, listen to episode 14, where we covered ways 1-5. In this episode, we'll be covering ways 6-10.  6. Training and Education: Provide regular training to your team about growth mindset, the importance of a positive workplace culture, how to create a positive workplace culture and environment, team building opportunities 7. Conflict Resolution Skills: Implement strategies for resolving conflicts constructively, which can reduce the spread of gossip that often stems from misunderstandings or disputes. Things like having a key phrase to prompt the person that you'll be speaking to them about a conflict now or asking to speak to them privately. Understanding why the conflict occurred (difference of opinion, goal or upbringing/culture/personality). Seeking support from a line manager, for example the line manager can coach the person prior to speaking to the other person about the conflict. 8. Encouraging Personal Responsibility/Accountability: Encouraging team members to take personal responsibility for their part in gossip and to actively work towards a more positive communication style. Encourage team not to get defensive, put their walls up, but rather to be truthful with themselves and their teammates. 9. Creating Support Systems: Create support systems within the team, like mentorship programs, peer support groups, or coaching, to help team members feel more connected and less inclined to engage in gossip, engage in conflict resolution. This will also reduce the fear of conflict and give employees more confidence. 10. Monitoring and Feedback: Monitor the workplace environment for signs of gossip and provide feedback or take corrective actions when necessary. Complete surveys, speak to team members, seek feedback from new and old employees, have regular check-ins. Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Come and learn the strategies you must implement to ensure your teams don't gossip.  In this 2-part series, I'll be sharing 10 ways that you can build gossip-resilient teams: Understanding the Impact of Gossip: Have discussions with your team about the impact of gossip on the team, individuals and the organisation as a whole. Human Resources, Financial, Reputation, Culture Identifying Gossip Triggers: There are common triggers to gossip. As a team, sit down and discuss what these are for people. It could be jealousy, a lack of information (therefore filling the gaps with gossip), lack of communication, speculation occurring, being upset with someone and discussing it with others instead of directly with that person (fear of conflict) etc. Fostering Open Communication: Open channels of communication, going directly to the person instead of discussing it with others, not conveying another person's personal information to others, feedback culture, giving feedback and taking it as that, not getting frustrated and then sharing your frustration with others, Setting Clear Expectations and Policies: Set clear expectations with your team through policies and procedures, clear expectations before projects, about gossip etc. Your team can't stay within the boundaries if they don't know where the boundaries are. Leading by Example: A leader's role in setting the tone for the team's culture, is crucial. A leader's behaviour and attitudes towards gossip can influence the entire team. They can't expect their team to not gossip if they gossip. Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

How can you ensure that new employees don't gossip? Imagine this: you have a completely gossip-free environment, a positive company culture, and great team communication, and then… a new employee comes along and ruins it. Within weeks of them starting in your department/organisation, you notice a drastic decline in team morale, there's misunderstanding upon misunderstanding. You decide to ignore it because they must still be fitting in and you had such a great interview with this new employee, you feel you just want to give them a fair chance. What would you do? According to the Tuckman model (tune in to an upcoming episode where I'll explain this in detail), all teams will go through a storming phase when a new employee comes along as they learn to work together. However, when does this become concerning? When it comes to gossip and negative attitudes and spread to other employees, you should always take it seriously and ensure you speak to your team, no matter how short or long they've been there, no matter what they're working through in their personal lives, gossip and negative attitudes should not be taken lightly. It can cause a lot of damage in a very short amount of time, and you'll have to spend a significant amount of time repairing the damage. So how can you ensure that this doesn't happen? You gossip-proof your onboarding process. Discuss no-gossip policies and expectations in interviews. Onboarding documentation - must be clear regarding the expectations! Onboarding Training - must be clear regarding the expectations! No-gossip pledges or value statements. Open channels of communication. Follow-up meetings at 3 & 6 weeks and 3&6 months. Make necessary changes to onboarding programs. Accountability Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question Be a guest on the show Book a time to chat with me here

By now, It's no secret that I feel passionate about eradicating gossip in your workplace. Today, I want to talk to you about the 10 ways that gossip will harm your organisation.  A: Workplace Environment Let's start by looking at this from a workplace environment perspective: 1. It will cause a toxic work environment - which can lead to fixed mindsets where people are unwilling to change, unwilling to accept change and unwilling to grow themselves or the organisation. 2. Decreased Innovation: Gossip can stifle creativity and innovation as employees may be hesitant to share new ideas or take risks for fear of becoming the subject of gossip. This can hinder an organization's ability to adapt and compete effectively. B: Human Resources Let's look at this from a Human Resources perspective: 3. It will cause high staff turnover. After all, why would someone stay in your organisation if they are being bullied and mistreated? Your HR team will be working extremely hard to attract talent and then also to retain it because people will come and then go again if the environment is toxic. 4. This can then cause damage to the organisation's reputation. Remember people talk. They will leave the organisation and tell people not to go and work for it as it has a toxic culture. 5. It can cause legal issues. People who decide to not leave the organisation might take legal action against the people who they believe are bullying them, discriminating against them, harassment claims, a hostile work environment or even defamation claims. C: Financial Consequences This leads us to the financial consequences gossip can have: 6. Legal costs - to deal with any claims that have been made as mentioned in the previous section 7. Increased employee turnover, will cost the company time and money. The cost of recruiting, hiring, and training new employees to replace those who leave can be significant. 8. Decreased Productivity: Gossip often leads to decreased productivity as employees spend time engaging in gossip rather than focusing on their tasks. This can result in missed deadlines, incomplete projects, and overall lower output, all of which can impact an organization's financial performance. 9. Increased Absenteeism: Gossip-related stress and anxiety can lead to increased absenteeism, as employees may take sick days or personal days to avoid the workplace. This can result in additional costs related to paid time off and the need to cover absent employees. 10. Customer Perception: If gossip about internal issues becomes public or reaches customers, it can affect their perception of the organization. Negative publicity or a damaged reputation can impact customer trust and loyalty.   Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Gossip can have some really devastating and damaging consequences for the person who is being gossiped about. In this episode, I discuss 7 devastating consequences workplace gossip can have on the individuals being gossiped about.  Damage to Reputation: Gossip can tarnish an individual's reputation, leading to personal and professional setbacks. Erosion of Trust: Gossip erodes trust among peers and colleagues, leading to strained relationships. Negative Emotional Impact: Gossip can cause stress, anxiety, and even depression, negatively affecting an individual's mental health. Isolation: Those targeted by gossip may feel isolated and excluded, leading to a sense of loneliness. Impaired Self-Esteem: Individuals subjected to gossip may experience a decline in self-esteem and self-confidence. Reduced Productivity: Gossip consumes time and energy, reducing an individual's productivity at work or in personal life. Impact on Mental Well-being: Gossip can lead to mental health issues, contributing to a negative overall well-being. Be a Guest on the Podcast Who am I looking to interview? Leaders and employees who have experienced workplace gossip and who have strategies and tips to share with leaders who are committed to breaking the cycle of workplace gossip. Click here to book an interview time.  Free Download: Gossip Risk Assessment Click here to download your free risk assessment (for the leadership team to complete) Free Download: Culture Survey Click here to download your free culture survey (for employees to complete) From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

I've often been asked what is the difference between Office Chatter and Gossip.  Let's define each of the terms: Office Chatter: Office chatter refers to casual and often light conversations that take place in the workplace. It includes discussions about work-related matters, general news, and even personal topics that aren't meant to be harmful or damaging. Office chatter can help build camaraderie, create a sense of belonging, and foster a positive work environment. It's typically harmless and contributes to a healthy workplace culture. Gossip: Gossip, on the other hand, involves discussing personal or private matters about others, often without their knowledge or consent, and frequently with a negative or judgmental tone. Gossip can be damaging as it spreads unverified information, harms relationships, erodes trust and creates a toxic work environment. It often focuses on personal aspects of someone's life that have no bearing on their work performance or job responsibilities. Distinguishing Factors between Office Chatter and Gossip: Intent: Office chatter aims to connect, share experiences, and create a friendly atmosphere. Gossip, however, often involves spreading information with the intention of causing harm, stirring drama, or undermining someone's reputation. Content: Office chatter encompasses a wide range of topics, including work-related matters, shared experiences, hobbies, and interests. Gossip tends to focus on personal details, rumours, judgments, and negative assessments of individuals. Effect: Office chatter contributes positively to workplace culture by building relationships and fostering a sense of community. Gossip has a negative impact, eroding trust, creating tension, and damaging morale. Consequences: Office chatter can strengthen bonds and improve team dynamics. Gossip can lead to misunderstandings, conflicts, and a decline in productivity. Listen as I also share what you can start doing immediately, regarding gossip in your workplace.  Next steps: From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

In this episode, I'll be delving into 5 myths/limiting beliefs about workplace gossip that might be holding you back from dealing with workplace gossip. Grab a notebook and pen and let's bust some myths!   Myth 1: Workplace gossip is inevitable and happens in every workplace While it is true that workplace gossip can occur in many organisations, it is not an inevitable part of every workplace. By fostering a culture of open communication, transparency, and respect, organisations can create an environment where gossip is minimised. Encouraging employees to address conflicts directly and promoting a positive work culture can help reduce the occurrence of workplace gossip.   Myth 2: I don't have time to deal with gossip Dealing with workplace gossip may seem time-consuming, but it is essential for maintaining a healthy work environment. Ignoring gossip can lead to the spread of false information, damaged relationships, and decreased employee morale. Taking the time to address gossip can prevent further escalation of conflicts and promote a more productive and harmonious workplace.   Myth 3: Adults should be able to deal with their own conflict and don't need a mediator While it is true that adults should be able to handle conflicts on their own, sometimes a mediator can help facilitate a resolution. In cases where workplace gossip has become pervasive or is causing significant disruption, a neutral third party can provide guidance and support in resolving the conflict. Mediation can help ensure that all parties involved have a chance to be heard and that a fair resolution is reached.   Myth 4: Gossip is Harmless Banter Contrary to popular belief, gossip is not harmless banter. It can have serious consequences for individuals and the organisation as a whole. Gossip can damage reputations, create a toxic work environment, and lead to decreased trust among employees. It is important to recognise the negative impact of gossip and take steps to address it effectively.   Myth 5: Ignoring Gossip Is the Best Strategy Ignoring gossip is not the best strategy for dealing with workplace gossip. Ignoring gossip can perpetuate false information, allow conflicts to escalate, and create a culture of fear and mistrust. Instead, it is important to address gossip directly, encourage open communication, and promote a culture of respect and accountability. By addressing gossip head-on, organisations can create a healthier and more productive work environment. In conclusion, workplace gossip is a prevalent issue that can have significant consequences for individuals and organisations. By debunking these myths and taking proactive steps to address gossip, organisations can create a more positive and productive work environment. Remember, fostering open communication, promoting transparency, and addressing conflicts directly is key to combating workplace gossip.   From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.    Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip   Let's Connect On LinkedIn   Have your question featured on the podcast Click here to submit a question

Welcome to part 7 of the series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this seventh episode, I chat with you about the importance of the onboarding process for new employees coming in, and what you need to include during the onboarding process to ensure your environment remains gossip-free, as well as some tips to ensure your whole team remains gossip-free with targeted annual professional development and training programs. From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 6 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this sixth episode, I chat with you about the importance of continuous accountability and if what will happen if you don't keep your team accountable. I also share ways that you can keep your team accountable and what NOT to do.  From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 5 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this fifth episode, I chat with you about the environment and the workplace culture that you and your team WANT to create. Get out the poster boards and colour markers and start brainstorming what that will look like. Think about it from 2 angles: Tangible ways (for example morning teas on a Friday, once a month cultural food day, staff praise box/board etc.) Intangible ways (for example respecting each other, being friendly, greeting everyone every day, having a feedback culture, annual goals, no-micromanagement, having autonomy etc.) From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 4 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this fourth episode, I chat with you about Performance Management and why it is so crucial for you to follow through with this step. Prolifically, this is the most difficult step for leaders because sometimes it ends up in termination of staff. But sometimes you have to get rid of the people who refuse to change and are stuck in their ways. However, this is only 1% of people, because the other 99% of people are more likely to change.  From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step in depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 3 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this third instalment, I chat to you about how you can support the staff that are doing well, are following all the newly introduced expectations and how you can also support those that are struggling. It is crucial that you support them in the first instance, before you move to more serious action.  From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step in depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 2 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this second episode of the series, I chat with you about the next step in your journey, which is resetting the workplace expectations. If everyone knows what the expectations are, then it will be more clear for everyone where they stand. Listen to the episode as I give you some tips on resetting the expectations and how you can introduce these new expectations to your team collectively.  From Gossip to Growth Program If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step in depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Welcome to part 1 of a new series: 7 Steps to Eradicate Workplace Gossip. In this series, I'll take you through my unique 7-step framework on how you can successfully eradicate workplace gossip.  SHOW NOTES Download the RESPECT Framework here and follow a long and grab a notebook and pen as I provide prompting questions in each episode that you can follow. Office gossip has become the norm for many organisations and leaders have come to tolerate and even accept it, or gossip themselves, because if you can beat them, join 'em right? But gossip affect organisational culture in a very negative manner and my mission with this podcast is to equip you as a leader, to eradicate workplace gossip and create a culture in which you and your team can thrive and where employees actually enjoy coming to work and being productive. Where teams no longer waste valuable time gossiping, but instead adding value to the organisation.  In this first episode, I chat with you about the first step, which is reflection and the importance of you and your leadership team, reflecting on current practices and relevant documentation in the organisation. I pose several questions that you can use as a prompt when reflecting on self and on the organisation. If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step in depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible.  Place your name on the waitlist here to find out when the program launches.  Join the Community Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Is gossip rampant in your department, organisation or company? Have you tried multiple different strategies like: Speaking to your team, Trying to get them on board with not gossiping, Organising workplace culture training Inspirational talks Professional development Words of encouragement and/or Sending out famous quotes about the importance of workplace culture and the environment at work. I've been there before! Hi, I'm Rika Whelan, Workplace Gossip Strategist. I started as the gossiper, following the 'unwritten rules' of the organisation I was working at. Gossip was the norm, and I didn't even realise at the time the damage it could be doing to the people I was gossiping about. I was never spoken to by a leader for gossiping, and I've often wondered why it was tolerated, and why the gossip was as bad as it was. Fast forward a couple of years, and I changed employers. Coming from a toxic work environment, where I was part of the problem, I decided not to be part of the problem anymore. I decided I wasn't going to gossip. As gossip was rampant in this working environment as well, I soon became a victim of gossip for my lack of sharing the gossiping sentiment. I was shocked about the things people were saying about each other, how mean they were and just outright ugly. I stuck to my guns and refused to participate. I became somewhat of an outsider, but I stuck it out. It was tough, and no one liked me for my lack of participation, but in those 3-4 years, I built grit. Although I was building internal resilience and getting to know how strong I (really) was, I became resentful towards the leaders for the lack of accountability towards the staff, their lack of care for the working environment that we were in and the fact that they were part of the problem. Leaders tolerated the gossip because it was the norm, and everyone was doing it. They lacked time to deal with it and hated conflict, so they decided to avoid it instead. Fast forward a couple of years again, I found myself in a leadership role where I led a relatively new department. Within 3 months, gossip had taken over, and there was a huge problem! Office gossip had, once again, infiltrated another perfectly good team, dividing them, causing mistrust, a lack of communication, conflict, and the list goes on. I pulled up my sleeves and declared battle! Gossip would not have a place in my team! I set out to find the solution to eradicating workplace gossip. But no one had the exact answer. A lot of great leaders offered their advice and slowly but surely, I had to put the pieces of the puzzle together. I implemented what is now known as the RESPECT framework, which is the steps I took, very clunky and making A LOT of mistakes along the way, to eradicate workplace gossip and create a thriving workplace culture so that every single person who walked through those doors: felt valued wanted to be there wanted to add value to the team and the organisation was treated with respect. It took me 12 months to implement these steps, but I did it! Along with my leadership team, we eradicated gossip and experienced first-hand what it felt like to work in a gossip-free zone! It felt good! It felt amazing and it was worth all the effort, trials and tribulations. By eradicating gossip, my team: Increased productivity Managed their time better Stopped wasting valuable time Started working autonomously Started trusting each other Experienced less conflict Gained a growth mindset and left the fixed mindset behind Offered a better customer experience As a result of eradicating office gossip, the leadership team: Gained back valuable time, usually wasted on mediating unnecessary conflict Could focus on strategy instead of on bad and negative employee behaviour Could focus on activities that affect the bottom line Could focus on offering a better and more positive working environment for all employees. Now I'm on a mission, to share these strategies with leaders who are also ready to eradicate workplace gossip and get their department or organisation back on track. Together, we'll break the cycle of gossip with transformative leadership strategies! Next steps: Head to https://www.gossiptogrowth.com where you'll be able to: Join the Free Facebook Community or simply head to Facebook and search “Leaders Breaking the Cycle of Workplace Gossip (From Gossip to Growth)” Download the free copy of the RESPECT framework Join the book launch team for my new book “From Gossip to Growth” Contribute to my new book by filling out a survey Book a free gossip strategy call with me. Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Is gossip rampant in your department, organisation or company? Have you tried multiple different strategies like: Speaking to your team, Trying to get them on board with not gossiping, Organising workplace culture training Inspirational talks Professional development Words of encouragement and/or Sending out famous quotes about the importance of workplace culture and the environment at work. I've been there before! Hi, I'm Rika Whelan, Workplace Gossip Strategist. I started as the gossiper, following the 'unwritten rules' of the organisation I was working at. Gossip was the norm, and I didn't even realise at the time the damage it could be doing to the people I was gossiping about. I was never spoken to by a leader for gossiping, and I've often wondered why it was tolerated, and why the gossip was as bad as it was. Fast forward a couple of years, and I changed employers. Coming from a toxic work environment, where I was part of the problem, I decided not to be part of the problem anymore. I decided I wasn't going to gossip. As gossip was rampant in this working environment as well, I soon became a victim of gossip for my lack of sharing the gossiping sentiment. I was shocked about the things people were saying about each other, how mean they were and just outright ugly. I stuck to my guns and refused to participate. I became somewhat of an outsider, but I stuck it out. It was tough, and no one liked me for my lack of participation, but in those 3-4 years, I built grit. Although I was building internal resilience and getting to know how strong I (really) was, I became resentful towards the leaders for the lack of accountability towards the staff, their lack of care for the working environment that we were in and the fact that they were part of the problem. Leaders tolerated the gossip because it was the norm, and everyone was doing it. They lacked time to deal with it and hated conflict, so they decided to avoid it instead. Fast forward a couple of years again, I found myself in a leadership role where I led a relatively new department. Within 3 months, gossip had taken over, and there was a huge problem! Office gossip had, once again, infiltrated another perfectly good team, dividing them, causing mistrust, a lack of communication, conflict, and the list goes on. I pulled up my sleeves and declared battle! Gossip would not have a place in my team! I set out to find the solution to eradicating workplace gossip. But no one had the exact answer. A lot of great leaders offered their advice and slowly but surely, I had to put the pieces of the puzzle together. I implemented what is now known as the RESPECT framework, which is the steps I took, very clunky and making A LOT of mistakes along the way, to eradicate workplace gossip and create a thriving workplace culture so that every single person who walked through those doors: felt valued wanted to be there wanted to add value to the team and the organisation was treated with respect. It took me 12 months to implement these steps, but I did it! Along with my leadership team, we eradicated gossip and experienced first-hand what it felt like to work in a gossip-free zone! It felt good! It felt amazing and it was worth all the effort, trials and tribulations. By eradicating gossip, my team: Increased productivity Managed their time better Stopped wasting valuable time Started working autonomously Started trusting each other Experienced less conflict Gained a growth mindset and left the fixed mindset behind Offered a better customer experience As a result of eradicating office gossip, the leadership team: Gained back valuable time, usually wasted on mediating unnecessary conflict Could focus on strategy instead of on bad and negative employee behaviour Could focus on activities that affect the bottom line Could focus on offering a better and more positive working environment for all employees. Now I'm on a mission, to share these strategies with leaders who are also ready to eradicate workplace gossip and get their department or organisation back on track. Together, we'll break the cycle of gossip with transformative leadership strategies! Next steps: Head to https://www.gossiptogrowth.com where you'll be able to: Join the Free Facebook Community or simply head to Facebook and search “Leaders Breaking the Cycle of Workplace Gossip (From Gossip to Growth)” Download the free copy of the RESPECT framework Join the book launch team for my new book “From Gossip to Growth” Contribute to my new book by filling out a survey Book a free gossip strategy call with me. Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question