So, you like to talk behind my back?
Why? Does it make you feel more secure to talk behind someone’s back? Are you just a coward who never learned any manners? Oh, but you mean well. Okay, so we are guilty of talking behind someone’s back, and do not say you are the exception. We all know better.
There is nothing more irritating than finding out someone has said something behind your back. It doesn’t have to be right or wrong; it just must be said without you there. Now I know you would never talk about someone like that, and it is the other people that do that, but not you. Let’s be real! We all said something, whether the intent was there at some point in our lives.
Talking behind someone else’s back, especially in the workplace, is a quick way to damage a team. Sometimes we are blind to the fact that our co-workers are setting us up to fail. I am saying it is gossip in the workplace. Gossip, true or not, is toxic, and Corporate Speak 2.0 names it “The Gemini Theory.”
As you may know in astrology, a Gemini is known to have “two faces.” Two faces, one in front of you and the other behind your back, maybe? That is a far stretch and I know that, but to drive home the point of talking behind someone's back, we should have some creative fun.
What is the Gemini Theory according to Corporate Speak 2.0? First, Corporate Speak 2.0 embodies the philosophy of an established, logical leader who prioritizes people-first values, builds teams that honor one another, fosters honesty and integrity, and develops teams that are secure and compensated properly. Corporate Speak 2.0 is a movement to construct non-toxic, competent workspaces for everyone.
Now, back to the Gemini Theory. The Corporate Speak 2.0 Gemini Theory is the theory of human nature to act in a way that promotes a positive attitude when all eyes are on them, yet the moment they get the chance, they begin to slander their co-workers. They do this to undermine others to get ahead, but it puts them further behind the team. Corporate Speak 2.0 will not tolerate this type of behavior, and should it occur, the receiver of the gossip has a duty to stop the conversation, say something to that person, and ask them not to talk about others in such a negative way.
This promotes accountability and places clear boundaries without the need to involve HR or management. It is time we empower people to be able to talk to people. And this is not to say that management cannot be involved, but they should not intervene just yet. Allowing the natural influence of power results in the solution. As leaders, it is up to us to allow conflict so that boundaries are pushed and set at the same time. It is when the team cannot work through their conflict that’s when we step up and lead. We should lead with a firm yet forgiving hand.
The more we allow our people to resolve conflicts among their peers, the more trust we give and, in turn, signal to the team we trust them. And when we must step in and lead to resolve issues, it conveys that we mean business when we do. If we cried wolf every time there was no wolf, as the fable goes, the wolf shows up, and everyone is taken down. Leadership is a passive and active pursuit of the organization’s goals. How it impacts the team, well, that is up to the leader to determine what is best and how to meet the expectations. Corporate Speak 2.0 is not designed to belittle people, gossip about others, no formal training, or be incompetent and dishonest.