How Do You Handle Gossip and Slander?

The following comment was recently posted on the CSJ blog under team building:

If these standards are the way in which you organize your leadership role in a private school setting, explain your course of action regarding an employee who, for example, has been subject to what you define as "office politics" and "gossip/slander" by another faculty member(s), even one of your direct subordinates? What is the most Christ-like way to handle this familiar circumstance in the workplace for both the targeted faculty member, as well as the member(s) responsible for the conflict?

Although the questions are posted in response to an article by Mr. Klohr (Covenant Day School) I am going to take the liberty of responding as well. I would not be so presumptuous as to propose a "solution." If I had one I would have already eliminated gossip in our school. Although I do not have a solution, I do offer the following suggested responses that can reduce the incidences of gossip and ameliorate its corrupting effects.

• Pray. I do not encourage prayer because it is the expected thing to say or because it is the politically correct preamble to a real solution. I say pray because in the final analysis it is the Lord who grants wisdom, who convicts the conscience, who grants repentance, and who changes minds and hearts. Gossip is a spiritual problem that requires the Holy Spirit to address effectively.
• Model expected behavior. As an administrator I have plenty of occasions, "reasons", and "excuses" to gossip to other administrators, board members, or other employees about students, parents, or employees. Don't. As leaders, we must model Christ-like behavior and be examples of what is expected. Paul writes in II Timothy 3:7: "For you yourselves know how you ought to imitate us, because we were not idle when we were with you..." We are to serve as examples of godly leadership to those around us. It is hypocritical to tell students, parents, and employees not to gossip if we gossip about them.
• Communicate expectations in unequivocal terms. Each year we issue a memo to our staff outlining our expectations. Included in the expectations are standards related to communication, including gossip. Click here for a copy of the memo. Our evaluation instrument includes these standards against which employees are evaluated.
• Confront the gossip. Sin cannot be ignored. It is a malignant cancer that if not addressed will corrupt the school environment. I recently had a situation arise between two school employees engaged in gossip and accusations of slander. I met together with the two employees for more than two hours. During the meeting the issues were candidly addressed. Although spoken in love the TRUTH was addressed. Toward the end of this long and difficult meeting I essentially stated: "you cannot do that and work here." The message was clear--consistent failure to adhere to biblical and professional standards of conduct will result in termination. Click here for a helpful article on the courage to confront.

• Constantly instruct. Sanctification is progressive. Teaching the Word of God consistently to school employees, parents, and students is essential. We address character issues in multiple forums including Admissions Orientation meetings, Back-to-School Nights, Faculty Devotions, emailed devotions (following Dr. Kynerd's wonderful example, I email a devotional called "Reflections" each Monday to all school staff), chapels, and during in-service training.

What practical advice would you give your colleagues?

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