Rethinking Gossip in Academic Libraries

Gossip has a bad reputation—and often for good reason. In academic libraries, as in any workplace, gossip can fracture teams, erode trust, and perpetuate bias. As we explored in our earlier blog post, Gossip in Organizations: How Bad Is It?, informal communication isn’t inherently negative—it becomes harmful when driven by exclusion, power struggles, or poor communication structures. And as Fear as a Powerful Motivator for Gossip in Academic Libraries: Insights from Corey Robin points out, gossip often thrives where fear silences more direct conversations. But that’s not the whole story.

At Inclusive Knowledge Solutions, we believe in reframing complexity. Not all gossip is harmful. In fact, when approached with intention and curiosity, informal talk can foster connection, reveal shared values, and even spark collaboration across departments and institutions.

Where the Real Conversations Happen

Much of the day-to-day knowledge exchange in academic libraries doesn’t happen in formal meetings or committee reports. It happens in the hallways, the break rooms, the side chats at conferences, or increasingly, in group texts, Slack messages, and Twitter threads. These informal conversations can serve as a powerful backchannel—surfacing needs, spotlighting innovation, and creating a sense of shared experience. This is where good gossip lives.

“Did you hear their library just rolled out a new research workflow with AI tools?”
“I heard they stopped buying textbooks and went all in on OER.”
“People say their director is a generous mentor—they just got funding for a community archive project.”

Rather than dismiss these comments, we can listen for what they represent: excitement, admiration, or a desire to do something similar. And that’s where the opportunity begins.

When Good Gossip Leads to Collaboration

Informal admiration often precedes formal partnerships. When we hear consistent chatter about another institution’s work—or the people behind it—that’s a signal. The key is knowing how to use that signal to spark collaboration with the people being talked about.

When you hear about someone doing meaningful work, don’t stop at “That’s interesting.” Reach out. Initiate a conversation. Ask for a virtual coffee chat to learn more. Consider saying, “We’ve been hearing great things about your instructional design efforts—could we chat about what’s worked for you?”

Most gossip is about someone—not with them. Flip that script. Invite the person into the dialogue. Let them share their work on their terms, and explore how your libraries might collaborate. Even a simple act—inviting them to co-present, co-author, or join a community of practice—can help transform passive admiration into active relationship-building.

If you hear positive stories about someone’s leadership, mentorship, or innovation, say it to them directly. Praise builds bridges. And positive gossip, when affirmed, builds trust faster than most formal recognition systems. Starting a meeting or email with “I just want to share that someone from another institution told me how much they appreciate your work” shifts the tone and strengthens connection.

Gossip About Character: The Risk and the Reward

While gossip about programs and policies can lead to collaboration, gossip about a person’s character operates on a more intimate level. And it’s much more complicated.

Let’s start with the hard truth: negative character gossip—comments like “She’s difficult to work with” or “He’s always late”—can deeply damage workplace relationships and reputations. It’s especially harmful in academic libraries where teams are small and roles are deeply interconnected. These kinds of remarks, even when whispered, can influence hiring decisions, project invitations, or who gets informal support.

Character gossip is often a proxy for something else: frustration with unclear roles, broken trust, or systemic inequities that haven’t been addressed directly. And for those from marginalized backgrounds, character-based gossip can echo harmful stereotypes under the guise of concern or fit.

If your library has a culture where character gossip is common, it’s time to ask what isn’t being said out loud. What’s being ignored or minimized? What’s being allowed to fester? Character gossip thrives when feedback systems are weak and when accountability isn’t equitably distributed.

Character Gossip That Builds Up, Not Down

But there’s another side, too. Not all character gossip tears people down. Sometimes, it lifts them up.

“She really listens.”
“He has your back no matter what.”
“They’re someone you can trust with anything.”

These stories carry emotional weight. They influence who gets trusted, who gets approached for collaboration, and who becomes a quiet leader even without a formal title. In a profession rooted in service, mentorship, and relational work, these comments matter. They build psychological safety. They make people feel seen.

These personal endorsements can travel between institutions and serve as unexpected networking bridges. A single comment—“I’ve heard such great things about how they lead their team”—might be the catalyst for reaching out, collaborating on a grant, or inviting someone to speak at a conference.

As library leaders, we can model the culture we want to see by sharing stories of colleagues who embody our values. Celebrate not just outcomes, but how people achieve them—with empathy, creativity, and integrity. Let positive character gossip be part of how we build a resilient and emotionally intelligent organizational culture.

Gossip as Organizational Feedback

At its core, gossip is about what an organization pays attention to—and what it leaves unsaid. Rather than simply managing gossip or trying to stamp it out, academic library leaders can treat it as a cultural feedback loop.

When we listen closely, we begin to understand what’s surfacing informally that might not have a space to be expressed formally. If people are talking, what are they trying to process? What aren’t we addressing directly?

Tell Better Stories, Together

Gossip will always exist. The question is whether we let it divide us—or use it to understand what matters most to our people. Let’s choose to amplify the stories that inspire collaboration, connection, and care. Let’s turn informal conversations into intentional relationships. And let’s ensure that the culture of academic librarianship is shaped not just by what we whisper, but by how we show up—with integrity, transparency, and generosity.