EP. 155: Ending Workplace Triangulation: How to Foster Direct, Honest Communication

Triangulation damages trust, weakens relationships, and prevents healthcare teams from addressing problems directly.

In this solo episode, Dr. Renee Thompson explains how triangulation occurs when someone complains about a coworker without first speaking directly to that person. She explores why employees avoid difficult conversations, including fear of retaliation, concern about damaging relationships, and a lack of assertive communication skills. Renee also shares practical scripts leaders can use to interrupt triangulation, encourage peer-to-peer communication, and coach employees through workplace concerns. She emphasizes that addressing triangulation is essential for strengthening psychological safety, teamwork, and patient care.

Tune in to learn how to stop workplace triangulation and build a culture of honest, respectful communication!

About Dr. Renee Thompson:

Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams.

Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy.

What You’ll Learn In This Episode:

• Triangulation occurs when someone discusses a concern with a third party instead of speaking directly with the person involved, often leading to gossip, mistrust, and damaged relationships.

• Employees may avoid direct conversations because they fear retaliation, do not want to hurt someone’s feelings, or lack the skills to communicate assertively.

• Leaders can interrupt triangulation by asking whether the employee has addressed the concern directly and helping them prepare for the conversation.

• Peer-to-peer communication should be the default approach, with leaders involved only when direct efforts are unsuccessful or when the situation requires formal action.

• Teaching assertive communication helps employees address concerns with honesty and respect, strengthening psychological safety, engagement, teamwork, and patient care.

Links & Resources:

• Connect with and follow Dr. Renee Thompson on LinkedIn.

• Learn more about the Healthy Workforce Institute on their LinkedIn and website.

• Learn more about the Framework here!

• Learn the 33 Scripts to Address Disruptive Behavior here!

• Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here!

• Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here.

• Learn more about the Eradicating Bullying & Incivility eLearning Program here!

Have a question for Renee?

Email us at wecare@healthyworkforceinstitute.com to have your leadership question featured in an upcoming Q&A episode!

Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases.

Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.