Each week, Dr Kirstin Ferguson tackles questions on workplace, career and leadership in her advice column Got a Minute? This week: tone-deaf leadership, a boss taking all the credit and shutting down rumours.

Our senior executive team recently held a planning event offsite at a five-star resort. They posted photos on LinkedIn of themselves in branded polo shirts doing trust falls, sunset yoga and toasting with champagne “to a great year ahead”. Back at the office, half the staff were on a pay freeze and still covering vacancies from the last restructure. Morale tanked overnight – and it was already really low. I understand leaders need to get together to plan and bond, but when does team building cross the line into tone-deaf poor leadership? Should we have to just suck it up?

It sounds like this team-building event, or more specifically the public advertising of it and what went on, crossed the line into tone-deaf poor leadership. Senior leadership teams need to get together from time to time to set strategies, build relationships and plan. But rubbing that in the face of employees when everyone is doing it tough is not a great look.

I can understand why you would all be feeling annoyed, but I wonder how much of it is about the yoga and champagne itself? My guess is that the way you have been treated of late – the pay freeze, covering vacancies – is far more challenging to deal with. It may be worth you and your team members speaking to your boss – not about the LinkedIn post (that will minimise the genuine feedback you have to pass on), but about how your team is struggling day to day. You are well within your rights to ask about the plans for the coming year. Ask if there is any change to the pay freeze coming and whether the vacancies can be filled. Explain the impact both these factors is having on you all not just in completing your jobs but in the way you feel about working for the company.

I led a major client project. My boss presented it to the board and he took all the glory, tossing me a quick “thanks to the team”. I am so disappointed and angry about it, but I also need him for my promotion. How can I go about being recognised without getting my boss offside?

It is a shame your boss felt he could not share the glory with everyone when he spoke to your board. I know from sitting in board meetings, it is always much more impressive to see a humble leader passing on the glory to others rather than holding on to it themselves. That said, while I understand your frustration, I think you will need to play the long game. Others in the business will know your boss did not lead this project on his own and those in the right places will know how it all unfolded. It may take a while, but your time will come. You can try to hasten that by asking to help present to the board next time the opportunity arises. Most boards are eager to hear from different people in the organisation to be exposed to as many leaders, and potential successors, as possible.

If you ultimately feel you are unable to make headway and are likely to remain under the shadow of a boss who won’t share the limelight, it may be time to move to an organisation where you will be encouraged to shine. My first instinct is to tell you to hang on. Eventually, the real stars rise to the top.

A rumour is spreading that someone in our team is about to be made redundant. I know who started it — and that it’s false — but the anxiety is tanking morale. Do I call out the gossip or let it burn itself out?

If you are positive, absolutely positive, the rumour is untrue (this is not the sort of thing you want to get wrong), I think you call it out as soon as possible. Make sure the person who made it up knows you know what they did, and either ask them to correct the rumour or let them know you will. What an immature and stupid rumour to start. The only thing that kind of story does is to stress everyone out and for absolutely no gain. In terms of people in your team feeling anxious, you can quite openly and honestly reassure anyone who mentions it that this is one bad news story that is not true.

To submit a question about work, careers or leadership, visit kirstinferguson.com/ask. You will not be asked to provide your name or any identifying information. Letters may be edited.

Make the most of your health, relationships, fitness and nutrition with our Live Well newsletter. Get it in your inbox every Monday.