As he was sharing "third party negative feedback" with me regarding my direct, my peer also mentioned he had already shared his perspective on my direct's "performance issues" with HIS manager (the CTO, who determines promotions/increases for everyone, including my direct, as one of two leaders of our small company.)
I don't agree it's a performance issue (he couldn't give behavior and he didn't set deadlines/expectations, give feedback, etc.). I believe it's a miscommunication issue based on all the questions I asked my peer and my relationship/conversation with my direct.I encouraged them individually to talk to each other, set deadlines, expectations, etc.
Do I ignore the garbage my peer shared with HIS direct about MY direct (to my dotted line manager?) OR
Do I mention to my dotted-line manager that I believe the challenges between peer and direct are miscommunication and NOT performance?