Leadership is a delicate balance between nurturing the growth and potential of individuals and making tough decisions for the greater good of the team and organisation. 

As a leader who values leading with heart, I've often found myself grappling with the question of when this approach may unintentionally become heartless. 

One such dilemma revolves around employees who, while wonderful individuals and positive contributors to the team's culture, may not be in roles that align with their strengths and abilities. It's a tough situation to navigate. You don't want to let go of someone who brings positivity and camaraderie to the workplace, yet you also need to ensure that each member is contributing effectively to the team's goals. 

So, how long should you keep an employee in a role that isn't the right fit? I've learned that the answer lies in a delicate balance. It's essential to provide individuals with opportunities to learn, grow, and adapt to new challenges. Offering chances to develop skills and improve performance is an integral part of leading with heart. However, there comes a point where repeated chances may not only hinder their own growth but also impede the progress of the team as a whole. 

Letting people go early can be seen as heartless, but keeping individuals in roles beyond their expiry date can be equally detrimental. 

As a leader, it's our responsibility to evaluate this balance regularly. Engage in open, honest conversations with the individual, provide feedback, and offer support for improvement. 

When all efforts to help them thrive in their current role have been exhausted, it might be time to explore other opportunities either within the organisation or, in some cases, consider parting ways with kindness and respect. 

This is where the struggle intensifies for me! 

As a leader, you must make these tough decisions, and they are rarely easy. You must consider not only the individual but also the team and the organisation's goals. It's a juggling act of emotions, empathy, and strategic thinking.  

Sometimes, the most compassionate action is to let someone move on to a role better suited to their skills and passions. In such cases, you're providing them with a chance to flourish elsewhere. And, by doing so, you're safeguarding the harmony and productivity of the team. 

So, is letting people go early heartless? No, it's a responsible and, in its own way, a caring decision if what you’re looking for isn’t being met. It's the acknowledgment that each individual's potential is unique, and sometimes the most compassionate act is to help them find where they truly shine. 

In the ever-evolving world of leadership, where the heart meets the head, the struggle is real. But by walking this path with a balance of empathy and determination, we can lead with our hearts while still driving our organisations toward success.

It's a challenging journey, but one that defines not just a leader's character, but the culture and future of the entire team.