When you withhold something from someone which will cause them to improve, you are more interested in yourself than the other person. You are more concerned with your own comfort than their improvement. It’s not easy pointing out a blind spot in another person. Scripture even says for us to remove the log from our eye before we point out the splinter in another’s.
But when you are leading an organization and one of your staff, for example, is not exemplifying the values of your team, it’s not the time to withhold. You only preserve a false sense of internal peace while letting the person continue to operate in their self-destructive manner. You will see your inner “peace” melt away over time and what could have been addressed at a smaller stage will now be a much larger issue to deal with.
Great leaders keep the well-being of their followers top of mind. For the most part, that mindset translates to behaviors such as encouragement and celebration for work well done. However, it sometimes requires confrontation. Improving those you lead isn’t always rosy and easy. Sometimes it requires courage.
But when you confront from the mindset of genuine improvement, you are much better off in the long run. If you’re all about making others better, and an opportunity to confront presents itself, it’s time to confront – not withhold.