This point is aligned with the “always be learning and improving” lesson. Just as you want to constantly seek personal growth and expansion of your horizons, it is critical that you encourage your employees and associates to grow as well. If they stagnate, they will quickly suffer from the same fate you risk when you don’t constantly improve yourself – irrelevance and ineffectiveness. This is not an argument for sending people on senseless boondoggle training sessions. Rather it is an argument to be proactive in helping your employees find ways to constantly grow and network, and support them when they bring you ideas in this area. I know what you’re thinking – “I’ll pay to get them trained then they’ll take off to the competition, or they’ll start their own venture”. This is a risk, of course, but the reality is that you also face this risk (probably to an even greater degree), if you don’t support and encourage growth in your employees. Handle these risks in a non-compete agreement at the front-end of the relationship, not by failing to provide support and growth opportunities once you’ve chosen to make someone part of your team..
