Rule #8: If You’re Not Growing, You’re Fading

Let’s get one thing straight—this isn't about the Peter Principle. I'm not suggesting we promote people until they hit their level of incompetence. That’s a losing strategy. I’m advocating for what I call the Curt Principle:

Team members with the talent to take on bigger or better roles should be promoted as soon as they’re ready.

Not when it’s convenient. Not after three more annual reviews. As soon as they’re ready.

If you're a great leader, you're going to attract high performers. And guess what? Those high performers? They’re not sticking around forever. They're built for growth, challenge, and movement. Your job is to prepare them, not hoard them.

So What About the Steady Pros?

You might be thinking, “What about the team members who don’t want to move up the ladder?” You mean the ones who show up every day, keep everything running smoothly, and can be counted on without fail?

They deserve recognition too.

Promotion isn’t always about a new title or more responsibility. Sometimes it’s about amplifying their value—acknowledging their contributions, putting them forward, giving them visibility. We'll go deeper into that in Steps 15 and 19. But make no mistake: growth and recognition apply to everyone, not just the aspiring leaders.

---

Rule #8: Every Team Member Gets a Personal Development Plan

A strong leader ensures every person on their team has a development plan—and that it’s actually in motion.

Why? Because if we’re not growing, we’re shrinking. Period.

Every person on your team has untapped potential. None of us will ever reach the full limit of what we’re capable of—and that’s what makes growth essential. Whether the next step is a leadership role, a lateral move, or learning a new skill outside the office, growth is still growth.

Yes, you read that right—outside the office.

Some of the best development goals aren’t career-related at all. We’ll get into why personal, non-work goals make you a better leader and teammate in Step 13. Spoiler alert: work-life alignment isn’t just trendy, it’s powerful.

---

ACTION ITEM 8

Block time this week to meet one-on-one with every member of your team. Ask them:

• What do you want to learn?

• Where do you want to grow?

• What’s one goal—personal or professional—that excites you?

Document it. Build their plan. Commit to it. Growth is not a side project—it’s part of your leadership DNA.