We explore some of the mistakes that sales managers often make when it comes to career development with their teams and how to avoid them. Many managers feel overwhelmed by their day-to-day responsibilities and struggle to find the time for career development, but neglecting it can lead to missed opportunities for both the team and the organization. Mistake #1: Not Engaging in Career Development The first and most common mistake is not doing any career development at all. Career development involves working with team members to enhance their skills and competencies, either to excel in their current roles or to prepare them for future leadership positions within or outside the company. We recommend focusing your efforts on the top half of your team’s performance bell curve. Scheduling career development discussions at least twice a year, aligned with mid-year and annual reviews. Mistake #2: Vague Discussions Without Follow-Up The second mistake is having vague career development discussions that lack structure or follow-up. It’s not enough to simply mention career development in passing; you need a concrete plan. A structured approach, such as a three-step career development process, can be invaluable. This process involves your team members identifying areas they want to develop, followed by a collaborative discussion on the actions they need to take. Importantly, the responsibility for these actions should lie with the team member, while you provide guidance and support. Mistake #3: Relying on Passive Resources The third mistake is thinking that sending a team member a link to an article or a resource is sufficient for their career development. While resources can be helpful, real growth comes from active development opportunities. One effective method is assigning “bubble assignments,” where a team member works on a cross-functional project or takes on additional responsibilities within another department or sales group. This not only broadens their experience but also prepares them for more advanced roles. Another strategy is pairing team members with mentors within the organization. For instance, if a team member shows an interest in another field, like marketing, you can facilitate a mentoring relationship with a leader in that department. Finally, giving team members leadership opportunities—such as leading meetings, representing you in discussions, or facilitating broader team activities—allows them to step into roles that challenge them and build their leadership capabilities. To help you get started, we have two free resources: a tool to plot your team’s performance bell curve and a three-step career development plan. These tools can make it easier to implement effective career development practices within your team, ensuring that you’re building a stronger, more capable sales force. To grab these free resources, go to https://www.illuminatesalesconsulting.com/podcast/18 For more resources and support, visit illuminatesalesconsulting.com. Thanks for joining today’s episode, and keep empowering your team to grow!