They haven’t quit, but they haven't stepped forward, either. That’s the trap of silent attrition.
It shows up in missed targets, half-hearted meetings, and once-promising people who now feel like they’re just surviving instead of advancing in their careers. Don't wait for it to show up in exit interviews or resignation emails!
Here’s the good news: Summer is your best shot to fix it.
When the sales cycle slows, when buyers are harder to reach, and when travel schedules scatter the team, you have a window to re-engage your future leaders.
Who Are Your High Potentials?
They’re the up-and-comers. The ones who used to lean in. The team members who show flashes of leadership, hunger, or grit, but who may be coasting right now.
Future partners. Rising sellers. Emerging managers.
They’re not disengaged because they don’t care. They’re disengaged because no one’s asked them to level up. You haven't given them the expectation of advancement or success if they do.
Summer Isn’t a Break—It’s the Opening of Summer Camp
Most firms treat summer like an off-season. We treat it like training camp.
This is your chance to:
Reset expectations: What does good look like for this role, at this level, in this quarter?
Align responsibilities: Are we clear on what’s required to grow into that next position?
Set goals that matter: Short-term metrics are fine. But real growth comes from stretch goals with support.
If your high potentials don’t know what success looks like beyond their number, don’t be surprised when they plateau.
Three Summer Professional Development Investments That Pay Off in Q4
Coaching Conversations with Real Teeth - Skip the generic check-ins. Use a pre-call planner or leadership development track to talk about:
Where they’re showing up strong
Where they’re falling short
What habits or mindsets need to shift to get to the next level
Coaching isn’t just encouragement. It’s accountability plus development.
Upskill with Purpose - Don’t send them to another one-size-fits-all workshop. Give them tailored reinforcement around:
Sandler sales concepts like Up-Front Contracts, Questioning Skills, and Building Rapport
How to run meetings, coach peers, and influence internally
When you treat people like future leaders, they start acting like it.
Create Small Wins with Strategic Projects - Assign a leadership task: run a peer coaching huddle, build a mini playbook, audit the handoff between sales and client success. These aren’t busywork tasks. They’re accelerators with real impact on the business.
Accountability Is the Difference Maker
High potentials don’t want more freedom. They want more clarity. Give them:
Specific goals
Timelines
Direct feedback
And then hold them to it.
At Next Level, we coach leaders to drive accountability not with pressure, but with partnership. "Here’s what I see in you. Here’s what this role requires. Let’s talk about the gap and how we close it."
Re-Engagement Is True Leadership
Please don't wait until it’s too late. The best time to re-engage your talent is when things are quiet. That’s when real development has the time to take hold.
Use this summer to identify, develop, and invest in your high potentials. Because the people you grow now are the ones who will deliver when it counts.
Poor leaders fire and rehire or settle for mediocre results from once top performers. True leaders take action to re-engage, reward, and develop high potentials.
If you need help, let's chat.
