Middle management (CSMs and CSDs) in the sales organization is underwhelming. The candidacy for Management Development Program requires significant overhaul. Favoritism is prevalent, with little accountability, and internal talent development, especially from the CTA pool. There are a lot of talented, and high performing CTAs leaving because Managers don't have a clear succession plan or a bench of candidates or they already have someone in mind (probably a Surgeon's nephew)... High-potential reps who don't conform to the BS are often assigned challenging accounts without adequate support, under the guise of "growth opportunities," which is more like exploitation.
Merit-based advancement? Nop, the process here is compromised, and frankly, a farce, as quotas are adjusted to favor certain individuals for promotion. If you are close with your Director, you'll be fast tracked for promotion. There have been many now CSMs who have no business being a people leader, but since they are great politicians, they will get all the exemptions to the policies. Nepotism is a concern, with promotions influenced more by connections than by qualifications or performance (but they will never admit this because self awareness is a skill most of the CSMs and CSDs do not have). If you're not part of the preferred circle, progressing here can be challenging...
