You have a great team! Routine things work smoothly and challenges are handled. There are occasional blips to 
manage, but overall, its business as usual. Great!
This is not the time to coast. Its the very best time to build your team’s bench strength.
How well do you know each person on your team? Do you know what their goals and aspirations are? Do you know what is important to them both as a person and as a team member. Ask each of them, “Who and what do you want to become?” Give them a heads up for this to be a topic on your next tag-up. Ask them what types of opportunities they’d like.
Provide your perspective on their specific career enhancing options. If your organization has outlined competencies, you can use those as a starting point.
Help them create an Individual Development Plan (IDP) to serve as a roadmap for you and themselves. Activities to enhance or gain new skills aren’t limited to formal training or academic programs. Short-term projects, job shadowing, mentors, cross-training, communities of practice are just a few zero-low budget opportunities. Remember to ask them to think about who they could talk with and what activities would be help to enhance their value to your team and the organization.
Check in 1:1 more than once a year. Life and work changes quickly.
At least quarterly, update your team on the State of the Organization from your perspective. Show them explicitly how their day-to-day, and project work, relates directly to the organization’s strategy and mission. Help them connect the dots by describing the value of their skills and contributions to your customers/client.
Keep an ear open for people moving or new projects in other departments. Not only might you learn of an opportunity to trade a team member (short or long term), you might just find an opportunity for yourself!
Career Conversations with your team will earn you points for being the “best boss ever!”