Excited doesn’t even begin to cover it. Can’t wait to share more once these features go live!

For me personally, this ties right into a big revamp of our Account Management curriculum at Absorb. While I’ve focused mostly on new logos, we’re putting more structure and process around working with existing customers.

Imagine the insights for product marketing, account management, and team strategy. Game-changing. And then there’s Top Themes. It surfaces patterns across conversations (like which competitors come up most) so you can spot trends faster and make smarter decisions.

Couldn't agree more, Adam! Real leadership shows up in the pauses, the questions asked, and the voices elevated. Sometimes the quietest person in the room has the clearest insight, and it’s the leader’s job to make sure it’s heard.

The thing I keep coming back to is this: tools like this don’t replace good sales work, they amplify it. They give structure to strategy. I'm curious how you make operational clarity a habit in your team!

And the best part is, they're still working on improving it, so it'll only get better! For the certification, we built an internal use case using the tool. It forces you to think about how to apply this in real life, which is what makes it so powerful.

Yes! I love this approach. It's so much easier to get buy-in when it’s about exploring a hypothesis instead of presenting a “big strategy.” It makes learning and adapting part of the project itself!

This is so important, Scott. Even the most talent people have limits, so if you want to have the greatest possible impact, you have to look beyond yourself. I think some people are afraid to bring in people who might be better than them, but that fear holds back your impact potential.

You're so right, Amy. Product management has become far more complex and strategic over time, and leaders have had to adapt accordingly.

Because it’s one thing for me to train and say, “Here’s how this tool can help you.” It’s another thing when peers show up and say, “Here’s how it actually helped me.” That’s where mentoring naturally started to weave into the process. And honestly, that peer-to-peer piece has been essential.

What made the difference was a handful of internal champions. The reps who said, “Hey, listen to this call,” or “Anyone want to help me break this down?” or “I tried something new—check it out.” During my weekly trainings, I started inviting those people to share what they were doing with Gong.

So true. The difference is night and day. Real leaders create space for people to grow. The best teams I’ve seen thrive because they’re supported, not controlled. Empowerment always outperforms fear.

This hits. 😅 Being reliable is great until it turns into a reflex. I’ve had to remind myself that stepping back isn’t letting people down; it’s making space for them to step up. Boundaries are a skill, too!

And honestly, the part I’m most proud of was how intentional everyone was about making the former Together folks feel like Absorbers from day one... no “us vs. them,” no waiting period, no awkward in-between stage. Because culture breaks fast when people feel like outsiders!

That level of openness built trust, but it also reminded me of something I think we forget: transparency isn’t about having all the information. It’s about making sure people feel included in the process.