►
Description
Discussed the following topics:
1. Sales Manager Slack Channel & Google Group alignment
2. 2HFY21 GitLab ENT & COMM Sales Enablement Priorities
3. New Field Enablement Request Process (https://about.gitlab.com/handbook/sales/field-operations/field-enablement/#making-a-field-enablement-request)
Notes doc: http://bit.ly/2MWYqxp (GitLab internal only)
A
All
right,
thanks
again
for
joining
us
today,
we've
got
a
few
items
on
the
agenda.
We're
going
to
kick
off
with
monica's
going
to
walk
through.
You
can
see
in
the
agenda
around
slack
channels
and
google
group
alignment,
then
we'll
go
into
sharing
our
second
half
get
lab
field
enablement
priorities
to
review
some
slides.
We
recently
shared
with
the
cro
leadership
team
and
then
also
just
a
brief
overview
of
a
new
process
for
how
make
it
even
easier
to
submit
requests
for
field
enablement
needs
requirements
that
you
have
so
monica.
B
B
All
right,
so
here
is
the
basically.
What
I
wanted
to
walk
out
through
today
was
a
proposal
to
map
our
slack
channels
and
google
group
naming
and
attendance
conventions
a
little
bit
closer
together.
So
the
problem
being,
as
many
of
you
know,
right
now,
there's
no
standardization
across
like
how
we
name
channels
for
managers
who's
in
them
when
we're
talking
about
like
across
slack
and
across
google
groups,
which
are
effectively
email
distributions.
B
So
basically,
this
effort
is
to
again
drive
some
standardization
across
those,
so
it
makes
it
a
little
bit
more
intuitive
to
use
you
know
the
sales
manager,
slack
channel
and
the
sales
manager
email
distribution
list.
You
know
who
you're
getting
mostly
when
using
those,
so
I
won't
walk
y'all
through
all
of
this.
I
welcome
you
to
kind
of
walk
through
this
issue
and
look
through
it
a
little
bit
closer,
but
I
wanted
to
walk
you
through
the
changes
briefly
today
and
you
know
just
vet
your
feedback.
B
Your
opinions
make
sure
that
you
thought
this
was
a
good
change,
a
good
iteration
and
not
adding
too
much
onto
your
teams.
The
hope
is
that
it
drives
some
more
clarity
again
in
communicating
with
managers
specifically
so
quickly.
The
proposed
changes
we're
essentially
going
to
add
more
google
groups.
B
To
consolidate
and
refactor
some
of
the
existing
slack
channels
that
exist
for
managers
and
we're
going
to
add
a
few
new
ones
again
so
that
we
hit
those
levels
and
I'll
walk
you
through
those
in
a
second
one
of
the
bigger
changes
is
I'd
like
to
propose
basically
creating
slack
groups.
So
if
y'all
aren't
familiar
or
as
familiar
with
slack
groups,
that's
effectively
a
good
way
to
add
mention
a
group
of
people
with
within
slack
sorry
about
that
make
sure
my
y'all
can
still
hear
me,
yep.
Okay,
sorry
about
that.
B
So
it's
effectively
a
good
way
to
mention
a
certain
group
of
people
within
slack.
So
right
now
we
have,
I
believe,
a
at
sales
leaders,
but
it's
not
up
to
date.
It
doesn't
actually
mention
the
sales
leaders.
We
don't
define
like
what
does
sales
leaders
mean,
asms
and
above
who?
Is
that
so
we're
adding
a
few
more
of
those,
and
it
is
effectively
a
way
to
cc
a
group
of
people
within
slack
and
make
communications
a
little
bit
easier.
B
I
think
the
guy
with
that
is
like
we
want
to
make
sure
that
those
aren't
overused
yeah
here
mentioned
for
those
groups
of
people,
so
we
want
to
set
real
clear
parameters
around
and
when
the
those
when
those
are
not
used
and
then
all
with
katie,
to
actually
standardize
this
this
process
moving
forward.
Add
it
to
access
requests
so
that
it's
a
manual.
It's
not
a
manual.
B
And
much
room
for
error,
obviously
we'll
add
guidance
to
the
handbook,
telling
people
again
how
to
use
these
channels.
Everything
like
that,
so
consolidating
all
those
channels.
This
is
what
essentially,
the
proposed
landscape
would
look
like.
So
we
are
google
groups
here,
you'll
see.
This
is
where
the
bulk
of
the
change
is.
Where
you
see
these
new
groups
and
you
can
kind
of
see
the
attendance
in
those,
so
we
have
sales
leaders,
we
also
have
an
equivalent
match
for
cs
leaders
and
then
we
kind
of
go
down
the
group.
B
We
have
managers
cs
managers,
all
of
that
slack
channels.
It
doesn't
change
too
much.
I
want
to
slightly
rename
our
leadership
channel
to
skills
leaders
just
again
to
keep
standardization
you'll
see
like
the
name
conventions
are
the
same
all
the
way
down.
The
the
main
thing
here
that
I
want
to
point
out
is
field
manager.
B
We've
had
multiple
instances
now
come
up
in
the
business
where
we
want
to
give
managers
and
above
a
heads
up
on
some
kind
of
news,
that's
coming
out
or
something
that
they
need
to
prepare
their
teams
for,
and
there's
not
really
an
effective
and
efficient
way
to
do
that.
So
this
would
have
solved
that
problem
without
adding
yet
another
channel,
just
repurposing
one
that
already
exists
and
then
moving
down
into
slot
groups
again.
This
is
a
big,
pretty
big
change
here.
B
There's
not
a
lot
of
these
slackers
now,
but
you
can
see
you
know
what
these
groups
would
be.
Who
would
be
in
them?
And
so
you
know,
if
I
needed
to
get
a
hold
of
you
know
only
enterprise
managers
for
something
I
could
say
you
know,
leave
a
message
and
say
at
enterprise
managers
and
everyone
in
that
group
would
get
a
ping
again
effectively
seeing
that
one
slack.
So
that
was
a
quick
run
through.
I
didn't
want
to
take
up
too
much
time
going
through
you're
welcome
to
look
through
the
issue.
B
B
Yes,
that's
a
good,
that's
a
good
point.
That
is,
I
need
to
do
that
and
thank
you
for
reminding
me
so
and
ryan.
Let's
talk
through
this
a
little
bit
here
too,
because
what
I
mean
when
I
say
field
in
my
head:
it's
sales
and
cs.
So
when
we
say
let
me
share
my
screen
again
so
here
when
we
say
field
managers
like
in
this
slack
channel,
so
this
would
be
field
manager,
so
this
would
be
managers
across
sales
in
cs.
B
C
Yeah,
I
just
would,
if
we
had
that
definition,
I
think
that
helps
and
then
I
think,
there's
probably
some
room.
I
know
this
is
cross-departmental
to
have
where
it's
frontline
managers,
including
sdr
managers,
if
you
think
about
like
enterprise,
sdrs
and
very
good,
I
think
there's
probably
something
in
there
somewhere.
B
D
There
aren't
questions
about
slack.
I
have
a
tangential
question,
so
I
see
you're
starting
to
leverage
google
groups
and
what
we're
running
into
in
public
sector
is
some
access
controls
around
the
g
drive
and
what
it
is
telling
us
is.
We
should
be
using
shared
drives
and
they
can
be
managed
with
google
groups
and
I'm
just
curious
if
that's
come
on
to
your
radar
at
all.
If
that's
something
you're
looking
at
as
well.
B
That's
an
interesting
point:
it
hasn't
come
across
across
my
radar,
but
I'd
be
happy
to
to
look
into
it
and
see
if
that's
something
that
we
need
to
kind
of
standardize
at
a
wider
level.
So
if
you
want
jim,
we
can
take
it
offline
and
connect
on
that.
I'd
be
happy
to
to
build
some
standardization
into
that
as
well.
A
B
Yep
yeah
and
david
sorry,
one
one
more
comment.
I
just
say
that
since
you
know,
if
y'all
do
have
any
more
feedback,
yes,
please
leave
it
in
the
issue.
I'm
gonna
start
activating
on
this
and
getting
it
going
with
katie
just
getting
these
groups
kind
of
created,
and
so
you
might
see
some
movement
and
slack
channels
and
things
change.
B
So
if
you
have
any
feedback
or
if
we
do
these
changes
and
you're
like
this,
didn't
really
help
or
it
kind
of
hurt
in
this
regard,
like
please
keep
the
feedback
coming
and
let
me
know
the
idea
is
that
this
makes
the
communication
process
much
easier
and
doesn't
add
it
shouldn't
add
any
additional
burden.
It
should
lift
burden,
in
fact,
so
just
please
keep
the
feedback
coming.
A
A
All
right,
I'm
going
to
share
my
screen
and,
as
I
mentioned,
this
is
a
few
slides
that
we
shared
with
mcbee
and
team
recently
and
knowing
that
look,
there's
a
real
capacity
constraint.
We
talk
about
training,
we
want
your
teams
engaging
with
customers
right
and
selling,
and
so
we
need
to
make
sure
we're
not
over
indexing
on
too
many.
You
know
two
burdens
burdensome
of
a
request
for
time
to
sales
training.
A
That
said,
we
are
committed
and
we
look
at
what
should
be
the
commitment
we
believe
and
mcbee
is
on
board
with
this,
as
well
as
saying
about
two
and
a
half
percent
of
your
time,
devoted
to
the
individual
contributors
time,
on
average,
devoted
towards
investing
in
professional
development
and
growth
that
two
and
a
half
percent
is
about
one
hour
a
week.
Now
it's
not
always
going
to
be
exactly
one
hour
a
week.
A
What
are
the
skill
gaps
and
the
behavior
gaps
to
close
that
will
help
drive
desired
results?
Second,
third
are
also
important,
but
it's
around.
We
want
folks
to
you,
know,
want
intrinsically
to
invest
the
time
in
developing
themselves,
not
something
that
you
know
it's
because
ryan
said
you
had
to
right
or
mcbee,
or
us
said
you
had
to
so
we
want.
A
So
we
look
at
you
know
all
the
requests
that
do
come
in
it's
a
lot
right
and-
and
we
know
again
back
to
those
those
capacity
and
creation
or
content
creation
constraints.
We
can't
do
all
of
these
things.
We
certainly
can't
do
all
of
these
things.
Well,
so
it
again,
it
goes
back
to
what
are
the
things
we
really
want
to
focus
on
to
drive
desired
results
for
you
and
your
teams.
So
these
are
just
a
sampling
of
some
of
the
myriad
of
requests
right
that
we
get
that
we
look
at.
A
A
A
This
quarter
to
help
finalize
and
inform
those
and
then
also
there's
a
mcb
request
of
of
doing
a
lightweight
assessment
to
test
our
knowledge
in
the
field
of
product
features
tiers
and
how
that
aligns
to
use
cases
so
in
the
process
of
working
with
the
product
marketing
team
to
build
that
out
and
always
continue
to
operationalize
command
of
the
message
in
medpak.
So
I
didn't
mean
to
read
this
so
then,
in
the
in
terms
of
tier
two
right
there.
A
We
also
know
that
there
are
certain
things
that
are
super
important
to
ryan
and
the
commercial
sales
team.
Likewise
for
the
enterprise
team
and
the
others
you
see
represented
here.
So
these
are
some
of
the
additional
priorities
that
each
of
the
different
teams
have
determined
like.
These
are
also
areas
of
focus
for
for
this
quarter
and
then
last
but
not
least,
at
the
bottom.
A
There
are
some
additional
things
that
we're
working
on
that
do,
require
effort
and
focus
that
aren't
necessarily
in
those
you
know
top
buckets,
but
things
like
you
know,
weekly
meetings
to
to
implement
our
learning
experience
platform,
scope,
planning
we're
already
in
the
throes
of
that.
So
a
number
of
things
listed
there.
A
A
F
Oh,
thank
you
david.
Looking
at
this
for
the
current
quarter,
we've
got
the
following
enablement
activities
coming
up,
we've
got
three
lunch
and
learns.
This
is
specifically
directed
toward
emea,
I'm
working
with
robbie
byrne
on
those
right
now
we're
going
to
launch
the
first
one
tomorrow
morning
and
it's
going
to
be
the
command
of
the
message.
F
So
that's
kind
of
how
we're
saving
time
with
the
field
where
the
lunch
and
learns
are
seem
to
be
highly
beneficial
to
them.
It's
something
they
really
like
to
use
as
a
way
to
consume
training,
content
and
kind
of
get
tactical
strategies
and
ways
to
apply
it
very
quickly
and
use
it.
Secondly,
we've
got
the
devsecops
use
course
case
course
running
currently
so
right
now
we're
at
about
70.
F
Seventy
78
people
78
have
run
through
it
are
going
through
it.
We
have
about
30
completion
for
our
enterprise
sales
currently
and
that's
going
to
wrap
up
at
the
end
of
september
and
then,
after
that,
we're
also
this
week
we're
going
to
launch
the
first
alpha
course
of
applying
devops,
of
course,
and
that's
going
to
be
a
combined
e-learning
and
then
also
a
practice
pitching
exercise
built
in
and
that's
in
order
to
get
it
ready
for
formal
delivery
in
november.
G
H
H
My
hope
and
the
cadence
that
I
would
love
to
create
in
a
perfect
world
is
two
weeks
to
take
a
course
two
weeks
to
practice
and
then,
following
that,
some
sort
of
reinforcement
and
incentivization
we'll
see
how
that
actually
plays
out
in
in
the
real
world,
but
so
far
it
looks
like
I'm
on
track.
So
in
august
we
launched
our
first
effective
meeting
hosting.
So
that's
kind
of
we're.
H
Looking
at
some
sort
of
bookends
in
between
the
required
seven
so
meeting
hosting
was
just
setting
you
up
for
an
effective
meeting
so
that
your
customer
has
a
really
flawless
seamless
experience
with
their
gitlab
seller
and
then
we're
going
to
progress
into
account.
Ranking
we'll
do
some
reinforcement
so
each
month
you'll
see
a
release
cadence
of
the
r7
and
then
with
some
really
structured
supplementary
learning.
Selling
services
workshop
is
going
to
be
one
of
those
pieces.
That's
really
important
to
kind
of
bubbled
up
as
a
priority.
H
I
was
hoping
to
get
that
out
in
september,
but
making
sure
that
the
salespeople
aren't
overwhelmed
to
david's
point.
I'm
going
to
probably
move
that
closer
to
the
beginning
of
october
to
make
sure
that
we
give
it
the
love
and
care
and
feeding
that
it
needs
to
be
really
powerful
and
that's
pretty
much.
H
H
Executing
this
with
you
and
the
rest
of
the
commercial
team,
well,
we've
had
some
really
positive
feedback
around
the
effective
meeting.
Hosting
course.
You
know
the
goal
is
to
keep
these
short
bite-sized
chunks
of
consumable
information
with
reinforcement
activities
that
are
actually
wrapped
around
your
everyday
work
so
that
we
don't
increase
that
load
right.
A
Are
some
additional
slides
in
that
deck,
but
I'm
not
going
to
cover
them
here
it
does
get
into.
You
know
what
is
effective
training
so,
if
you're
interested,
I
love
and
welcome
your
feedback
as
you
look
at
there,
so
some
key
things
that
we
keep
in
mind
as
we
are
building
out
these
different
learning
experiences
to
be
engaging
and,
as
kelly
mentioned,
you
know,
bite
size,
consumable
and
ideally
integrate
it
into
your
day-to-day
work.
Because
that's
really,
where
the
learning
happens,
it's
only
a
very
small
percentage
of
learning
happens
in
a
formal
setting.
A
Next.
We
want
to
we've
mentioned
this
in
the
field
flash
that
went
out
yesterday,
but
just
wanted
to
highlight.
Let
me
share
my
screen
one
more
time
we
wanted
to
make
it.
You
know
even
easier
to
submit
requests
for
for
enablement
needs
that
you
have
so
in
the
handbook
page.
Thank
you
monica
created
so
at
the
very
top
of
our
home
page.
If
you
go
to
field
enablement,
sorry
hold
on
a
second
yeah.
E
A
A
This
quick
request
process
will
take
you
to
down
this
section
of
our
page
and
we've
created
an
issue
template
that's
already
pre-populated,
where
we
ask
you
to
give
us
as
much
information
as
possible
and
what
we'll
do
when
we
get
it.
We
we
go
through
a
triage
process
that
actually
chris
and
kelly,
and
eric
and
team
look
at
that
to
determine
one
can
the
priority
and
status
of.
Is
this
something
actively
working
on
or
something
put
on
the
backlog?
A
With
you
know,
asking
for
just
some
background
of
what
problem
are
we
trying
to
solve?
What's
the
impact
on
the
business,
the
intended
audience,
target
segment,
etc?
So
we'd
love
for
you
to
test
this
out.
Give
us
some
feedback
happy
to
continue
to
make
this
as
easy
as
possible
and
then
for
us
to
be
transparent
back.
Is
that
we'll
reply
back
to
let
you
know
how
we're
assessing
this
in
terms
of
that
triage
and
where,
like
what
are
the
next
steps?
A
A
All
right,
there
are
just
a
few
other
async
announcements
in
the
agenda.
Encourage
you
to
look
at
including
please
do
encourage
your
teams
to
check
out
the
monthly
field,
flash
newsletter
lots
of
good
content
in
there
and
that
one
latest
version
just
came
out
yesterday,
all
right
any
any.
Last
questions.
E
Real
quick
david,
I
learned
in
a
one-on-one
with
monica
yesterday
that
there
will
not
be
an
august
field
flash
because
we're
moving
from
the
month
prior
in
review
to
the
month
that
we
just
stepped
into
so,
if
you're,
hitting
refresh
hoping
for
that
august
field.
Flash
just
know
that
it
was.
It
was
shelved
in
the
spirit
of
iteration
and
so
september,
is
the
one
that
dropped
yesterday.
Great
job.