Rachelle Diamond

When I think about elite value management programs, Autodesk is among the top handful of organizations hitting the cover off the ball. It was a pleasure to be hosted by leadership team in Denver this week. Another packed house of GTM execs listened to their story. So what’s the recipe? I’ll tease out a few key components: ☑️Coming to grips with the fact that buyer expectations have changed and using this as the foundational reason for embracing value management. ☑️Early work to organize around value as an embedded disciple across GTM functions ☑️Launched “Path To Value” initiative which “embeds” value across people, process and platforms throughout the customer lifecycle. Key in this approach is a consistent focus on outcomes and value in all customer facing activities. And lastly, simplification of tools, processes, frameworks and playbooks. ☑️This was not done for Sales but with Sales. Very importantly. The value team embedded themselves into the sales motion. It didn’t try to dramatically alter what they were doing but rather augment and elevate what was already being leveraged. This is a critical miss for most programs. An important nuance. ☑️ Drive cross functional and cross geo alignment around value in the context of a “customer first” experience globally. ☑️ A value steering committee across sales, success, marketing and enablement. This leads to a cohesive presentation to the field. ☑️What about sales buy-in? Establish “value champions” from within the ranks to amplify and scale. In parallel invest in manager coaching. ☑️ Establish value management as critical to supporting and achieving corporate goals, in this case, the customer first experience. ☑️ Results, you ask? here are just a few.. ✳️✳️✳️ 63% uplift in adoption this year ✳️✳️✳️ mid -8 figures of closed won deals ✳️✳️✳️ 25% reduction in sales cycle time Congratulations and thank you to Beth Robins Kaiser Paul Fleming Josh Best for joining me on stage to tell this incredible story which by the way is just getting started! Big thanks to CCO Elisabeth Zornes for joining via satellite to discuss the strategic importance of #valuemanagement to the success of the organization now and in the future. Don’t forget to follow me here for more value management #success stories.

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🎤 From hip-hop to workflows--a mic drop moment. Meet Merv Small, who shared his incredible story in the ServiceNow keynote today in Sydney. Merv was a hip-hop artist who was funding his music through his day job, when he found that he could bring his creativity from the mic to the ServiceNow platform. He saw the possibilities. He up-leveled his skills. He built a company called Agiro. And today, he closed out the World Forum keynote with our CMO, Colin Fleming, talking about the power of ServiceNow University. His message? Thanks to ServiceNow University, anyone, anywhere, can learn the skills necessary to change their life and future-proof their career. All you have to do is take that first step. 🎬 Watch his story below and share it with anyone who you think might be looking for their next move. 👉 servicenow.com/university Big love to Merv for sharing his story—and to every creator rewriting what a career in tech can look like.

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Hey HR, here are 3 ideas you’ll want to steal before 2026 sneaks up on you. On the latest episode of HR Voices, I sat down with Cheryl M. Naumann, SPHR, NACD.CD, CHRO of University of Phoenix. And she packed this 20 minute episode with one actionable idea after another! Here's a sampler platter: 1️⃣ Want AI fluency? Just ask. Cheryl asked everyone on her team to send her one way they’ve used AI, work or personal. Super low lift! But it got the conversation going. She learned tons of use cases, connected the dots across the team, encouraged them to swap tips, and got the momentum going! 2️⃣ Pay for your team to use AI in their personal life Cheryl encourages (and funds!!!) AI personal use. Think meal prep, travel planning, or puppy training advice. Once people get a taste of what AI can do for them at home, it starts showing up in their work. 3️⃣ Encourage remote employees to make the first move At each company town hall, Cheryl encourages people to message a coworker and say: “Hey, I liked what you said. Want to grab a 10-minute virtual coffee?” She reminds people that getting a message like this isn't cringe, it's flattering! So be brave, and build those relationships! 🎧 Full episode with Cheryl is live. And packed with small experiments that make a big difference.

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AI is reshaping work at unprecedented speed, and the questions HR leaders ask now will determine who builds trust, skills, and readiness… and who falls behind. A great read from Kristin Sanderson Allen from the SHL Science team on six practical questions HR should be asking this year to lead AI transformation.

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Nearly half of global execs say language barriers have cost their business financially. That’s a problem we’ve been quietly working to solve at Gong for years. And today, we’re excited to make it loud. Introducing #AI Translator: the latest Gong Agent designed to give global revenue teams a shared view of pipeline, performance, and execution, no matter the language spoken on the call. It auto-translates key deal moments and pushes insights into your CRM in your team’s standard language. No rep summaries. No waiting. No nuance lost. Whether your team’s closing in Tokyo, São Paulo, or Berlin, they now have the context they need – in the language they work in. This is what it means to scale smarter.  This is what it means to sell without borders. Learn more in the comments down below. 

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It’s Women’s History Month, a time to recognize the many ways women shape progress, including through their leadership. Over the years, I’ve noticed something about the most effective leaders I’ve worked with. They don’t fit a stereotype. What they share instead is a set of practices that consistently make teams stronger. I see these qualities every day in many of the women I’m fortunate to work alongside: clarity that cuts through noise, empathy that shapes decisions beyond metrics, resilience in the face of constant change, and the discipline to turn ideas into outcomes while still thinking long term about what we’re building and why. And just as important, the ability to listen deeply and treat people with respect and kindness. ❤️ When our kids, Victoria and James, were each around preschool age, my husband Mark and I started having conversations with them about a core value in our family that's key to good leadership: every voice matters and deserves to be heard—including their own. We talk about listening to others, respecting different perspectives, and recognizing that when diverse voices are heard, our understanding and decisions become stronger. 💪 But as every parent learns quickly, conversations are only part of it. Children learn far more from what they see than from what they are told. The way we treat them, the way we treat each other, and the way we treat the people around us become the example they carry forward. 🫶 In other words, leadership starts long before you add a title to your LinkedIn profile. It shows up in how we raise our children, how we value different perspectives, and how we make room for more voices to be heard. When that becomes second nature, even more women will feel and be empowered to lead. #WomensHistoryMonth #WomenInTech #Leadership

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I truly believe innovation depends on all voices being heard. As leaders, we often talk about psychological safety, but what does that really mean? This article from Harvard Business Review clears up common myths. It’s not about comfort or avoiding hard conversations. It’s about creating space for candor with care so teams can learn, grow, and perform at their best. May is Mental Health Awareness Month. It’s a good reminder that well-being at work isn’t just about benefits or time off—it’s also about how safe people feel to speak up. Worth the read 👇 https://lnkd.in/emx3zgAV

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Culture isn’t built in slide decks. It’s built in moments. We took Observe, Inc.’s recent company all-hands to the Santa Cruz beach. We talked strategy, shared updates, and then did what teams do best: we laughed, connected, and recharged together. Great to experience how Jeremy Burton really prioritizes this here. In fast-moving start ups and scale ups, it’s easy to focus only on the next goal or the next deal. But strong teams are built on trust, and trust comes from shared experiences. Like cheering each other on, swapping stories over lunch, and discovering shared interests. If you’d asked me super early in my career, I would’ve said a great company culture was all about getting shit done. Moving fast. Hitting goals. But over time I learned it’s the people and the connections that make all the difference. Back in 2010 VMware had the most amazing culture. Almost everyone who was there around that time will attest to it. I’ve often reflected on that time and wondered how the leadership team, folks like Raghu Raghuram, Bogomil Balkansky, Jerry Chen, Carl Eschenbach, and Patrick Lin crafted and nurtured that culture for so long. Raghu’s take when I asked him this exact question earlier this year was simple and elegant: It’s the people, not perks, that make culture. The secret is to recruit the right people and simply make space for those moments of connection. My takeaway from this beach day pic: Christine Dorrion rocking it as always but Kelsey Brown (Kelsey Maddy) and I clearly missed the training on how to wear a bucket hat. 😎 How do you foster culture in your team and your company? #Leadership #culture #Startups #Observe

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We talk so much about strategy, performance, and hard skills. But the real differentiator in the corporate world? The ability to read the room. It sounds simple, but it’s one of the most nuanced skills to master. Read it too little, and you miss the undercurrents that truly drive decisions. Read it too much, and you risk creating stories that don’t exist. Noticing what others miss can change the outcome of a conversation, a decision, and sometimes an entire career. #Leadership #Communication #CareerGrowth

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Have you ever said “no” to something amazing… Not because you couldn’t do it, but because of what it 𝘮𝘪𝘨𝘩𝘵 mean? In this week’s podcast, I talk with leadership coach and retired Navy Captain Jenn Donahue about a powerful—and rarely talked about—block that holds so many brilliant women back: 👉 𝐅𝐞𝐚𝐫 𝐨𝐟 𝒔𝒖𝒄𝒄𝒆𝒔𝒔. It’s sneaky. It sounds like: 💬 “What if this changes everything?” 💬 “What if I outgrow the people around me?” 💬 “What if this means a hard conversation at home?” Jenn has faced life-and-death pressure in combat zones. But even she found this internal struggle creeping in. If you’ve ever held back because the next step felt too 𝘣𝘪𝘨, this conversation will meet you where you are. 🎧 Listen here: https://lnkd.in/gJvtiCpY

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Last week our Sales Excellence program leaders at Intuit spent a full day at an offsite stepping back from the day-to-day to focus on a question that feels increasingly important for anyone responsible for scalable sales programs: 🤔 How do we integrate technology into learning in a way that actually sticks? When you’re responsible for methodology, coaching, and high-potential programming across a large sales organization, the challenge isn’t just delivering great content. It’s making sure those programs show up where sellers actually work: in their conversations, their tools, and their daily workflows. One of the biggest themes from the day: 💪 Durability comes from integration, not instruction. The more learning, coaching, and feedback live inside the flow of work, the more likely they are to actually change behavior at scale. 🤝 Another big takeaway: bring your technology partners into the room. We are lucky to have a team dedicated to Technology & Readiness and invited one of our core partners, Katie Thimann, to join the conversation, learn about our programs and create an action plan to deepen integration with our larger enablement technology strategy. In addition to internal partners, including vendors in strategy sessions can be incredibly valuable when done intentionally. They bring pattern recognition from across hundreds (sometimes thousands) of customers and can help surface blind spots you might not see internally. At the same time, it creates a powerful opportunity for your team to influence the technology partner's roadmap so the technology evolves in ways that support your long-term vision. 🙌 A big thank you to the team at Orum 🥇 for joining us and sharing their perspective on scorecard strategy. The conversation around AI-driven scorecards sparked some great thinking for our team. One insight that really stuck with me: 🤖 AI scorecards are increasingly replacing manual scoring. But that doesn’t eliminate the need for human intelligence - it actually elevates it. Leaders still need to: 🔎 Inspect what AI is surfacing (this teaches AI and makes the backend smarter) 📈 Ensure the signals align with the behaviors we want to drive 🧲 Provide the focus and dedication required to make high-priority change initiatives stick (AI doesn't motivate or inspire the way YOU do, coach!) Technology can help us scale faster. But intentional leadership is still what makes change last. Grateful for the team and the partners helping us think a few steps ahead. Curious to hear from this community 👇 💭 What creative ways are you integrating AI and technology into your methodology or coaching programs? 💭 Have you seen AI scorecards replace manual scoring yet? What’s working (or not)?

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In my recent conversation with Nick Tidd Tidd, Global Head of Channel at Zoom one point stood out clearly: execution > promises. Nick outlined four foundational pillars behind Zoom’s channel GTM strategy: Transform systems and tools Accelerate channel within Zoom Simplify the partner program Lay a foundation for scalable growth At first, the channel community was skeptical— “We’ve heard this before.” But 11 months in, the results speak for themselves. Proof matters. And Zoom is delivering. #ChannelLeadership #Zoom #GTMStrategy #UCaaS #PartnerEcosystem #Zoomtopia

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As conversations about 2026 start to surface, I’m hearing the same question from leaders: not what tools are coming next, but how ready are our organizations really? Our latest Culture Edge newsletter looks at five priorities HR teams should focus on in 2026, grounded in data and perspectives from leaders navigating AI, rising pressure, and workforce strain. What stands out is this: the real work ahead isn’t technological — it’s human. Trust, clarity, learning, and resilience will determine whether change creates value or resistance. If you’re shaping people strategy for what’s next, this is worth your time. And if you haven’t subscribed yet, now’s a good moment. #GreatPlaceToWork #BusinessResults #GreatPlaceToWorkEffect

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The most valuable thing I’ve learned in enablement? 
The answers don’t matter nearly as much as the questions. 
If your coaching program isn’t regularly making people uncomfortable (in a good way), you’re probably not creating change. 
Most teams aren’t short on knowledge. They’re short on urgency, clarity, and confrontation. 
I’ve run Opportunity Coaching with reps and leaders across functions, continents, and levels. 
And here’s what’s consistent when we start asking the real questions such as: “How do ensure this truly is qualified if we haven’t elevated this problem to an executive level priority?” Or “Who’s driving urgency on the buyer side to create internal Alignment that this is worth solving?” Deals move, or they die fast. 
Coaching isn’t just about encouragement. It’s about elevation. 
The best don’t rely solely on dashboards to drive change in performance. They are in it with their teams to know the buttons to push and the levers to pull. 
So this week, here’s my push: what are the questions you will ask your teams to challenge them to think different and how are you empowering to raise their level?

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Quick EA Tip: One of the most effective tools I’ve built for executive communication is a simple Decision Summary. Instead of forwarding multiple updates or long email chains, summarize everything your leader needs to know in one short message. Here’s the format: What’s the decision? Who’s involved? What’s the deadline? What’s next? It seems simple, but it changes everything. It saves time, keeps priorities aligned, and eliminates back-and-forth confusion. I’ve found leaders appreciate clarity over volume. When you make information easier to act on, you become more than just support, you become a strategic partner. #ExecutiveAssistant #LeadershipSupport #Efficiency #Communication #Organization #Productivity #ProfessionalDevelopment

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DEI isn’t dead—but it is evolving. If you’re in HR or PE, you’ve likely seen the shift: Leaders are cautious. Teams are remote. The stakes around inclusion messaging are high. So how do you keep belonging alive and stay compliant? Many organizations—especially those navigating complex compliance landscapes and private equity expectations—are walking a tightrope when it comes to inclusion, belonging, and DEI initiatives. We’ve been deep in conversations with HR and leadership teams across the portfolio ecosystem, and we keep hearing: 🗣️“How do we sustain belonging in a remote-first culture?” 🗣️ “What’s legally safe to ask in an inclusion survey?” 🗣️ “How do we act on inclusion data when leadership is stretched thin?” 🗣️ “How do we message values like empathy, service, and hustle across distributed teams?” The truth? You don’t need to figure it out alone. At Entromy, we’re building a practical, compliant, and actionable Inclusion & Belonging Survey and Messaging Guide—shaped by feedback from PE partners, HR leaders, and operator input across industries. Here’s what’s inside: ✅ Vetted survey questions ✅ Messaging best practices that resonate across leadership layers ✅ Sample internal communications for alignment and psychological safety ✅ Guidance on balancing values, compliance, and performance If you're navigating these challenges or shaping your 2025 survey strategy, reach out. We’d be happy to share a preview of the guide and help support your inclusion goals. #Inclusion #Belonging #EmployeeExperience #PrivateEquity #HumanResources #DEI #Culture #OrganizationalHealth #EntromyInsights

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Career uncertainty is crushing 50%+ of Americans, but top leaders admit they’ve never had it all figured out. On Leading Up: The Work Shift, @rwang0 sits down w/ @elizabethw723 to talk about layoffs, pivots & why saying “I don’t know” is real leadership. Listen here: https://bit.ly/4rk4KRt

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