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Stretch goals can signal ambition. But can also signal leadership just isn't listening. In this clip from our latest conference, Christopher R. Plouffe, Professor of Sales at the University of Tennessee at Chattanooga, shares an important reminder: Sellers absolutely know when targets don’t match market reality. If the market's flat and no one's gaining meaningful share, an arbitrary 20% increase feels totally disconnected. And this is where RevOps and Sales Ops have a critical role; beyond modeling targets, actually pressure-testing whether the number's defensible and credible to the salesforce. Because goals only drive performance when sellers believe the ask reflects the world they encounter daily.

A lot of teams treat sales planning and sales comp like separate conversations. But the best operators know they’re one system. That’s why our next Sales Comp Think Tank members-only session is especially exciting. We’ll be joined by Raji Narayanan, Head of Sales Comp at Atlassian, and Marina Vigen, VP of Global Sales Operations at Atlassian. Two senior leaders from the same organization, bringing both perspectives to how planning and incentives really work together at scale. From setting targets to paying for performance, we’ll get a behind-the-scenes look at how these decisions connect across the business. Plus how Raji and Marina have built systems that drive growth, retention, and trust at scale. If you're a Think Tank member, we'll see you June 16. If you're not a member, apply to join this private community for compensation leaders for your invite: https://frma.ai/4uN9HEo

A lot of teams treat sales planning and sales comp like separate conversations. But the best operators know they’re one system. That’s why our next Sales Comp Think Tank members-only session is especially exciting. We’ll be joined by Raji Narayanan, Head of Sales Comp at Atlassian, and Marina Vigen, VP of Global Sales Operations at Atlassian. Two senior leaders from the same organization, bringing both perspectives to how planning and incentives really work together at scale. From setting targets to paying for performance, we’ll get a behind-the-scenes look at how these decisions connect across the business. Plus how Raji and Marina have built systems that drive growth, retention, and trust at scale. If you're a Think Tank member, we'll see you June 16. If you're not a member, apply to join this private community for compensation leaders for your invite: https://frma.ai/4uN9HEo

When it requires a PhD in mathematics, with a minor in forensic accounting, and a postdoctoral fellowship in monetary policy to understand your comp plan.

“Data-driven” is often the repeated gold standard. But in fast-moving companies, waiting for perfect data becomes its own form of risk. In this clip from The Sales Compensation Show, Nathan Rosas shares how Netflix thinks about the distinction between being data-informed vs. strictly data driven. The nuance is important: data still matters, but speed does too. At some point, the question becomes: do we have enough signal to trust our judgment and move? For senior leaders, this balance separates teams that execute from ones that keep asking for one more report. Listen to Forma CEO Nabeil Alazzam's full conversation with Nathan on how Netflix runs sales compensation: https://frma.ai/4uCyURF

Enterprise sales planning has entered a new operating reality. Sales cycles are longer. It's harder to predict rep productivity, and you architect growth with a more complex mix of acquisition, expansion, usage, partners, and retention. Today, the assumptions built for a simpler GTM motion just won’t cut it. So we’re bringing you the Sales Planning Summit. It's a virtual conference perfect for RevOps, Sales Ops, sales planning, compensation, and finance leaders responsible for turning growth goals into realistic territory, quota, capacity, and incentive plans. Across five days, enterprise GTM leaders will speak to what you need to rethink before the 2027 planning cycle begins, including: → how the planning foundation needs to change to incorporate AI → what consumption pricing means for quotas, coverage, and incentives → why quota and capacity models need more realistic inputs → how teams are moving toward more adaptive planning rhythms Join to hear all about what modern sales planning must account for to plan confidently this season. Register here: https://frma.ai/4v8Lec5

We keep this simple, just a solid list of sales comp & RevOps roles each week. No fluff, just what’s open right now 👇 📢 Employers: drop your roles in the comments to get them in front of the right crowd. Sales comp roles: - Global Head of Sales Compensation - Intuit https://frma.ai/4vaFezw - Director, Incentive Compensation - Xeris Pharmaceuticals, Inc. https://frma.ai/4a05btB - Director, Sales Compensation Design & Operations - Empower Pharmacy https://frma.ai/3RKTP6r - Principal Executive & Incentive Compensation Analyst - Medica https://frma.ai/4vcntzU - Director, Sales Compensation Strategy and Design - Docusign https://frma.ai/42V8KNV - Head of Sales Compensation Operations - FIS https://frma.ai/4vcnuns - Director, Global Sales Compensation Administration - Procore Technologies https://frma.ai/4a7vmhV RevOps roles: - Director, Revenue Operations - Paper https://frma.ai/49suaFH - Head of Global Revenue Operations - Harbor https://frma.ai/42Yb9re - Director, Revenue Operations - OpenText https://frma.ai/4uAdeWb - Sr. Director, Revenue Operations - Palo Alto Networks https://frma.ai/49rljUL - Head of Global Revenue Operations, In-Store - DoorDash https://frma.ai/4dORmPI

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Promoting your best seller into management can solve one leadership gap while creating new risk. After all, you're losing a top-performing rep, and putting an unproven manager in front of the team. All under the assumption that strong sales performance will translate into strong leadership. Which isn't always the case. On The Sales Compensation Show, Jason Wooten, Head of Finance Operations at ClickUp, spoke about about how organizations can make the seller-to-leader transition more intentional. A lower-risk path means ensuring your future managers get a chance to build the skills before owning the role: from coaching others, to leading team conversations, and getting mentorship from experienced leaders. See what else he says is critical to giving leaders a real shot at succeeding: https://frma.ai/4uH2lS6