Give every sales manager a Monday coaching rollup, built from real calls

Compute talk-listen ratio per rep across the last 30 days of meetings, broken down by meeting type (rep talk % is healthy in different ranges per type — Discovery should be ~40% rep, Demo ~55% rep, Renewal ~40% rep). Output: per-rep current ratio, target range, gap from target, and trend vs. prior 30 days. Flag any rep consistently outside healthy range.

For each rep, pull the system-generated coaching insights from the last 30 days of meetings. Surface: top 3 skill development areas (e.g. 'asks fewer than 5 discovery questions per call', 'rarely confirms decision-maker presence', 'pushes price too early'), with verbatim meeting snippets as evidence. Combine with the talk-listen analysis to form a per-rep coaching brief.

Build a meeting performance leaderboard for the last 30 days, ranking reps on: (1) discovery question count per call, (2) meeting-to-deal-progression rate, (3) follow-up-sent-within-24hr rate, (4) objection-resolution rate. Each metric is comparable across reps. Surface top 3 and bottom 3 per metric — top 3 become coaching examples (their calls get marked as good listen-back material), bottom 3 become coaching focus.

Create a weekly scheduled workflow firing Mondays at 8am. Step sequence: (1) refresh talk-listen analysis, coaching insights, and leaderboard; (2) compose a manager-facing summary email per manager containing: their team's leaderboard position, each rep's coaching brief (skill area + verbatim quote evidence + suggested next-call focus), and an action item recommendation per rep ('schedule 1:1 with [rep] this week to address [specific skill area]'); (3) post the team leaderboard to the manager's #sales-coaching Slack channel.

Compose a coaching program dashboard showing: program health (% of reps with active coaching briefs received in last 7 days), week-over-week improvement on the top tracked metrics, top 5 reps showing largest improvements (recognition + retention signal), top 5 reps with persistent gaps (escalation signal), and coaching-brief delivery rate per manager (low rate = manager isn't actually engaging with the program). Manager-of-managers view.