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From YouTube: Mentor-Mentee Framework To Build the Next Generation Of Cloud Native - Kunal Kushwaha & Mark Boost
Description
Don’t miss out! Join us at our upcoming event: KubeCon + CloudNativeCon Europe 2023 in Amsterdam, The Netherlands from April 17-21. Learn more at https://kubecon.io. The conference features presentations from developers and end users of Kubernetes, Prometheus, Envoy, and all of the other CNCF-hosted projects.
Mentor-Mentee Framework To Build the Next Generation Of Cloud Native - Kunal Kushwaha & Mark Boost, Civo
Speakers: Kunal Kushwaha, Mark Boost
The CNCF Students community has been around for a few months now. There have been various initiatives by the CNCF to get more young folks involved in the ecosystem. Some of the challenges faced by the community include finding contributors willing to get involved for a more extended period. In this talk, Kunal and Mark will cover a framework that proves mentor-mentee interactions to be productive in the long run. They’ve decided to share the learnings that led Kunal, a student, to start the CNCF Students community and scale it to thousands; student track at KubeCon with the help of mentors in the CNCF. Mark will share his experience and insights regarding being a great mentor to upskill the next generation. The talk starts with what the mentee is looking to accomplish from having a mentor and how they can find one in the CNCF community. Then, the framework will cover topics such as setting goals, asking the right questions, reviewing progress, assigning tasks to create a roadmap, and more, including advice for both mentors and mentees to make the most out of their journey. Last but not least, how contributors and students mentored can pay it forward to keep the cycle going.
A
Just
a
couple
of
quick
introductions,
so
I'm
Mark
boost
CEO
of
cevo
I've
had
about
a
20-year
career
in
technology
companies
mixed
from
cyber
security,
telecommunications
data,
centers
and
then
more
recently,
sibo's
cloud
computing
company,
but
yeah
we're
here
today
to
talk
about
the
mentor
and
mentee
framework
that
we're
developing
Canal
myself,
and
this
is
going
to
be
released
at
qcon
in
Amsterdam.
So
it's
still
a
work
in
progress.
A
A
B
So
I
oftentimes
get
this
question
like
how
do
we
find
a
mentor,
and
sometimes
you
know
like
people
reach
out
to
you
like,
hey
I,
have
this
question,
or
they
just
sometimes
just
say
hi,
and
without
knowing
much
about
the
person
you
sometimes
often
like
reach
out
to
them
and
oftentimes
I
get
a
question:
hey
Kunal.
Can
you
help
me
with
blockchain
I've,
never
done
blockchain
in
my
life,
so
this
is
a
slide
for
that,
ensure
that
the
mentors
that
you
are
looking
forward
to
they
are
also
well
suited
to
your
interests
and
your
goals.
B
If
you
want
to
get
into
a
specific
technology
or
if
you
the
way
I
look
at
it
is
I
also
try
to
resonate
with
other
people
like
what
sort
of
experiences
that
they
have
when
they
were
20
years
old
and
I
would
like
to
do
that
as
well.
So
make
sure
that
you
you
do
that,
and
the
second
thing
is
how
to
get
in
touch.
Social
media
is
great
for
that.
It's
pretty
obvious.
B
Follow
people
on
social
media,
but
not
just
follow
them.
The
way
what
I
mean
by
following
is
networking
so
actually
being
interested
in
what
the
work
they
are
doing,
learning
more
from
their
experiences
and
just
engaging
with
them
and
seeing
what
they're
up
to
don't
be
afraid
to
reach
out
it's
another
good
point
when
we
follow
up
on
social
media,
so
you're
all
at
kubecon.
So
you
might
find
so
many
amazing
speakers
over
here
that
you
can
think.
Okay
I
would
be
interested
in
what
they
are
working
on.
B
It's
you
know,
ask
them
for
help
or
mentorship
or
their
experiences,
so
don't
be
afraid
to
reach
out
to
people,
and
there
are
some
some
of
the
you
know,
obvious
statements
like
be
polite
and
make
sure
you're
giving
enough
context.
So
don't
just
say
hi,
you
know
most
of
the
time
people
do
that
so
don't
be
afraid
to
reach
out
most
of
the
time
like
folks
May
reply,
but
only
if
you
give
enough
context
so
make
it
easy
for
the
person
to
help
them
help
you
and
yeah.
This
is
the
point.
B
I
was
mentioning
reach
out
in
a
professional
manner.
So,
like
hey,
my
name
is
you
know
Kunal,
and
this
is
these
are
my
experiences,
and
this
is
what
I'm
looking
forward
to
I
saw
your
talk
or
I
saw
your
blog
post
or
I'm
really
passionate
about
this
technology.
So
you
have
work
in
work
in
them.
So
that's
you
know,
you're,
giving
enough
context
and
you're
reaching
out
respectfully
and
politely
demonstrate
your
dedication
to
to
learning
and
your
passion
for
the
subject.
B
I
really
like
to
bring
in
like
this
concept
of
like
proof
of
work
and
just
showing
responsibilities
or
like
like
enthusiasm.
Okay
I
would
like
to
learn
more
about
this,
and
this
is
what
I've
already
researched
or
whatever.
So
now
the
mentor
would
be
like.
Oh,
they
are
genuinely
interested
like
he's
done
his
research
and
he's
done
this
and
this
and
that
so
make
sure
that
your
dedication
is
also
and
you're
learning
passion
for
the
subject.
A
B
B
Just
trying
to
gather
more
information
and
folks
who
are
joining
virtually,
you
can
also
take
part
in
this.
You
can
still
see
the
QR
code
on
the
screen,
so
this
one
is
for
mentors
only
people
who
are
looking
to
Mentor,
so
you
can
share
if
you're.
Currently
a
mentor
have
previously
been
a
mentor
or
you
know,
you're
looking
to
Mentor
some
people
or,
if
you're
not
looking
to
Mentor.
A
A
Looks
like
there's
a
few
people
with
currently
a
mentee
some
people
looking
for
one.
Some
people
have
previously
been
a
mentally.
Quite
a
lot.
Sorry
I
was
kind
of
thinking.
It
could
be
quite
fun
afterwards
to
do
a
bit
of
a
speed
dating
of
trying
to
put
together
the
main
season,
the
mentors
so
just
get
everyone
out
after
and
try
and
do
that
cool.
If
you
want
to
get
back
into
the
there's.
B
B
A
B
A
Okay,
so
your
next
point
we
wanted
to
discuss
was
developing
a
clear
plan
and
I
think
you
know
when
you're
creating
that
relationship
you've
got
to
make
sure
each
other's
getting
what
they
want
from
that
from
that
relationship
between
the
mentor
and
the
mentee
and,
first
of
all,
you've
got
to
agree
a
frequency
of
how
often
you
should
meet
and
discuss
all
the
different
goals
and
things
that
you
can
learn
so
Canal
myself.
We
do
fortnightly
meetings,
that's
that's!
A
A
So
that's
what
our
recommendation
is
is
to
agree
that
that
sort
of
fortnightly
frequency,
a
career
session
format
as
well
and
don't
be
too
rigid
with
that,
it's
really
important
to
have
some
sort
of
structure
to
the
way
it
works
and
the
way
that
we
do
things
generally.
Is
we
pick
a
subject
for
each
each
session?
We've
talked
about
things
like
leadership.
We've
talked
about
time
management
we've
talked
about,
I
think
you've
mentioned
talked
about
finances.
He
said.
How
can
you
help
me
with
my
personal
finances?
A
You
know,
so
it
doesn't
have
to
be
work
related
as
well.
So
we
do
it
session
by
session
basis
out
of
focus,
but
sometimes
we
just
have
a
just
a
general
catch
up.
Then
we
can
just
talk
about
other
things
as
well.
Just
whatever
comes
up
so
don't
be
too
rigid,
you
know,
keep
keep
it
fluid
and
then
also
it's
really
important
to
have
both
some
short-term
and
long-term
objectives,
and
so
we
put
together
a
five-year
plan
and
that
was
jointly
agreed.
A
So
it
wasn't
just
me
saying
that
this
is
what
you're
going
to
do
for
five
years.
It
was
something
that
we
agreed
Together
made
sure
it
aligned
with
Canal's
interests,
made
sure
it
aligned
with
his
goals
and
had
some
short-term
objectives
as
well
that
you
can,
you
can
tackle
quite
quickly
but
aim
for
those
longer
ones
over
time
as
well.
So
it's
important
to
have
a
really
strong
plan.
In
that
sense,
okay,
Black
Ops.
You.
B
I'm
gonna
just
share
a
little
bit
about
how
to
be
a
good
mentee,
so
this
is
Once
after
you
have
found
a
mentor
and
the
first
one
is
the
most
important
one.
It's
also
at
conferences
like
this.
You
know
a
matter
of
about
code
of
conduct.
So
please
respect
your
Mentor.
Their
time
is
valuable
and
you
know
you
should
realize
they
have
a
busy
schedule.
So
he's
a
CEO,
so
I
know
he's
you
know
pretty
busy,
and
if
you
show
some
responsibility
with
your
mentors,
then
they
would
also
appreciate
it.
B
If
you
talk
a
general
example
of,
let's
say
open
source,
so
you
get
stuck
at
your
contributing
to
a
project
you
get
stuck
somewhere.
You
ask
the
maintainers,
okay
I'm
stuck
here.
What
do
I
do
so
most
of
the
time
they
will
just
direct
you
to
like
a
resource
they'll
be
like
hey.
This
is
what
you
can
check
out
or
whatever.
If
they
don't
have
the
right
answer,
they
won't
like
give
you
the
right
answer
on
spot.
B
They
will
just
give
you
resources,
so
you
have
to
Value
their
time
other
than
that
honor
your
commitments
and
but
what
I
mean
by
that
is.
If
you
have
commitments
like,
for
example,
if
you
have
set
a
meeting
and
you're
late
to
that
meeting,
now
that's
wasting
the
time
of
the
mentors
as
well,
and
you
know
don't
be
late,
so
honor
your
commitments
and
if
they're
relying
on
you
for
something
make
sure
you
do
that,
and
you
can
also
you
know,
be
considered.
You
know
considerate
of
their
busy
schedule.
B
So,
for
example,
if
someone
reschedules
a
meeting
at
the
last
minute,
you
know
your
Mentor,
so
you
should
be.
You
know
take
that
into
account,
because
you
know
that
they
have
a
busy
schedule.
It's
a
two-way
relationship.
It's
not
just
you
know
the
mentor,
giving
it
back
to
the
mentee.
It's
both
ways.
So
it's
a
mentee
helping
the
mentor
as
well,
and
there
are
various
Ways
by
which
you
can
just
get
started.
B
B
You
know
for
help
or
support
wherever
possible,
like
they're
running
an
event
or
you
know,
the
company
is
running
some
initiatives
or
if
it's
an
open
source
project-
and
you
know
there
are
so
many
showcases
here-
I
met
so
many
students
who
were
actually
helping
out
at
the
maintainer
tracks
as
well,
which
is
pretty
amazing,
because
cncf
has
the
LFX
program,
so
so
many
mentees
graduate
from
them
and
after
that
they
become
the
maintainers.
So
the
mentor
so
mentees
become
the
mentors.
B
A
A
It's
not
going
to
work
the
relationship's
not
going
to
work.
If
you
can't
build
that
trust
and
openness,
and
it
should
be
not
just
about
them
and
the
work
that
they're
doing
it
should
be
more
than
that,
it
should
be
getting
to
know
them
as
a
person
getting
to
know
their
personal
interests.
You
know
what
movies
do
they
watch
recently
with
the
other
mentee
that
I
work
with.
We
were
talking
about
all
the
different
Netflix
series
and
that
they're
watching
and
she
was
recommending
some
to
me,
I
always
recommended
some
to
her.
A
We
got
to
know
each
other
found
some
common
ground,
but
also
after
you
know,
brothers
and
sisters
she
had
and
things
like
that,
got
to
know
as
a
person
what
their
interests
were
growing
up.
What
interests
are
way
away
from
work
as
well,
so
I
think
it's
important
if
you're
going
to
build
that
that
trust
and
relationship
to
find
that
common
ground
and
understand
each
other,
but
similar
to
what
what
Canal
say.
A
It's
a
two-way
relationship
and
it's
it's
not
just
about
The
MENTOR,
always
just
talking
to
the
mentee
saying
you
know,
I've
been
there,
I've
been
I've
done
it
I've
seen
it
there's
a
lot.
You
can
actually
learn
the
other
way
as
well,
and
you
you
want
to
make
sure
you
provide
an
opportunity
for
people
to
challenge
you.
You
know.
Maybe
you
you
shouldn't,
maybe
Canal's
got
IDs.
He
does
change
me
quite
a
lot.
Actually
you
know
he
does.
A
Sometimes
we
talk
about
subjects
and
he
might
say
well,
I,
don't
agree
with
that
and
I
think.
That's
that's
a
really.
You
could
create
that
environment
where
people
can
actually
do
that
and
have
that
empathy
for
each
other
that
if,
if
we
question
each
other,
it's
not
done
in
a
you
know
in
a
way
for
some
professional.
It's
just
that
we
respect
each
other
and
we
respect
each
other's
opinions
so
and
also
I.
Think
it's
really
important
as
a
mentor,
I
I
think
I
can
learn
from
the
mentee
and
there's
there's
expression
of
you.
A
You
know
they
might
have
some
questions,
you
know
and
they
should
feel
comfortable
to
be
able
to
ask
those
to
call
you.
Maybe
there's
something
personal
in
their
personal
life.
That's
happening
and
they
want
to
reach
out
and
speak
to
you
so
make
yourself
available
for
them
is
really
important
to
again
build
that
empathy.
Build
that
trust.
That's
so
important
and
the
other
thing
that
we
wish
to
do
is
we
say:
let's,
let's
make
these
sessions
fun,
you
know
they're
not
just
about
pure
learning.
That's
what
you
said
about.
A
B
It's
another
Point,
very
important,
which
is
reviewing
your
progress.
I
I
I've
been
following
this
ever
since
I
was
in
my
freshman
year.
So
the
way
I
do
it
is
like
having
some
goals
and
then
periodically
thinking
in
within
yourself
with
yourself,
and
once
you
have
a
mentor
and
with
your
Mentor
they're
helping
you
like,
okay,
this
is
what
we
planned
for
the
for
the
next
three
months.
This
is
where
we
are,
and
this
is
how
we're
doing
so
when
I
was
in.
B
Let's
say
the
so
I've
been
a
part
of
a
lot
of
mentorship
programs,
but
I
was
a
student
like
Google,
some
of
code,
cncf
internships
or
whatever
there
also
you
get
a
mentor
and
they
review
it
periodically.
Every
month
with
you
like,
okay,
the
first
evaluation.
Second
evaluation:
these
are
the
projects
that
you
know.
We
wanted
to
do
and
stuff
like
that.
So
it's
going
to
be
very
helpful
for
people
who
Mentor
in
such
such
programs
as
well
to
the
mentees.
It
builds
it.
B
It
gives
you
what
what's
the
word
I'm
looking
for
retrospective,
so
it
gives
you
an
opportunity
to
retrospect
on
the
previous
cycle
and
create
a
an
environment
for
honest
and
constructive
feedback.
There
are
two
types
of
people:
some.
If
you
give
someone
a
free,
constructive
feedback,
they
will
like
they'll.
Be
like
okay,
be
honest
with
me.
B
Tell
me,
you
know
where
am
I
doing
wrong,
what
am
I
doing
wrong
some
people,
take
it
to
heart,
I'm
personally,
like
more
on
the
open,
open
side
like
tell
me
what
I'm
doing
wrong
and
I
can
help
improve
it.
It's
also
about
how
you
take
it.
The
mentor
is
people
are
saying
that
you
know
you
can
improve
or
something
because
you're
because
of
your
benefit.
Only
so
you
should
take
that
into
consideration.
You
should
not
take
that
too
hard
constructive
criticism
in
general.
You
should
never
take
it
too
hard.
B
C
A
A
A
I
said
some
criticism
can
be
you
can
you
can
take
it
a
bit
more
personally
sometimes,
but
it's
important
just
to
reflect
on
that
and
and
especially
if
you've
got
that
empathy
in
the
relationship
you
know
you
can
you
can
really
build
and
learn
from
that
by
reflecting
later
must
find
common
ground.
This
is
really
important.
A
You
must
find
that
common
ground
and
have
that
trust
built
in
I've
probably
mentioned
that
a
few
times
now,
but
it's
really
important
that
you
do
build
that
common
ground
and
trust
between
each
other
and
if
all
those
fails
probably
find
another
Mentor,
because
if
you
tried
you
know
being
both
trying
to
be
as
empathetic
as
we
can,
but
sometimes
it
may
be.
It's
just
not
meant
to
be
and
find
another
Mentor.
It's
not
working
out
be
honest
with
each
other
again.
You
know
this
is
not
working
I
think
we
should.
B
D
Thank
you
so
much
for
the
wonderful
presentation,
so
I
just
had
one
question
so
in
terms
of
this
Mentor
mentee
model,
if
you're
having
a
one-to-one
mentor
mating
model,
that's
pretty
straightforward!
That
you're
really
deeply
engaged
with
the
mentee
and
from
mentee
said:
they're
deeply
engage
with
the
mentor,
but
in
case
where
a
mentor
is
training
or
interacting
with
multiple
mentees.
D
D
A
D
A
I
guess
I
mean
the
men's
ships
out
to
are
on
a
one-to-one
basis,
so
I've
not
done
memberships,
where
there's
a
group
of
people.
So
we
have
those
one-to-one
sessions,
but
you
say
I
guess:
yeah,
there's
as
a
CEO,
I
guess
I'm
talking
to
people
in
general,
sometimes
not
formally
mentoring
but
offering
advice.
A
But
it
comes
back
to
the
empathies
that
he's
trying
to
understand
people
treat
each
person
individually
as
well
and
give
them
enough
time
share
your
time
around
where
you
can
depends
on
the
environment
that
you're
doing
it,
of
course,
but
I
think
it's
not
treating
everyone
the
same
as
well.
I
think
it's
really
important
to
understand
each
individual
and
what
actually
motivates
them.
A
B
But
with
me
like
I'm,
a
community,
so
I
started
a
Discord
Channel.
It
has
55
000
people
on
now,
so
it
doesn't
so,
even
though
they
learn
from
like
the
content,
I
create
or
whatever
I
can't
physically,
it's
impossible
for
me
to
engage
with
every
single
person,
and
if
you
have,
let's
say,
students
contributing
to
your
projects,
say
20
30
students,
so
some
of
the
slides
that
we
had
like
an
empathy,
one
good
communication
practices
being
polite
respectful
these
these
these
qualities
are
not
limited
by
numbers.
B
Everyone
can
Implement
those
but
but
I
think
like
if
you're
talking
about,
if
you
have
a
group
that
actually
I
believe,
makes
things
a
little
bit
more
easier.
Because
now
you
have
a
learning
environment.
Where
you
know
people
are
also
like.
Basically,
you
have
the
way
I
like
to
put
it
if
you're
having
20
people.
Now
you
have
20
mentors
because
they
are
also
learning
and
being
a
beginner
is
one
of
the
best
skills
that
you
can
have.
B
That
was
a
quote
from
Matt
from
the
last
cubecon.
There
was
a
session
on
marketing
six,
so
being
a
being,
a
beginner
is
one
of
the
best
skills
you
can
have
and
if
you're
learning
together
in
public
with
like
other
beginners
I,
think
that
should
be.
That
should
be
pretty
good
for
you.
So
if
you
have
one
Mentor,
20
mentees
and
we
talked
about
like
mentors,
are
also
learning
from
mentees,
so
you're,
all
a
bunch
of
21
mentees
learning
from
each
other.
B
E
First
of
all,
great
slides,
I,
don't
see
them
in
the
sched,
so
I
would
love
to
have
them
in
the
skate,
so
I
can
use
them
for
reference
later.
So
if
you
could
upload
that,
that
would
be
great.
My
questions
are
of
two
parts,
so
your
last
slide
said:
if
you
cannot
find
the
right
Mentor
look
for
another
one
makes
sense:
let's
just
inverse
the
cases,
you
are
a
mentor
and
the
mentee
is
in
what
happens
if
that
mentee
is
not
ideal.
E
A
First
I'd
probably
say
well
that
hasn't
happened
to
me.
So
I
haven't
got
a
personal
experience
with
that.
But
again
it
comes
back
to
if
it's
not
working,
you've
got
to
be
honest
with
each
other.
Haven't
you
whoever's
where
we?
You
know
it's
on
the
canal
side,
on
my
side,
we've
got
to
be
honestly:
it's
not
this
relationship's,
not
working,
then
you've
got
to
make
a
change.
Haven't
you
you've
got
to
be
honest
enough
to
bring
that
up
and
raise
it
and
not
just
carry
on
for
the
sake
of
it.
A
If
it's
not
working
and
yeah
I
guess
in
that
situation,
if
I
felt
a
mentee
was
maybe
it
was
turning
up
late
and
it
wasn't.
You
know,
really
taken
on
board
some
of
the
comments
and
things
that
I'd
mentioned
from
the
week
of
the
couple
of
weeks
before
or
something
maybe
there'd
be
a
point
where
I'd
say
respectfully
that
you
know
this
is
not
working
I'm
putting
a
lot
of
effort
in
here,
but
it's
that
not
that
two-way
thing
and
then
it's
the
take.
A
B
I'll
just
add
one
thing
that
if
it,
if,
if
you're,
following
the
framework
that
we
mentioned,
it
won't
happen
instantaneously,
because
you
mentioned
that
you
know
you're,
reviewing
your
progress
like
every
three
months
or
whatever.
So
the
point
where
your
Mentor
would
say:
hey
this
is
not
working
out
would
be
if
you're,
not
if
it's
going
on
for
like
one
iteration,
two
attrition
three
iteration,
it
won't
be
like
you're
doing
good
and
then
on
one
day
your
Mentor
is
like.
Oh,
this
isn't
working.
So
it's
not
like
this.
E
Thank
you
so
much
that
was
a
beautiful
answer.
The
second
one
is
just
the
invert
of
that.
The
the
initial
impression
of
the
mentee
may
not
be
good,
but
after
some
review
period
they
turn
out
to
be
great.
So
how
do
you
spot
that
talent,
because
I've
seen
some
great
talent
out
there?
Who
initially
you
know
if
I
am
in
a
group
of
my
community,
everyone
else
might
say:
okay.
This
is
not
an
ideal
mentee,
but
I
sense
that
this
person
has
some
potential
and
after
some
time
that
potential
is
proved.
E
So
how
do
you
spot
that
potential
in
the
initial
phase,
because,
although
that
potential
might
come
after
some
review
period
like
this
graph,
but
initially
it's
very
hard
to
detect?
So
how
do
you
use
your
experience
or
any
tips
like
that
to
spot
that
initially,
which
others
might
you
know
just
ignore
unintentionally,.
A
I
think
the
first
bit
comes
back
to
what
I
mentioned
before
about
getting
to
understand
the
person
before
you
get
into
all
the
any
formal
kind
of
mentorship
understand
their
interests.
What
what
motivates
them
every
person
is
an
individual
learns
in
a
different
way.
So
if
you
can
understand
them
how
they
like
to
learn,
you
know:
do
they
prefer
a
very
strong,
more
structured
approach?
A
Guess
if
it's
not
working
again,
how
can
we
change
that
up
for
them,
but
hopefully
just
trying
to
you
know
lower
the
chances
of
it
not
working
out
by
trying
to
understand
them
to
start
with
spending
more
time
up
front
to
understand
that
individual
and
hopefully,
if
that
trusts
there
they're
gonna
that
will
come
out
and
and
they'll
be
the
best
of
them
will
come
out.
You
know
as
as
time
goes
on
they're
trying
to
help
them
get
that
out
of
them.
I
guess.
B
With
cnco
students
yeah,
we
didn't
cover
it
yet
so
I
was
having
a
conversation
with
Bianca
and
I.
I
have
a
meeting
schedule
for
after
cubecon
because
everyone
was
busy.
So
the
idea
with
the
CNC
of
students
is
there's
a
GitHub
repository
for
now
that
Bill
started.
It's
not
active
as
of
now.
Apart
from
that,
there's
there's
the
the
about
the
dementorship
programs,
so
there's
Google
summer
of
code,
outreachy,
LFX
and
there's
one
called
cross.
Is
it
cross
the
research
one
yeah?
B
So
these
are
the
ones
that
are
really
active
and
for
CNC
students
there's
the
official
community.cncf.io
where
there
are.
That
is
also
active.
Many
events
happening
I
know
some
people
like
Sergio
conducting
some
events
in
Spanish
and
things
like
that.
The
thing
that
is
missing
right
now
is
a
structure.
So
it's
not
structured.
It's
like
everything
is
here
and
there.
B
So
you
know
how
you
have
six
and
you
have
like
chairs
and
everything
we
don't
have
that
for
the
student
CNC
student
Community
as
of
yet
that
is
what
I
was
speaking
to
Priyanka
about,
and
we
will
do
that
after
kubecon.
So
there's
a
GitHub
repository,
cncf
students.
Everything
is
documented
over
there.
Some
new
initiatives
as
well
like
the
cncf
ambassadors,
so
planning
something
to
do
like
that
with
students,
but
but
you
know
just
everyone's
busy.
So
that's
a
problem
and
if
you
want
to
see
the
documented
stuff,
it's
CNC
of
students.
A
Just
one
thing,
I'll
add
as
well
we're
going
to
be
doing
this
framework
as
I
mentioned.
So
if
you
do
want
to
get
involved,
while
they
come
and
see
us
follow,
sivo
and
we'll
announce
more
details
about
the
the
githubbling
when
we've
got
it
and
all
that
kind
of
stuff
related
to
it.
So
but
yeah
we
want
contributions.
We
want
people
to
challenge
this
framework
and
come
up
with
something.
That's
quite
quite
cool
for
people
yeah.