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From YouTube: AMA with CEO Shadows (Public Livestream) 2021-09-13
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A
C
Thanks
for
the
question,
I
wasn't
aware
what
this
meeting
was
about.
I
thought
it
was
the
ceo
shadows,
answering
questions.
What
does
does
somebody
know
what
what
the
goal
of
the
meeting
is?
I
thought
I
just
shut
up
and
listen.
C
Great
well,
thanks
for
the
question
haciana,
I
think
that
cool.
I
think
that
maybe
talk
first
about
the
evolvement
of
of
like
from
kind
of.
C
Chief
of
staff
to
see
your
shadow
program,
and
so
the
origin
of
the
ceo
shadow
program
was,
I
read
about
the
chief
of
staff
and
we
haven't
known
stella
and
they
said,
as
one
of
the
advantages
is
like
hey,
someone
will
see
all
the
different
functions
in
your
business
and
that's
great
because
that
person
can
be
more
effective
afterwards.
I
thought
that's
amazing,
but
we're
going
to
have
a
chief
of
staff
stays
with
us
for
years.
C
So
we
only
do
that
once
every
few
years
we
should
have
something
much
higher
velocity,
because
we've
got
a
ton
of
talented
people
in
quebec,
so
we
went
from
years
to
three
weeks
or
the
rotation,
and
then
the
idea
was
learn.
One
do
one
teach
one
as
in
your
junior
shadow
you're,
the
only
shadow
you're,
the
senior
shadow,
and
it
turned
out
that
three
weeks
is
a
long
time
to
take
off
and
people
were
like
and
at
that
point
people
still
had
to
travel
for
it.
C
So
they
prefer
to
have
a
shorter
program
but
easier
to
combine
with
their
families
and
with
life
and
with
footwork.
And
then
we
figured
out
like
the
the
do.
One
by
yourself
doesn't
doesn't
make,
doesn't
add
a
lot
of
value
and
also
it
leads
to
a
week
where
there's
only
one
shadow
instead
of
two,
so
we
could
just
do
two
weeks.
C
I
think
the
other
evolution
has
been
how
comfortable
my
reports
are
with
it.
I
think
it's
much
clearer
now
that
if
you
have
a
sensitive
subject,
you
just
say
it
till
the
end
and
ask
the
shadows
too
drum,
but
that
also
means
that
shadows
are
welcome
in
almost
every
single
call.
C
I
can't
believe
that
I'm
talking
to
our
like
chief
legal
officer
and
like
for
three
quarters
of
the
calls,
the
shadows
are
just
there
so
and
one
more
thing
is
the
realization
that
it's
it's
it's
it's.
It
helps
us
with
our
kind
of
company
brand
externally.
So
every
meeting,
I'm
in,
like
people,
get
asked
about
the
shadow
program
and
whether
they
can
join,
and
it
makes
those
people
realize
that
we're
that
transparency
is
very
core
to
what
we
do
and
that
we
want
to
grow
people
and
that
we
care.
C
Like
I
don't
know.
This
was
a
great
week
with
two
female
ceo
shadows
and
I
think
it's
it.
It's
a
very
great
way
to
communicate
what
we
stand
for
without
any
effort
from
me,
and
that's
maybe
the
fourth
thing,
how
frivolous
has
it
has
been,
and
I
sometimes
feel
a
bit
bad
when
a
shadow
logs
off
at
the
end
of
the
week
and
sits
by
and
we
don't-
we
don't
have
a.
We
don't
have
a
welcome
ceremony.
C
We
don't
have
a
goodbye
ceremony,
but
we
sometimes,
if
there's
a
call
and
people
aren't
other
people
aren't
on
yet
we
exchange
a
few
words.
But
for
me
the
investment
in
time
is
very
small,
which
means
that
we
can
keep
doing
it.
It's
not
an
effort.
It's
I've
seen
other
shadow
programs.
They
do
it
for
two
weeks
out
of
the
year,
but
because
it's
so
effortless
we
can
keep
doing
this
continuously
and
then,
of
course,
it's
very
small
effort,
but
high
upside
shadows
reflect
they
add,
I
think,
with
chris.
C
We
have
a
shadow
who
spoke
up
like
seven
times
last
week
and
six
times
a
really
good
thing
to
say,
and
I
forgot
the
seventh
time.
Probably
it
was
also
a
really
good
thing
that
she
had
so
really
contributing
so
taking
notes
and
everything
else.
This
is
a
this
week.
They
I
asked
them
to
do
positivity
scores
for
me,
so
I
can
reflect
back
on
my
meetings
where
I
brought
a
positive
vibe
and
where
I
didn't.
E
Yeah,
this
is
for
the
ceo
shadows.
What
practices
of
sids
or
his
meetings
have
been
most
formative
for
the
shadows
and
how
have
the
ceo
shadows
attempted
to
bring
those
back
into
their
day-to-day
work,
lives,
post
being
a
shadow.
F
Awesome
thanks
for
the
question
tim.
This
is
my
first
day
of
rotation
two,
so
I
did
the
program
last
year
now,
I'm
back
in
it
can't
get
enough
I'll
say
that
it
was
much
easier
to
assume
positive
intent
in
day-to-day
tasks.
When
you
are
in
two
weeks
of
high-level
meetings,
you
really
get
a
deep
appreciation
for
how
much
thought
and
effort
and
consideration
goes
into
every
decision
that
impacts
the
entire
company.
F
It
just
makes
working
here
a
lot
more
seamless
when
you
see
things
moving
and
shifting,
and
you
think
oh
yeah,
positive
intent,
a
lot
of
thought
and
consideration
probably
went
into
that.
Even
if
I
don't
have
visibility
to
it.
The
the
second
thing
is,
I
found
it
much
easier
to
speak
up
and
present
alternative
views
after
the
program,
and
the
reason
for
that
is
you.
You
gain
an
understanding
of
how
sid
and
the
e-group
all
together
is
they're,
always
open
for
debate
with
data.
G
I
just
want
to
iterate
reiterate
what
darren
was
saying
that
everyone
can
contribute
and
it's
real
like
whether
it's
an
e-group
meeting
or
other
calls
it's
like.
If
you
have
something
worth
sharing,
then
do
it.
It
doesn't
matter
if
you're
a
shadow
or
not
take
advantage
of
the
time
that
you
have.
You
know
with
this
audience,
I'm
personally
working
on
my
executive
presence,
and
so
that's
something
that
I've
been
able
to
learn
from
sid
and
others
about
this
week
this
week
and
last
week
and
then
just
really
a
great
opportunity.
B
I'll
go
next
short
meetings.
It
seems
like
such
a
simple
thing,
but
I
truly
was
impacted
by
how
they
do
affect
your
day.
I
would
finish
my
days
I'd
be
like.
Why
do
I
still
have
energy?
This
is
so
confusing
and
it
was
because
of
those
five
minutes,
those
10
minutes
where
I
could
actually
stand
up,
take
care
of
myself
run
around,
even
though
I
always
had
them
as
a
setting
in
my
g
calendar.
B
I
was
not
diligent
about
actually
shutting
it
down
25
after
50
after
we're
done
so
that
I
was
surprised
at
how
big
of
an
impact
that
made-
and
I
try
really
hard
to
take
that
with
me
and
then
the
other
thing
I
found
super
impactful
was
just
watching.
The
executive
team
lead
by
example
when
it
comes
to
work-life
balance,
and
like
darren
and
chris
mention
when
it
comes
to
our
values,
everyone
can
contribute
we're
here
to
have
discussions
and
if
we
truly
believe.
B
D
Yeah,
thank
you
pilar,
and
this
one's
not
necessarily
daily,
but
definitely
weekly
or
or
monthly,
seeing
our
leadership
sinking
seeking
mentorship
and
mentoring.
Others
was
a
really
cool
experience
and
I
tend
to
work
really
heads
down
and
focused
on
my
okrs
and
that
don't
necessarily
make
time
for
that
mentorship
in
my
week,
and
so
it
was
just
a
really
great
reminder
to
to
seek
and
receive
mentorship
from
other
people,
the
company
and
then
also
share,
share
mentorship
as
well
admin.
I
think
you're
next.
H
H
And
it's
just
it's
reflected
in
the
questions
that
are
being
asked.
F
B
I'll
ask
a
question:
you
know
the
very
first
question:
how
has
it
evolved
really
enjoyed
hearing
where
it
came
from,
and
I
was
just
wondering
what
kind
of
thought
has
been
put
into?
Maybe
what
the
next
iteration
of
this
looks
like
if
there
is
a
need
to
adjust,
as
I
mean
we're,
obviously
larger
in
scale,
we've
got
a
lot
going
on.
Is
there
a
way
that
we
can
contribute
to
helping
evolve
to
the
next
step?
And
what
things
would
you
like
to
maybe
see?
B
C
I
think
we
at
get
live.
We
we
live
stream
at
a
ton
of
meetings.
Now
I
think
it's
gone
down
as
a
percentage,
but
if
you
look
at
the
absolute
number,
it's
still
like
10
times
more
than
any
other
company,
I
would
love
to
see
us
utilize
that
more.
I
think
there
should
be
an
editor
of
our
gitlab
and
filter
channel
that
takes
out
the
juicy
that
kind
of
gets
the
cuts
out.
C
The
juicy
parts
add
some
context
to
it
and
kind
of
leverages
that
I
think
we
have
a
lot
of
raw
content
at
gitlab
and
we
don't
always
do
a
great
job
of
using
it.
C
The
other
thing
that
I've
heard
is
like
hey
should
we
also
have
shadow
programs
at
the
kind
of
the
executive
level?
My
reports,
I'm
not
sure
in
that
case
you
see
on
you,
see
mostly
one
function
instead
of
multiple
functions,
so
not
sure
about
that
shadows.
Please
join
in.
F
Yeah
thanks
said,
I
would
say
that
it
feels
like
we're
already
on
a
future
iteration
when
the
program
shifted
to
all
remote.
So
if
you
dig
back
at
some
of
the
blog
posts
of
folks
who
joined
and
travel
to
san
francisco,
it's
a
different
experience.
We
actually
added
a
remote
shadows,
tips
section
on
the
shadow
handbook
page
and
if
you
look
into
that,
you'll
see
how
it
has
evolved
a
bit
over
time
that
has
pros
and
cons.
F
F
I
also
think
there's
opportunity
to
leverage
it
as
a
more
formal
component
of
learning
and
development
coming
out
of
the
program.
One
of
the
first
things
I
did
was
impress
upon
my
directs
that
they
should
really
really
really
really
consider
doing
this
program
and
encouraged
them
to
do
it
and
at
the
first
opportunity,
supported
them
and
jumping
on
it,
because
there's
there's
it
takes
your
team
to
a
new
level
when
everyone
on
your
team
has
been
through
the
program.
B
Yeah,
I
remembered
something
I
had
forgotten
so
and
to
the
earlier
points:
hey
these
conversations
are
so
great.
It's
it's
great
to
hear
from
the
shadows.
I
know
I
personally
have
a
hard
time.
Speaking
up
sometimes-
and
I
remember
thinking
oh,
it
might
have
been
helpful
to
the
executive
team
if
they
knew
kind
of
where
I'm
coming
from
what
my
day-to-day
looks
like
what
my
specialties
for
lack
of
a
better
word
are
right,
so
I'm
public
sector,
I'm
sales,
and
so
maybe
in
those
meetings
being
cognizant
hey.
B
G
I'll
just
verbalize,
so
yes,
the
eligibility
section
in
the
handbook
lists
at
least
one
month
at
gitlab.
I've
been
here
for
two
years
and
I
do
think
the
context
to
how
the
business
works
is
super
helpful.
I'm
just
so.
You
understand
more
about
what's
being
discussed
and
then
anyone
can
sign
up
in
the
handbook.
You
just
open
a
merge
request
and
add
yourself
to
the
rotation
and
then
submit
for
approval,
easy
peasy.
E
I'll
go
again,
we
had
announced
the
ceo
of
shadow
to
be
externally
available.
How
has
that
gone
or
how
did
it
go
and
had
we
had?
Did
we
have
a
lot
of
success
in
making
it
available
for
others?
What
were
the
kind
of
the
takeaways?
From
that
experience?.
C
So
tim,
can
you
elaborate
a
bit
on
that
sorry
making
it
external.
E
Yeah
we're
external
folks
that
were
not
team
members
available
to
participate
in
the
ceo
shadow
yep.
C
Not
been
a
big
success,
yet
I
think
there
was
an
initial
perception.
Maybe
we'd
be
overrun
with
requests.
That
has
not
been
the
case.
We
did
not
promote
it
either,
but
it's
it's.
It's
also
tough
to
like
the
the
confidentiality
is
key
and
I
think
external
participants
will
be
as
good
as
our
own
team
members
and
that,
but
from
a
legal
perspective,
it
is
a
different
situation
if
it's
someone
who
works
for
another
organization,
so
that's
that's
also
making
it
tougher.