►
From YouTube: Rayana Verissimo talks about career development and design leadership | GitLab Design Talks
Description
Rayana Verissimo and Taurie Davis talk about design, leadership, and career development at GitLab. https://gitlab.com/gitlab-org/gitlab-design/-/issues/1545
A
B
Sure
I'm
hayanna
I'm
currently
a
product
design
manager
at
gitlab.
It's
recent
so
different
roles.
I've
been
with
it
live
for,
I
think
two
and
a
half
years
now
I've
been
ux
designer
product
designer
staff
and
now
product
design
manager
and
currently
I'm
with
the
cicd
team
and
before
that
we
forget,
live
I've
always
been
a
designer
we'll
get
to
that.
But
yeah
yeah.
B
A
B
Studied
graphic
design,
and
during
my
studies
I
wasn't
so
inspired
by
yeah
what
I
was
learning.
It
was
a
lot
of
visual
design,
but
I
wanted
to
continue
just
building
websites.
I
used
to
build
blogs
and
you
know
I
don't
know,
build
templates
with
wordpress
and
learn
php
and
css
all
things
for
fun
and
then,
when
I
realized
I
could
work
with
that
it.
It
all
made
sense
to
me.
So
I
did
a
bit
of
everything.
I've
been
a
web
designer
web
art
director.
I
did
like
animations
in
flash.
B
B
So
after
I
think
five
years
I
was
I
was
working
agencies
and
a
bit
tired
of
just
being
creative
all
the
time
I
wanted
to
see
progress
and
I
wanted
to
see
if
people
were
happy
with
the
things
that
we
were
delivering.
That's
when
I
transitioned
to
an
organization
back
in
brazil,
they
had
partnerships
with
organizations.
Companies
such
as,
like
google,
hp,
apple
et
cetera,
and
I
was
assigned
to
a
project
there.
B
B
B
I
was
exposed
to
a
lot
of
the
different
sides
of
design
yeah
and
I
learned
a
lot
of
how
design
is
made
like
the
effort
that
we
put
into
building
something
through
design
and
yeah,
but
I
wanted
to
go
to
a
place
where
I
could
be
not
just
happy
about
my
my
job,
but
I
bought
about
what
I
do
and
the
people
that's
when
I
decided
to
to
move
to
gitlab.
I
came
here
for
the
more
for
the
values
and
my
surrogate
lab.
B
B
Yeah,
so
my
transition
was
intentional.
I'll
put
it
like
that,
so
I
I
got
to
the
point
where,
with
my
self-reflections
and
also
had
a
mentor
for
a
while,
what
I
was
I
felt
like
I
needed
to
decide
what
I
wanted
to
do.
Next,
I
felt
confident
as
an
individual
contributor,
and
I
wanted
to
know
what
else
can
I
learn?
What
else
can
I
do
as
a
designer
and
then
my
transition
was
really
like
in
a
way
in
my
head
plans.
B
Like
my
career
development,
I
want
to
have
the
ability
or
the
opportunity
to
experiment
with
yeah
design
management
and
with
staff
level
work,
and
I
found
that
at
gitlab
I
had
the
opportunity
to
do
that.
I
had
the
frameworks
for
career
development,
but
I
also
had
people
that
were
coaching
me,
even
though
maybe
they
didn't
know
that
they
were
coaching
me
or
they're,
helping
me
transition
towards
the
towards
the
leadership
role,
but
the
partnerships.
A
B
And
it
was
really
like:
okay,
I'm
gonna
work,
my
career
development,
and
I
want
to
track
my
my
growth
and
look
at
the
things
and
the
skills
I
need
to
to
develop
so,
for
example,
yeah,
coaching
skills
or
having
the
crucial
conversations
and
the
things
that
you
know
that
we
did
together
as
part
of
the
development
plan.
So
I
think
especially
here
gitlab,
it
was
a
a
planned
transition.
I
planned
it
myself,
whereas
if
I
compare
with
my
past
experiences
in
other
companies,
I
was
really
hired
to
do
a
job.
B
B
Yeah,
I
think
one
of
the
most
important
aspects
were
the
coaching
so
to
give
you
context
in
my
previous
job,
I
my
experience
was
not
so
happy
there
and
I
really
felt
like
I
was
not
learning
from
anyone.
I
didn't
have
a
people
manager
I
didn't
have.
I
didn't
feel
supported
to
grow
and
my
previous
manager
actually
back
in
brazil
for
my
last
job.
There
he's
someone
that
I
really
look
up
to
and
I
still
think
like.
B
B
And
how
can
I
approach
my
career
development
and,
of
course
this
was
this
is
before
I
joined
gitlab
actually,
but
here
gitlab
the
frameworks
were
indeed
the
career
development
frameworks
that
we
have
also
looking
at
the
how
we
evaluate
performance.
So
I
try
to
look
at
that
to
kind
of
just
have
a
guide
for
okay.
This
is
how
the
company
is
evaluating
me
and
this
yeah.
B
So
I
work
at
some
point
with
the
writing,
partly
okrs,
like
personal
okrs,
for
myself
and
then
just
linking
back
to
what
are
the
things
that
the
organization
doing
like
the
ux
department
okrs
or
I
don't
know
the
things
that
relate
to
the
direction
of
a
certain
category.
That
would
give
me
the
opportunity
to
grow
my
skills
and
expertise
in
wax
research.
So
I'll
link
that
and
connect
to
me.
I
think
that
that's
important
because
I
don't
know
leadership
is
not
just
you.
It's
everyone
around.
A
A
It
sounds
like
you're
very
proactive
in
kind
of
determining
like
where
you
wanted
to
grow
and
utilizing
the
the
processes
that
we
have
here
at
get
lab
in
terms
of
career
development,
to
kind
of
push
where
you
wanted
to
grow
while
also
working
with,
maybe
internally
and
externally.
It
sounds
like
you
talk
to
mentors
or
coaches
to
kind
of
figure
out.
A
You
know
what
did
you
want
for
yourself
and
I
think
that's
really
valuable
like
in
in
the
call
we
did
like,
I
also
reached
out
to
other
mentors
via
the
plato
platform,
and
I
feel
like
that
was
just
super
valuable
to
kind
of
learn,
different
perspectives
and
yeah.
How
different
leaders
and
other
organizations
also
function
so
yeah.
That's
awesome.
A
B
A
B
B
I
think
I
mentioned
this
to
you.
I
had
a
burnout,
my
previous
job
and
I
was
out
sick
for
like
months.
I
was
really
sick
because
I
was
so
unhappy
in
that
environment
that
I
knew
that
when
I
was
when
I'll
be
ready
to
switch
to
move,
it
had
to
be
a
place
that
I
knew
I
would
be
happy
and
that's
when
I
I
kind
of
had
the
I
had
the
opportunity
to
think
about
who
I
am
as
a
professional.
B
And
what
do
I
need
to
be
happy
right
at
work
and
writing
that
and
reflecting
on
the
type
of
growth
that
I
that
I
seek
that.
I
that
I
crave
in
a
way
help
me
find
an
organization
like
gitlab
that
will
allow
me
to
grow
the
way
I
need
you
know,
but
I
think
that
comes
also,
of
course
you
having
a
mentor
and
a
manager.
It
helps
a
lot,
but
I
don't
know
my
experience.
I
think
he
comes
over
time
with
the
you
have
to
do
this
self-reflection,
I
guess
and
yeah.
A
A
B
That
can
inspire
others.
Chrissy
actually
said
something
that
I
could
really
relate
to
is
that
being
a
leader
is
being
able
to
not
just
empowering
others
but
doing
what
needs
to
be
done,
and
people
will
follow
you
right
right,
especially
in
in
design
like
being
an
example,
but
also
creating
the
frameworks
or
the
opportunities
for
others
to
contribute.
B
Others
figure
out
figure
out
how
sometimes
they
want
to
be
helped.
So
that's
at
the
I
think
at
the
manager
level,
but
also
as
an
ic.
It's
really
you
know
doing
doing
your
job
and
leading
by
example.
I
cannot
think
about
that,
but
I
can
give
you
an
example
like
now
with
pedro
in
catering,
for
example,
doing
the
the
merge
request,
research
and
what
we
had
recently
for
the
navigation
and
the
settings
improvements
at
kit
lab.
B
B
Yeah
and
yeah,
I
think
these
are
the
ways
you
measure
in
a
way.
You
know
you
can
quantify
it
when
I
was
reviewing
the
drafts
of
the
the
topics
for
the
new
okrs,
for
example,
where
you
talk
about
improving
the
the
component
life
cycle
right
yeah
that
that's
a
to
me.
That's
a
great
example
of
just
proactive
leadership.
It's
like
it's
improving
a
process
or
clarifying
things
so
that
others
can
not
just
contribute,
but
through
that
contribution,
learn
or
grow
in
a
certain
aspect
of
their
their
jobs.
Yeah.
B
A
I
completely
agree,
and
since
you
you've
transitioned
from
staff
to
manager
how
much
overlap
of
leadership
skills
did
you
see
was
was
it
kind
of
very
similar?
I
know
you
were
like
acting
manager
as
for
stuff,
so
maybe
there's
too
much
overlap
to
kind
of
like
separate
them,
but
I'm
curious.
If,
if
there
is
anything
there.
B
Definitely
I
think,
especially
at
the
the
thing
I
just
mentioned,
on
leading
the
way
it's
totally
transferable,
because
I'm
learning
that
the
people
management
it's
a
very
fancy
name
right,
product
design
manager,
but
you
get
to
solve
the
hairy
sticky
problems
that
no
one
sees
and
I
think,
as
a
staff
right
as
an
ic
or
a
nice
leadership,
because
I've
been
through
I've
been
in
that
position
right,
I
I
am
a
designer.
No
I've
been
a
designer
just
like
gitlab,
but
outside
of
kit
lab.
B
I
don't
know
point
of
view,
I
would
say
so,
just
I
don't
know
just
putting
yourself
in
other
on
other
people's
shoes
rather
than
yeah,
I'm
just
new
to
everything
that
is
happening
here,
but
I'm
learning
a
lot,
especially
around
communication,
so
having
those
crucial
conversations
and
all
the
processes,
especially
behind
how
it
communicates
things
to
people
or
how
we
we
open
the
doors
lead
the
way,
but
they
need
to
to
step
out
they
they
need
to.
You
know
proactively
push
yeah.
A
A
A
A
B
B
B
B
I
think
that's
also
important
de
prioritize
things
to
make
room
for
what
what
you
need
to
learn
so
like
right
now,
I'm
doing
hiring-
and
I
know
that
I
cannot
do
stage
group
work
as
well,
so
I
had
to
be
prioritized
and
communicate
to
people
and
make
a
back-up
plan
etc.
So
I
could
focus
on
that.
One
part
of
my
growth
and
development
plan
yeah.
A
B
Requires
a
lot
of
attention
requires
a
lot
of,
I
think,
sensibility
to
understand
also
how
how
people
present
themselves
and
understanding
their
skills,
so
learning
about
that
and
learning
from
others,
especially
so
I'm
partnering
up
with
with
valerie,
and
I
asking
help
from
justine
mike
long
to
see
how
other
managers
do
yeah.
So,
in
my
my
plan
at
least
for
this
this
year,
it's
on
board
as
a
manager-
and
you
know
starting
feeling
comfortable
with
my
new,
my
new
role.
B
So
I
can
learn
how
and
then
be
more
confident
about
how
to
better
support
my
theme
right
so
yeah
that
that's
number
one,
the
onboarding
and
after
that
I
want
to
work
on
strategic
design.
So
as
much
as
I
I'm
not
a
staff
designer
anymore,
I
still
see
opportunity
for
myself
as
a
manager
to
use
my
craft
and
light
and
design
to
make
the
connections
and
help
the
designers
in
ci
cd
to
chat
and
to
discuss
and
yeah.
B
Yeah
yeah
because
I
have
the
the
technical
knowledge
about
our
product
and
great
opportunities
to
lead
and
talk
about,
for
example,
adoption
in
ci
and
verify
and
do
that
at
the
higher
level
and
create
opportunities
for
the
designers
in
our
teams
to
then
execute
the
design
execute
with
their
teams.
But
I
only
be
able
to
do
that
once
I
on
board
yeah
and
was
I
also
onboard
from
my
staff
role,
because
right
now,
I'm
still
covering
for
four
two
stage
groups.
So.
A
A
A
B
First,
look
for
a
mentor
or
even
if
you
don't
really
have
that
person.
You
know
around
you
at
your
organization,
look
outside
look
at
the
community.
So
for
me
I
was
here
in
amsterdam.
We
had
the
ladies
that
ux
of
community,
so
I
would
go
to
the
meetups.
That's
how
actually
I
met
dimitri
and
dimitri
referred
me
to
gitlab.
B
So
I
never
thought
that,
because
I
went
to
a
for
example,
design
event.
I
would
meet
someone
that
worked
in
a
company
that
you
know
that
would
help
me
grow
towards
design
leadership,
for
example,
so
connect
with
people
and
focus
on
building
the
soft
skills
as
well,
because
we're
always
going
to
have
new
design
tools,
we're
always
going
to
have
new
technology,
but
the
people
skills
they
are
transferable
and
they
they
will
help
you
grow,
even
if
you
decide
not
be
a
designer
anymore
and
change
careers.
A
Yeah
definitely
awesome.
Thank
you
so
much
hayanna
for
taking
the
time
to
chat
with
me
just
about
your
journey
and
also
for
starting
this
series
in
general.
So
anyone
watching
doesn't
know.
This
is
the
fifth
part,
I
believe,
to
a
series
of
videos
discussing
career
development
and
leadership
with
different
members
of
the
design
team
at
caleb,
so
feel
free
to
check
those
out.
If
you
haven't
already,
and
thanks
again
hayana
for
setting
this
up
and
providing.