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From YouTube: Learning and Development Group Conversation (June)
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A
Hi
everyone
welcome
to
the
learning
and
development
group
conversation.
It
is
june,
22
2021,
I'm
jc
bander
and
I'm
on
the
learning
and
development
team.
If
you
didn't
see
it
already,
there
is
a
video
overview
in
the
linkedin
agenda,
but
I'm
here
for
any
questions
that
you
all.
A
B
I'll
ask
one:
I
see
that
samantha
trained
as
a
crucial
conversation
trainer
is
that
a
program
we're
gonna
start
offering
broadly
to
our
teams.
A
Yeah
great
question
so
samantha
trained
since
our
past
one
and
I
trained
the
one
before
that,
so
we're
both
trained
so
we'll
be
we're
doing
our
first
session
with
a
group
from
the
finance
team
in
like
july
and
august.
I
think
and
then
we're
kind
of
looking
at
doing
some
in
the
future
in
october
and
then
january.
A
I
have
a
form
here
that
I'll
put
in
the
chat
and
if
you're
interested
you
can
fill
this
out
and
yeah.
There
are
some
different.
You
can
select,
maybe
a
date
or
like
a
quarter.
That
would
work
best
for
you.
I
did
also
add
in
the
the
october
and
january
dates
as
well,
so.
B
A
Oh
and
really
quick
on
the
program,
we're
trying
to
do
it
kind
of
a
hybrid,
so
it'll
be
four
weeks
and
about
a
three
hour
time.
Commitment
per
week,
so
it'll
be
like
two
hours
of
asynchronous
learning.
One
hour
live
session
each
week
that
people
have
to
attend
just
to
try
to
make
it
less
destructive
in
your
normal
work
week.
So
that's
what
it
will
look.
C
D
Writing
it
if
you
want
to
verbalize
yeah
thanks
for
the
stats
on
course,
completion.
I
I
think
that's
a
really
great
way
to
measure
things.
Thanks
all
the
details,
I
I
noticed
that
the
remote
foundation
was
less
than
50
courses
a
month.
You'd
think
that,
like
we,
I
don't
know
we're
pretty
known
for
all
remote.
We
have
over
two
billion
impressions,
we're
hosting
a
conference
that
there
be
more
interest
in
that.
D
A
Yeah,
I
think
that's
a
great
question.
I
think
yeah
we
could
have
people
doing
the
coursera
course
as
well.
We
seem
to
have
about
40
a
month
completing
the
coursera
course
so
or
40.
Actually,
I
think
it's
closer
to
maybe
40
a
week,
completing
the
coursera
course.
So
there
are
quite
a
few
people
doing
the
course
corsair
course,
but
yeah.
I
do
think
we
could
do
more
for
just
advertising
it.
A
I
think
we
had
a
pretty
big
push
at
the
beginning
and
then
haven't
done
a
lot
of
like
external
advertising
since
then,
so
I
could
probably
connect
with
darren
and
see
if
they
could
add
something
to
the
remote
day.
That's
coming
up
and
just
draw
some
attention
to
the
remote
foundations
course.
D
Well,
thanks
for
that,
can
you
maybe
show
us
around
slash,
learn
of
what
is
there
and
maybe
also
what
what?
What's
still
to
be
added
to
that
page.
A
To
like
the
gitlab
learn
platform,
the
lxp.
D
A
A
A
Yeah
so
ty
and
samantha,
I
think,
have
been
working
on
this
quite
a
bit
so
ty.
If
you're
here
and
I
miss
anything,
feel
free
to
speak
up.
Okay,
you
should
be
able
to
see
the
gitlab
learn
page.
A
A
Things
for
our
tool
like
continuous
integration,
delivery,
security
and
there's
some
all
remote
things
here
too.
So
I
think
it's
good.
We
have
that
highlighted
here
and
then
I
think
this
is
about
what
we
have
right
now
for
training
kind
of
outlined.
A
A
A
A
Just
for
an
update
tomorrow
is
the
last
day
to
sign
up
for
to
be
a
mentee
in
the
women's
mentorship,
get
lab
women's
mentorship
program.
So
you
can
sign
up
for
that.
I'll,
put
a
link
in
the
chat
here.
E
A
Yes,
perfect
yeah,
but
if
you
wanted
to
do
one
specifically
like
for
a
group
of
ux
team
members
to
go
through
at
the
same
time,
definitely
reach
out
to
our
team.
And
we
can
see
if
we
can
coordinate
that.
But
yeah
that
that's
kind
of
just
a
general
interest
form
cool.
B
C
You
know
continuing
to
kind
of
develop
our
you
know,
skill
sets
and
and
not
let
our
skills
get
stale.
But
I
find
that
it
can
be
really
hard
for
folks
on
my
team
to
carve
out
time
with
all
the
competing
priorities
to
invest
in
learning,
and
so
I'm
just
curious
as
someone
who
hasn't
taken
the
manager
training.
Yet
are
there
any
tips
that
you
have
for
helping
team
members
find
that
time
so
that
they
can
continue
to?
You
know
build
up
their
skill
set.
A
Maybe
you
start
off
with
just
like
watching
some
small
videos
that
you
can
kind
of
fit
in
during
your
day,
and
then
I
think
it's
also
important
to
identify
really
what
you
like,
where
you
want
your
skills
to
grow
and
seeing
if
you
can
find
something
that
aligns
with
that,
I
try
to
use
focus
fridays
since
I
tend
to
not
have
meetings
on
fridays
to
do
like
a
course
on
linkedin
learning
or
things
like
that,
but
I
do
think
just
making
sure
team
members
know
about
the
the
growth
and
development
budget
as
well
and
knowing
that
they
can
take
courses
and
expense
them
with
approval
from
their
manager
that
that
is
really
helpful
too.
A
Those
are
just
some
tips
off
the
top
of
my
head,
but
I
think
also
like,
if
you're
making
time
for
learning
too.
I
think
that's
a
really
good,
like
example,
for
the
team
as
well
to
make
time
for
learning
yeah.
A
E
What
you're
spending
on
your
development,
then,
is
a
really
good
example
for
your
team
as
well,
and
when
you're
getting
to
have
career
development
conversations,
it's
like
itself
say
talking
them
through
what
they
can
do
from
a
self-learning
perspective,
how
they
can
leverage
their
peers
in
terms
of
learning
as
well
can
be
other
good
ways
to
help
the
focus
on
it,
because
we
do
focus
a
lot
on
what
we
need
to
get
done
and
actually
carving
out
time
for
personal
development
can
be
difficult.
So
it
has
to
be
very
intentional.
C
Yeah
to
the
point
about
leveraging
your
peers,
like
one
of
the
things
I've
been
thinking
about,
was
proposing,
like
almost
like
a
study
hall
kind
of
thing,
where,
like
we
as
a
team,
would
spend
like
a
certain
amount
of
time
per
week
like
working
together
to
learn
something
new.
Have
you
seen
other
teams
try
something
like
that
and
if
so
any
success.
E
B
I
can
share
what
we're
doing
and
take
it
or
leave
it,
but
we
have
used
linkedin
learning
courses
as
part
of
our
krs,
and
it's
worked
really
really
well.
So,
for
example,
this
quarter
we're
having
the
researchers
and
designers
all
take
the
course
making
ux
happen.
As
a
team,
I
took
it
first,
along
with
a
few
of
the
leaders
on
my
team
to
make
sure
like
hey.
B
Now,
where
we'll
pick
one
and
the
nice
thing
about
the
linkedin
learning
courses,
is
they
tend
to
be
short,
they're,
not
overwhelming
they're,
one
two
hours
usually
and
just
really
really
well
done,
and
then
for
your
first
question,
something
else
I've
experimented
with
which
I
was
actually
nervous
about
before
I
did
it,
but
it's
worked
out
really
well
is
every
week,
or
almost
every
week
I
post
my
own
professional
development
in
the
ux
channel
in
slack
and
say,
like
I
took
this
course.
I
watched
this
webcast.
B
I
read
this
book
before
I
did
it.
I
was
worried
that
I
would
just
annoy
people
they'd
be
like
who
cares,
but
instead
people
been
like.
Oh
my
gosh.
Thank
you
for
saying
this.
This
shows
me
that
I
can
do
it
too,
and
then
they
go
take
so
two
of
the
courses,
one
that
I
took
personally
and
one
we
did
as
a
kr
or
like
in
the
top
list
of
watched
courses
for
the
month
for
across
the
company.
So
it
shows
people
actually
see
that
and
go
oh
yeah.
Okay,
I
could
do
that
too.
C
That's
cool
thanks
for
sharing
that
christy
and
carol
and
jason
that.
A
A
My
only
other
thing,
I
wanted
to
make
sure
that
you
all
know
if
you
didn't
take
a
look
at
the
slide,
deck
or
watch
the
video
is
we
have
a
skill
of
the
month
that
we
do
each
month
and
in
august
it's
going
to
be
career
development,
and
so,
if
you
have
experienced
career
development
at
get
lab-
and
you
want
to
share
your
experience
or
you
want
to
be
part
of
that-
I
would
love
that.