►
From YouTube: Career Development Framework with Kenny Johnston
Description
To learn more about GitLab's Product Group Career Development Framework: https://about.gitlab.com/handbook/product/product-manager-role/product-CDF-competencies/
A
Hi,
I'm
jc
bander
on
the
learning
and
development
team
and
I'm
joined
by
kenny
johnston,
senior
director
of
product
ops
here
at
get
lab,
and
today
we're
going
to
be
talking
about
the
career,
career
development
and,
specifically
the
product
team's
career
development
framework.
So
kenny,
I
was
wondering
if
you
could
tell
us
about
what
the
career
development
framework
or
cdf
is
and
how
it's
used.
B
B
It
covers
what
we
consider
to
be
the
three
or
four
primary
skill
areas
for
product
managers,
validation,
track
activities,
build
track
activities,
business
activities
and
communication
skills,
and
we
have
a
set
of
topics
that
we
discuss
in
each
one,
and
it
gives
us
a
nice
structure
for
evaluating
and
giving
team
members
regular
feedback.
We
try
to
do
them
every
six
weeks,
so
it's
pretty
cool
you.
B
The
documents
come
in
this
form
of
a
google
sheet
with
each
one
of
those
categories
and
kind
of
commentary
from
their
managers,
and
you
can
really
see
the
progress
as
you
go,
because
you
get
a
kind
of
check
in
every
six
weeks
and
then
we
use
those
to
facilitate
well.
How
are
we
going
to
improve
in
this
area
and
continue
to
grow
in
that
area?
And
so
yeah?
It's
a
really
useful
tool
that
we
use
within
the
product
organization
to
facilitate
regular
kind
of
how
are
you
doing
in
your
job,
check-ins
performance,
check-ins,.
B
Yeah,
it's
pretty
funny
at
gitlab,
we
had
historically
had
the
yearly
check-ins
and
we
used
a
kind
of
complex
mathematical
sheet
for
doing
that
when
I
started
but
scott,
our
cpo
brought
this
career
development
framework
structure
with
him
and
we
kind
of
quickly
attached
to
it,
made
some
adjustments
for
the
gitlab
way,
but
yeah
it's
been
a
big
hit
since
then.
It's
really
much
better
way
and
it's
a
way
to
to
do
what
we
would
normally
do
in
a
performance
evaluation
on
a
yearly
basis.
Much
more
frequently.
A
B
Yeah,
it's
funny,
you
know
we
always
give
team
members
feedback
regularly
and
so
there's
lots
of
just
immediate
feedback
provided,
but
it's
kind
of
that
medium
term,
not
what's
your
long-term
career
goal.
But
how
are
you
progressing
in
terms
of
building
your
skill
sets
that
are
required
for
someone
in
your
position,
and
so
that
is
a
great
result.
It
also
helps
people
target
like
how
am
I
doing
and
how
am
I
progressing
towards
whatever
my
next
step
would
be,
or
that's
a
promotion
or
readiness
for
a
different
role.
B
We
can
kind
of
see
if,
if
team
members
are
sustaining
at
high
levels
of
performance
in
their
current
role,
that
gives
you
a
good
indication
that
they're
moving
the
next
one,
and
it
also
is
a
great
way
to
have
the
dialogue
about
hey.
You
know,
there's
there's
always
ways
that
any
individual
can
improve.
We
all
want
to
hear
about
how
we
can
improve
across
different
areas,
but
it
also
gives
you
a
good
guidance
for
saying.
A
B
No,
but
I
will
point
out
that
I've
mentioned
short
term
medium
term
and
long
term.
We
also
have
a
kind
of
totally
separate
long-term
career
goal.
That's
you
know
me,
acting
as
a
manager
is
acting
as
the
coach
for
their
team
members,
not
in
necessarily
evaluating
performance,
and
we
try
to
separate
those
two
conversations
right.
We
don't
want
the
cdf
review
to
be
part
of
your
regular
one-on-one,
which
is
meant
to
be
a
place
where
you
can
ask
questions
and
kind
of
have
that
time
be
the
team
members,
the
cdf.
B
We
try
to
do
every
six
weeks
and
then
we
try
to
facilitate
longer
term
kind
of.
Are
you
reaching
the
goals
and
building
the
skills
that
you
want
career-wise
here
at
gitlab
and
how
is
git
lab
helping
you
achieve
your
career
goals
and
we
try
to
keep
those
separate.
So
it's
important
to
remember
that
while
it's
called
the
career
development
framework,
we
don't
actually
use
it
for
that
kind
of
longer
term
career
planning.
We
have
a
totally
separate
process
for
that.
A
Awesome,
that's
really
cool.
Well,
those
are
the
questions
that
I
had
for
you
today
about
the
career
development
thing
framework.
So
I
just
want
to
thank
you
for
taking
the
time
to
talk
with
me
today.
I
think
this
is
going
to
be
really
helpful
for
git
lab
managers
that
are
looking
to
help
their
team
members
grow
in
their
career
here
at
get
lab
too.