►
From YouTube: Session 1 - 2021 May Manager Challenge Retrospective
Description
The GitLab L&D team held a retrospective with participants from the 2021 May Manager Challenge to discuss what went well and what could be improved!
A
Awesome
well,
thank
you.
So
much
for
joining
the
manager
challenge.
May
2021
retrospective
really
appreciate
you
all
joining
this
call,
and
I
thought
it
would
be
great
to
come
together
synchronously
to
to
talk
about
any
feedback
about
the
overall
experience,
any
tips
for
l
d
moving
forward.
As
I
reiterate
in
this
program
a
couple
of
times,
you
know,
get
labs
really
invested
in
building
a
robust
management
training
capability,
as
well
as
for
aspiring
managers
as
well,
so
awesome
feedback
in
the
async
survey.
A
B
B
B
B
It's
really
hard
to
construct
questions
that
are,
you
know,
coming
from
a
coaching
mindset
and
to
watch.
You
know,
jeff's
peers,
ask
him
questions
that
were
definitely
you
know
at
that
level
and
then
trying
to
do
it.
Myself
was
a
real
eye
opener,
so
super
super
enjoyed
the
program.
Thank
you
very
much.
A
B
B
A
C
I
echo
everything
jamie
said
he
articulated
that
really.
Well,
I
will
add
two
points.
The
kind
of
key
on
the
last
thing
he
just
said,
which
is
given
that
this
is
a
retrospective
like
jamie,
basically
just
uncovered
a
new
marketing
angle
for
this,
which
is
ic,
should
do
it
for
a
peek
into
a
manager's
life
like.
C
A
C
A
C
A
case
in
point
example
what
jamie
just
said,
I'm
in
the
room
like
now.
I
have
that
perspective
that
I
wouldn't
have
had
if
he
had
only
shared
that
with
his
immediate
peers,
the
other
piece
of
feedback
I
was
going
to
mention
on
the
it
overloads
your
calendar
for
two
weeks.
I
I
also
think
that's
a
feature,
not
a
bug,
and
what
I
mean
by
that
is.
I
have
found
that
l
d
is
one
of
those
things
that
doesn't
happen
unless
it's
forced
almost
like
pto.
This
is
why
I
recommend
pre-booking
pto.
C
I
just
have
like
random
weeks
throughout
the
year,
proactively
blocked.
I
have
no
idea
if
I'm
actually
going
to
use
it
or
not,
but
I
just
go
ahead
and
do
it
so
that
it's
it's
the
top
priority
and
I
feel
like
one
of
the
features
of
this
program
is
like
hey,
if
you're
overloaded,
with
meetings
we're
going
to
give
josh
and
team
the
ability
to
actually
push
all
of
this
to
your
calendar,
and
it
will
be
priority
number
one,
and
now
you
have
a
permission
slip
to
not
do
all
of
that
stuff.
A
C
This
is
why
I'm
going
to
be
less
present
in
these
other
meetings,
and
I
think,
that's
really
powerful.
I
think,
by
default
we're
an
ambitious
group,
we're
going
to
try
to
do
the
manager
challenge
and
all
of
our
work.
Maybe
we
should
be
more
prescriptive
that
this
is
the
top
priority.
I
think
where
you
can
pull
learnings
from
is
the
ceo
shadow
program.
C
That
program
is
super
good
about
saying
I
think
it
actually
directly
says
you
should
basically
consider
yourself
on
vacation
while
you're
in
this
program.
Now
I
don't
know
if
the
manager
challenge
is
so
demanding
that
it
needs
that,
but
there's
there's
something
about
it:
that
mentality
of
look
I'm
I'm
out.
This
is
my
focus.
C
Absolutely
right
when
I've
done
in-person
trainings
day
and
a
half
two
days,
that's
all
you
do,
and
it's
it's.
I
remember
like
the
exhilaration
of
being
able
to
decline,
meetings.
Thinking,
nope,
I'm
going
to
be
in
this
room.
There's
going
to
be
food
there,
it's
going
to
be
awesome,
but
in
all
remote
setting
gives
you
the
opportunity
to
try
to
multitask
and
that's
not
always
the
most
helpful.
A
Yeah,
I
completely
agree
one
question
for
you
all
I
should
put
in
the
agenda
and
then
feel
free
to
ask
any
give
me
more
points
as
well,
but
did
you
find
that
maybe
in
future
iterations
having
more
sync
sessions
would
would
help
like?
If
you
know
during
the
two
weeks,
maybe
like
two
sync
sessions
a
week?
A
D
I
would
say
so
I
see
so.
Some
of
the
feedback
I
was
going
to
give
here
was
that
I
saw
three
main
I
don't
know
three.
I
saw
three
three
things
I
found
myself
getting
out
of
this
program.
I
guess
one
was
just
carving
out
the
time
to
read
through
those
handbook
links
and
take
the
linkedin
learning
and
just
kind
of
absorb
information.
D
Two
is
just
the
opportunity
to
network
with
other
managers.
I
feel
like.
I
have
my
constellation
of
people.
I
work
with
regularly,
but
this
expanded
that
group,
which
I
thought
was
really
valuable
and
and
other
ics
across
the
company
as
well,
not
just
managers
and
then
lastly,
was
the
the
coaching
and
just
kind
of
creating
that
friction
and
getting
that
feedback
and
interacting
with
other
managers
and
kind
of
broadening
my
perspective,
and
I
think
from
that.
From
that
sense
I
felt
like
the
that's.
D
B
This
topic,
I
think,
I'm
certainly
sorry,
because
you
have
josh,
I
think
that
opportunity
to
network
with
other
managers
and
like
when
I
think
back
to
the
two
weeks.
Yes,
definitely
the
points
wanted
to
jeff
you
mentioned
were
valuable,
but
for
me
the
most
outsized
you
know
sort
of
biggest
squeeze
I
got
out
of
this.
Was
that
hour
hour
and
a
half
we
spent
in
a
group-
and
that
was,
I
think,
doing
that
you
know
maybe
twice
a
week
could
be
good.
B
C
A
Yeah,
I
think
I
think
it
threads
really
nicely
into
darren's
earlier
point
just
like
making
this
okay
more,
like
the
ceo
shadow
program,
where,
like
hey.
This
is
your
focus
for
these
two
weeks.
Yeah,
you
can
do
other
work,
it's
not
going
to
be
as
demanding,
but
you
know
if
you,
if
you
want
to
participate,
really
attend
the
sessions,
do
the
async
activities
and
block
your
calendar.
C
If
it
becomes
a
a
thing
like
a
significant
meaty
thing,
then
I
would
say
like
why
not
do
a
sync
session
every
day
or
every
other
day,
and
I
think
there
could
be
some
real
collective
power
like
imagine
if
you
had
20
people
managers
and
aspiring
managers,
essentially
in
the
ceo
shadow
program.
At
the
same
time,
that's
a
significant
enough
amount
of
people
that
it's
going
to
cause
disruption
and
people
are
going
to
pay
attention
to.
C
Like
oh
whoa,
l
d
matters
like
we
like
our
whole
team
is
like
slowing
our
role
just
a
bit,
because
these
people
are
prioritizing
something
and
then
that's
gonna
send
a
signal
that
they
should
consider
prioritizing
it
too.
This
happened
with
me
in
the
ceo
shadow
program.
I
took
it.
My
peers
around
me
saw
it
and
I
don't
know-
probably
12
people
in
marketing
since
me
have
done
it
because
it
sends
a
signal.
C
It
sends
a
message,
so
there
could
be
something
powerful
in
substantiating
the
program
as
a
whole
more
to
enable
those
added
sync
sessions,
one
other
piece
of
feedback
on
the
sync
sessions.
I
agree
that
they
were
massively
impactful
and
here's
one
of
the
reasons
I'm
going
to
offer
up
why
it's
kind
of
like
micro,
coffee,
chats
with
19
people
in
an
incredibly
distilled
efficient
way
where
everyone
is
already
in
a
vulnerable
place
and
you're
learning
from
each
other.
C
C
C
It
was
too
big
for
async.
It
really
benefited
from
the
sync
group
like
when
I
saw
people
doing
the
sync
day
sessions
async.
I
was
like
massive
kudos
for
you
for
carving
out
time
to
do
that,
because
that
was
a
hard
challenge
with
other
people,
and
so
so
there's
that,
if
you
do
more
of
those
sync
session
days,
you
might
want
to
guard
for
less
people
doing
it
async
if
they
can't
make
the
session.
C
A
A
D
I
agree
with
all
of
that.
I
think
I
would
add
also
that
it
could
be
a
question
of
audience
also
like.
I
could
see
this
maturing
and
evolving
to
the
point
where
there's
two
different
tracks:
a
more
synchronous,
that's
more
focused
on
coaching
and
maybe
the
intended
audience
is
more
manager,
more
existing
manager,
heavy
and
then
the
more
async
option,
where
you're,
just
absorbing
information
and
learning
and
participating
async
is
more.
I
see
just
getting
comfortable
with
the
concepts
focused.
C
C
I
did
want
to
give
you
this
feedback.
Sure
the
don't
skew
too
far
away
from
the
async,
and
I
guess
this
this
kind
of
dovetails
into
why
two
stages
may
be
nice,
because
the
outputs
of
those
were
so
easy
to
share
with
my
directs
so
easy,
it's
all
written
down.
So
in
our
team
sinks
and
our
team
one-on-ones,
I
could
just
put
like
specific
links
to
comments
like
whoa
check
out
what
this
person
said
here.
C
This
is
so
enlightening,
that's
harder
to
do
and
have
context
around
it
coming
out
of
a
sync
session
and
my
directs
really
appreciated
it.
They
really
appreciated
that
during
the
week
as
I
was
investing
time
in
this,
I
was
sending
them
links
here
and
there
to
various
comments
from
people
that
I
don't
think
would
have
been
as
well
documented
if
it
weren't
an
async
first
challenge.
A
My
intention,
it's
like
you,
have
this
epic.
Now,
with
all
of
this
great
content,
you
can
bookmark
it
reflect
back
on
your
career
if
you're
stumbling
go
back
to
some
of
those
answers,
maybe
set
up
a
coffee
chat
with
somebody
in
the
cohort.
You
know.
That's,
that's!
That's
the
beauty
of
the
async
issues.
C
You
also
remember
who
said
what
like,
who
had
that
red
flag
warning.
I
was
like.
Oh,
it
was
megan
and
then
that
allows
you
to
set
up
a
coffee
chat
or
do
additional
things
or
whatever.
If
you
don't
document
it,
it's
very
diff
you're
like
well
cohort
two
danny
just
like
blast.
Everyone
with
who
said
this
yeah.
A
B
One
more
thing,
I'll
share
that
I
really
enjoyed
that
I
thought
was
great,
was
as
part
of
some
of
those
async
daily
challenges.
You
know,
I
definitely
agree
with
what
darren
was
sharing,
how
they
were
very
right-sized.
They
were
kind
of
the
perfect
amount
of
time
was
the
fact
that
somebody
had
clearly
taken
the
time
to
go
through
linkedin,
live
learning
or
linkedin
learning
courses,
and
rather
than
link
to
the
whole
course
me
like
here.
Take
this
30-minute
course.
B
There
was
a
specific,
deep
link
to
like
a
three
minute
piece
of
that
course,
where
it
was
obvious
to
me
that
somebody
had
taken
the
time
to
say
that's
the
real
golden
nugget
here
in
this
course.
Let
me
save
you,
the
time
of
you
know
all
the
boilerplate
at
the
beginning
and
all
the
other
stuff
at
the
end,
and
it
was
like
three
minutes
I
thought
wow
like
that
was
such
a.
I
really
treasured
that
so
thank
you
to
you
or
whoever
had
had
ferreted
out
those
really
valuable
pieces
of
those
courses.
A
C
Area
for
us,
that's
a
great
point
jamie
I
was.
I
was
amazed
every
time
I
landed
on
one
of
those
two.
It
was
like.
Oh
man,
they
just
they
come
through
like
seven
years
of
con,
maybe
maybe
more
to
get
me
to
this
three
minutes.
I
really
appreciated
it
josh.
I
want
to
mention
one
thing
on
the
async
front.
I
don't
know
if
it
was
intentional,
but
every
time
it
happened,
I
deeply
appreciated
it.
C
It
felt,
like
you,
launched
the
async
day
challenge
as
like
as
australia
and
aipac
were
waking
up,
and
I
was
like
that
is
so
incredibly
thoughtful
and
inclusive
because
you
for
sure
are
not
in
that
time
zone.
So
it
was
like
the
the
day.
One
challenge
happened
day:
one
apac.
It
was
actually
the
day
before
evening
where
we
live
and
I'm
like
you're
you're,
taking
in
a
like.
That's
an
extra
step
on
your
part,
and
so
I
don't
know
if
that
was
intentional,
but
kudos
if
it
was.
C
I
thought
that
was
very
inclusive,
that
the
day
one
started
with
when
days
started
in
the
world,
not
where
you
were
so
thanks
for
doing
that
worked
out.
Well,
for
me
too,
because
I
like
to
work
in
the
evening,
so
in
a
few
of
those
instances
I
was
like
holy
cow.
I
just
shortcuted
a
whole
day
by
doing
this.
The
night
before.
A
B
D
I
agree
with
all
of
that.
I
think
that
was
fantastically
done.
I
have
one
more
piece
of
feedback
that
doesn't
really
fit
in
with
anything
we've
been
talking
about,
but
yeah.
I
would
love
for
future
iterations
to
see
kind
of
a
what's
next
to
close
it
up.
To
sum
it
up
to
say,
you
know
here
are
some
books
that
some
of
these
concepts
were
derived
out
of
you
know.
A
C
C
There's
there's
like
a
like
a
a
nugget
you
put
together
with
the
tags
of
people
who
went
through
the
program
and
some
key
pieces
of
positive
feedback,
some
key
pieces
of
constructive
feedback,
and
maybe
some
sort
of
anecdote
or
takeaway
or
things
that
were
learned,
and
then
it's
published
in
the
e-group
channel
and
the
reason
I
say
this
is
it
it's
gonna?
I
want
it
to
continue
to
signal
that
lnd
is
not
something
you
do
around
the
fringes
of
your
job.
C
C
I
and
I
know
that,
would
create
more
work
for
you.
It's
like
you're,
you
have
this
continual
retrospect,
retrospective
or
packaging
up,
but
I
think
like
what
I'll
offer
here
is,
if
you're
already
doing
that
for
your
group
conversation,
for
example,
if
you're
already
collecting
some
of
this,
because
for
some
other
task,
then
just
repurpose
it
and
put
it
in
the
egroup
channel
or
somewhere,
so
that
the
executive
team
is
constantly
reminded
like
here
are
people
that
are
investing
in
l
d.
C
Here
are
some
of
the
key
things
that
we're
talking
about,
and
it
gives
you
this
opportunity
to
remind
you
could
also
share
to
the
managers
channel,
for
example,
remind
managers
that
this
should
be
a
part
of
what
you're
thinking
through
in
okrs
like
make
sure
that
you
don't
okr
your
team
to
the
point
where
they
can't
fit.
Something
like
this
in
we
went
the
complete
opposite
direction.
All
of
our
corporate
marketing
team
now
has
an
okr
that
we
all
have
to
have
a
fully
complete
career
development
plan
by
the
end
of
next
quarter.
C
I
don't
know
if
every
organization
would
do
that,
but
I'm
telling
you
it
was
a.
It
went
over
well
for
our
team,
we're
like
now
we're
going
to
be
measured
on
this
and
we're
making
a
deliberate
decision
to
do
that
and
I
feel,
like
I
don't
know,
man
like
you,
might
get
bonus
participation
for
people
that
know
that
at
the
end
of
it,
this
might
be
the
only
time
egroup
sees
their
handle
all
year.
That
could
be
a
really
big
deal
for
them
in
terms
of
recognition.
A
I
love
that
I'm
gonna
do
that
next
week,
when
I
send
the
certifications
out,
I
gave
everybody
this
week
to
catch
up
if
they
needed
it
and
I'm
gonna
post
like
a
message
in
the
e-group
with
everybody
tagged
that
participated
like
hey.
This
is
what
we
did:
here's
their
I'm
gonna
put
the
profiles
there.
This
is
what
we
covered.
Here's
the
epic!
That's
like
a
first
step.
It's
a
great
idea,
darren
yeah!
C
C
D
D
C
Need
that
top-down
that
top-down
support,
if
you
do
a
stage
two
where
this
feels
more
like
a
ceo
shadow
program
where
people
are
more
more
disengaged
from
their
job
you're
going
to
need
that
support,
and
this
is
going
to
get
tougher
on
the
road
to
becoming
a
public
company,
because
it's
just
going
to
feel
like.
Oh
it's
an
afterthought.
We
can
do
this
later.
We
can
learn
later.
A
Yeah,
I
love
that.
I
love
that
I
think,
if
you
look
at
engagement,
survey,
scores
around
growth
and
development.
It's
like
the
second
lowest
category
for
gitlab,
so
this
is
top
of
mind
for
team
members
cool.
Well,
I
don't
want
to
keep
you
all
here
any
longer.
This
was
amazing
feedback,
I'm
going
to
iterate
on
all
of
it,
I'm
going
to
run
another
one
in
october.
If
you
want
to
join
that
one
I'll
give
priority
to
the
new
people,
but
you
know
definitely
add
you
to
the
waitlist.