GitLab Learning & Development, 18 Nov 2020

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From YouTube: 2020-11-18 Monthly Continuous Learning Call

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2020-11-18 Monthly Continuous Learning Call hosted by the GitLab L&D Team

A

Awesome well thanks everybody for joining us for our second, our second inaugural monthly, continuous learning call- and this is really an opportunity- a forum to come together as a community to highlight all of the learning and learning and development initiatives happening organization wide.

A

So, if you haven't had the chance, you know take a minute or two to review the deck we put together for november.

A

It probably looks a lot like the one in october, but there's a couple of cool points in there that we highlighted in terms of learning and development initiatives, so a lot happening with learning and growth and development as an organization- and you know we're really invested in this across git lab and it's something that will continue to build out and prioritize as we scale so I'll, give everyone a minute or so to review the deck. Ask any questions.

A

One thing that I think is really exciting, as everyone's looking through is on, you know, slide nine as well. We also invested pretty heavily in a learning experience platform. um You know an lxp is kind of like a learning management system. It's a little bit more interactive and it's going to enable us to provide you know, self-service personalized learning experience for our team members. This is a really huge win for for gitlab, it's not just for internal use, but also for our customers and partners.

B

A

Live no, it's not live yet we're still um in the implementation and integration process. So we're planning for our internal go live to be around january.

A

But if you all know systems implementations are pretty big, lift and uh timelines. You know always kind of change. So early january is our goal for internal.

A

And we're building out a lot of contribution, pace pages as well just to get caught up on any training or resources.

A

A

Trying to think what else.

A

Curious, maybe I'll ask a question for the audience. I have your time anything that you would want to see in the future, for you know just learning and development in general, at gitlab for growing your career, um I'll use the forum to to pick your brain a little bit any big skills you you want to enhance or.

B

I really enjoyed the manager challenge pilot. I would love a, I don't know 201 course, or a second maybe focused in in certain areas, because there's a lot of information to cover in the amount of time.

A

Yeah, no, that's awesome. Thanks lindsay, it was great having you a part of it, so we actually uh redesigned the curriculum a little bit too to make it more in line with um the book high output management. I don't know if anybody's read this yet, but this is uh sid's favorite management book and it's an awesome read so, if you're, a manager, if you're a people leader leader, even if you're, not it's a really great book, just to learn just really key management principles.

A

So if you're interested in doing it again in january, you know definitely you can sign up it's a little bit different.

C

I have one idea.

D

C

I don't know how um how much we've changed the onboarding issue, since I did it almost two years ago, but um I know there's a lot of people who, like don't do, mrs since they onboarded until like months later or um or I just very unfamiliar with how to do mr solve like marriage, conflicts and all of that. um So maybe you know some basic training on that, like um I know, there's the gitlab 101, but I'm not sure. If that's uh I haven't checked it out. So correct me.

C

If I'm wrong here, I don't know that that's more just gitlab specific and not how to use gitlab to work at gitlab like how we use it at work. So maybe because even like uh you know, more technical people who join and have known about gitlab find it hard to like get used to um used to how we work so maybe for non-engineers it's even harder and we can shop there.

B

I've been through the 101 and 201 was, and I would say that I could even use some additional. You know like rebasing and merge conflicts and just more advanced uh training in that area.

A

Yeah, I definitely I definitely agree. I think you know- we've heard this across the board. I think team members just need more instruction on how to use gitlab in their day-to-day role here in the organization myself included. um So that's definitely something we could look at.

A

A

All right I'll give it another 30 seconds, if no other questions we'll give everyone their time back. If you want to hang out and talk about learning,.

B

You have a question about.

A

B

Program management program in january um can I sign up, even though I currently do not lead people, but I want you.

A

Yeah, so um you can definitely sign up for the one in january, like uh if you're an aspiring manager. I think we will give it priority to the people leaders, but if there's room.

D

A

This in this session in january, we can definitely consider you hugo, thank you, yeah. I think I think too we're going to roll out an additional iteration for aspiring managers, because I think a lot of the concepts apply across people, leader and team member roles in general.

C

I'm not sure how related is this to learning and development, but something that I feel and I've heard other team members struggle with is like um getting started with their career development plans. um So maybe, like some guidance there, like maybe what questions to ask yourself or questions to ask your team, your manager, so you can put that plan together because every time I have to do it, it's just really hard, because I'm not really sure what I want to do in the future.

C

When I wanna go and um and it's something that I feel like it has to be led by like, even though your manager can ask you about it, like it's very personal, so maybe just guidance. There.

A

Yeah, that's a great great suggestion, um something we could. We could look at so more guidance around. How do you have a career development conversation with your manager? Is that what you're asking.

C

Yeah how to have it and also like um the kind of things that you should discuss, because I've had career development conversations many times with different managers and it's very different each time and I'm not sure if, like sometimes I feel like they do it or um they took it's not like. I don't think they care about me, but also they do it because you know it's something that, like as a company, is an initiative, um but it's also not a very like guided initiative.

C

So it's very like free like how each manager does it, and um maybe some guidance there on like how it should be structured to get the most value out of it, because otherwise people do it once and then um they review it every now and then, but they don't really get anything out of it. Yeah.

A

That's a great that's a great point and I know we have the individual growth plan too, which is like. I think we have a template for that somewhere in the handbook. um But maybe it's it's more around. How do you have a coaching conversation around career development with your people and some best practices around that? It's something we touch in the manager challenge, but you know, I think, sounds like organization wide. We could do a better job.

D

I think, um in line with what liz was just suggesting too, as a new starter, coming to an org which has service management as as its key management ethos, but you've come from a company where managers are basically top down.

D

It's it's. It's an adjustment, that's difficult to get your head around, so some guidance on how to take advantage of this different kind of relationship might weave into what we were just talking about as well. I don't think there's enough there to be a course on its own, but yeah.

A

It's a great great suggestion, so would you say like get lots more bottom-up or top-down.

D

No well service management, so your manager isn't telling you what to do you're, you're, your own manager and manager of one, but when you have your one-on-one for the first few times with your manager, it's very eye-opening and it's an opportunity to go. Oh wow! This is amazing, but I'm not really sure. How can I best take advantage of this, because it's it's a totally new experience for me, it was and yeah.

A

Yeah yeah, that's a great suggestion. I I think the way we operate at gitlab is very different than other organizations and the manager, one just being a self-starter prioritizing. Your own task is, can be, can take some getting used to.

D

Yep, there's that and there's yeah taking advantage of of um what your manager is doing for you.

A

Yeah yeah yeah, okay cool well, I might- I might set up more time with you mike just to learn more about that.

A

A

Well, if there's no other questions, um you know definitely reach out to us anytime. If you have more ideas or questions just about learning and development in general, at gitlab, um it's a fun field, and you know I really appreciate everyone joining us today.

A

So we will see you next month and then tomorrow, there's a learning speaker series at, I think 11 30 east coast time it's on building trust with the remote teams. um If you have, if you have time check it out, it should be, should be a good conversation.

B

That be recorded, it works.

A

B

A

I know that's early, probably for you so.

B

No, I can go. I just have a conflict, I'm bummed yeah.

A

Yeah, we'll definitely record so.

A

D

A