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From YouTube: Session 3: Women at GitLab Mentorship Program Kickoff
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A
Before
we
get
started
great
okay,
well,
thank
you
all
for
joining.
This
is
the
third
start.
Sorry
just
going
to
meet.
Whoever
called
in
this
is
the
third
of
three
intro
kick
off
calls
for
the
women
at
get
lab
mentorship
program,
so
super
excited
that
you're
all
here
to
chat
today,
we're
going
to
do
a
short
panel
today
with
a
few
different
panelists
talking
about
their
experiences,
both
as
mentors
and
mentees,
either
at
gitlab
or
somewhere
else.
A
B
Thank
you
samantha.
I'm
super
thrilled
to
be
here
with
that.
I
do
have
to
hop
off
for
another
call,
so
I
hate
to
intro
and
run,
but
so,
if
I'm
not
here
for
the
entire
time,
that's
why
this
is
my
now.
Second
time
doing
this,
I
get
lab,
which
I
believe
it
is
our
second
run.
We
did
a
pilot
version
of
this
last
year.
I'm
happy
to
see
that
my
mentee
madeline
is
on
this
call
as
well.
B
I
don't
know
if
it
was
as
good
of
an
experience
for
her
as
it
was
for
me,
but
I
had
a
fabulous
time
learning
from
her
during
our
pairing
and
we've
maintained
a
really
nice
french
tip
going
forward,
which
I'm
really
thrilled
to
have
established
with
her
and
wouldn't
have
had,
but
for
that
program
probably,
and
so
we
have
32
pairs
of
mentors
and
mentees
this
time
around,
which
is
fabulous.
Everybody
who
requested
a
mentor
got
one.
We
have
folks
coming
in
from
16
different
verticals
across
the
company.
B
We
have
folks
from
customer
success
the
people
group,
sales,
security
awareness,
development,
accounting,
digital
marketing,
infra,
product
management,
finance,
brand
business
technology,
talent
act
and
community
relations
and
legal.
We
have
52
people
who
actually
volunteered
as
mentors,
so
we
had
more
mentors
than
we
could
even
accommodate,
which
was
amazing,
and
there
are
two
folks
at
e-group
that
are
doing
it
and
myself
and
then
eric
johnson
are
mentoring.
So
this
is
my
second
time
around.
I
think
this
is
eric's
first
time
doing
it.
B
If
I'm
I'm
not
in
clark
there,
nine
different
vice
presidents
across
the
company
and
then
stella
as
well
who's,
our
chief
of
staff,
is
also
participating.
So
I
think
it's
really
great
statistics
across
the
company.
B
I'm
really
thrilled
to
see
what
comes
out
of
these
different
relationships
and
the
different
pairings,
and
I
think
that
cross-functionality
is
super
exciting
to
see
and
just
there's
a
lot
of
empathy
that
comes
out
of
this
program,
also
because
people
have
a
build
awareness
for
what
other
people
do
and
it's
really
what
you
make
of
it.
So
I've
never
been
able
to
be
a
mentee
in
an
environment
like
this
before
and
so
I'm
a
little
jealous
that
everybody
else
gets
to
participate
in
this
way.
B
Although
I
see
ryan
o'neill
on
the
call-
and
I
might
ask
him
to
mentor
me
because
I
feel
like
he
gives
really
good
advice,
but
with
that
I'm
going
to
pass
it
over
to
kyla-
and
I
just
want
to
wish
you
all
a
really
successful
and
amazing
program-
and
it's
basically
you
know
it
is
what
you
put
into
it.
B
So
you
know,
I
really
urge
you
to
take
advantage
of
all
the
different
aspects
of
the
program
and
don't
hesitate
to
reach
out
if
there's
questions
or
it's
kind
of
just
it's
choose
your
own
adventure.
C
Hi
everyone,
I'm
kyla,
our
women's
tmrg,
lead
alongside
our
co-lead
madeline
hennessey
who's
joining
us
on
the
call
today
as
well,
and
we
just
really
want
to
give
a
great
thank
you
to
all
of
the
mentors
and
mentees
for
taking
the
time
to
be
part
of
this
program.
This
is
the
second
iteration
of
this
program
from
our
women's
team
member
resource
group,
first,
starting
with
our
women
in
sales
mentorship
program
and
now
being
able
to
broaden
this
program
to
include
all
departments
in
our
organization.
A
Great
thanks
so
much
kyla
and
robin
it's
great
to
have
you
both
kick
us
off
for
this.
So
thanks
for
thanks
for
being
here
and
for
all
you
do
for
the
women's
tmrg
okay,
so
we
are
going
to
get
to
our
panel.
A
We
have
three
awesome
panelists
that
are
joining
us
today
and
we're
going
to
be
going
through
three
different
questions
about
their
experiences
like
I
was
saying
at
the
beginning
about
being
a
mentor
or
a
mentee,
but
before
we
get
to
the
questions,
I
would
love
if
the
three
panels
could
take
a
just,
a
quick
minute
to
introduce
yourself.
You
can
share
your
name,
your
role
at
gitlab
and
where
you're
based,
we
don't
have
a
specific
order
for
the
mentees
to
go
in.
So
I'm
sorry
not
for
the
mentees
for
the
panelists
to
go
in.
D
I'll
jump
in
then
I'm
erica
flowers-
I
am
the
manager
of
the
digital
production
team,
get
lab
and
I'm
based
out
of
chicago
and
I
have
been
at
get
lab
for
a
little
over
three
and
a
half
years.
So
that's
my
quick
intro.
E
Thanks
erica,
I
can
go
next.
I'm
taylor,
rutland,
I'm
one
of
the
solution:
architects
for
the
commercial
type
or
commercial
team
here
at
get
lab,
I'm
coming
up
on
two
years
at
the
end
of
this
month,
and
I'm
based
a
bit
outside
of
denver
colorado.
F
A
Great
cool
thanks
cynthia
okay,
so
I'm
going
to
read
out
this
first
question
and
I
just
want
to
call
out
that
talking
about
mentorship
and
being
a
mentor
or
a
mentee
can
sometimes
feel
really
personal.
So
if
there's
a
question
that
I
ask
in
the
panel
that
a
panelist,
maybe
like,
doesn't
feel
super
comfortable
answering
no
pressure,
we
can
just
move
on
to
the
next
one.
E
What
am
I
going
first
for
this
one,
so
I
was
previously
part
of
the
women
in
sales
mentorship
program
last
year.
I
guess
it
was
a
while
ago
and
one
of
the
biggest
things
that
I
took
away
from
it
was
learning
how
to
advocate
for
myself
a
little
bit
more
so
through
the
program
I
kind
of
worked
through
like
a
promotion
doc,
so
that
I
could
move
up
into
the
next
tier
of
being
an
essay
here,
and
I
don't
think
that
I
would
have
had
the
confidence
necessarily
to
do.
E
That
or
outside
guidance
kind
of
telling
me
what
I
should
be
doing
and
giving
me
more
insight
into
my
accomplishments.
Making
them
seem
less
like
a
regular
job
thing.
So
my
previous
mentor
helped
a
ton
with
that
and
it
was
great.
It
was
difficult,
but
it
was.
F
Great
yeah,
it's
I'll
just
answer
taylor's
comments
about
like
when
I'm
I've
been
actually
both
a
mentee
and
a
mentor,
and
I
can
say
that
when
I
was
a
mentee,
it
was
great
to
have
someone
who
happened
to
be
at
kind
of
a
higher
level
in
the
organization
that
I
was
in,
and
it
really
helped
me
kind
of
understand
how
to
talk
to
leadership
and
obviously
at
gitlab.
It's
great
that
you
know.
We
have
short
toes
and
you
know
we're
encouraged
to
talk
to
anyone
at
any
level.
F
F
So
I
think
it
was
really
helpful
to
kind
of
understand
also
like
what
leadership
often
is
looking
for
when
you're
providing
evidence
for
something.
If
you
want
to
make
a
case
for
whatever
it
is
that
you're
talking
about
and
that
sort
of
thing.
So
that
was
really
helpful
for
me
and
on
kind
of
the
flip
side
as
a
mentor,
I
think
it's
just
really
helpful
to
kind
of
always
be.
You
know
talking
to
people
and
learning
more
about
their
work
style
and
how
they
want
to
accomplish
things.
F
D
I
mean,
I
think,
for
me,
I
think
the
biggest
takeaway
was
being
able
to
have
that
opportunity
to
really
forge
a
close
relationship
and
a
tight
relationship
with
someone
in
leadership
and
to
collaborate
with
them
on
a
project
as
well
as
part
of
the
mentorship
program
that
I
was
in,
and
so
we
continued
to
work
on
that
today,
but
really
the
bigger
part
of
it
is
being
able
to
have
that
person
to
kind
of
go
back
to.
D
Even
now,
when
I'm
having
questions
or
thoughts
about
you
know,
career
and
next
steps,
and
that
sort
of
thing
to
have
that
person
that
I
can
really
actually
feel
like.
I
can
trust
and
go
back
and
and
talk
to
and
really
be
mentored
by
and
because
we're
you
know
in
the
same
world
of
marketing
but
different
tiers.
D
I'm
learning
about
different
parts
of
marketing
that
I
know
my
skills
might
be
transferable
to
so,
I
think
that's,
a
really
important
part
of
and
a
very
valuable
part
of
mentorship
is,
is
forging
that
relationship
and
collaborating
with
them
and
then
being
able
to
kind
of
keep
that
conversation
going
while
you're
at
get
lab
and
even
beyond.
So
that
would
be
my
quick
draw.
Mcgraw
answer
on.
That
would
be
the
collaboration
and
the
relationship.
A
Yeah,
thank
you
all
for
sharing.
It
sounds
like
hearing
each
of
you
that,
like
advocate
advocacy
for
both
like
self-advocacy
from
the
mentee
and
also
advocacy
for
the
mentee
from
the
mentor,
is
like
really
a
theme
in
all
of
those
biggest
takeaways,
and
I
think
that
that
is
one
of
the
main,
like
the
essence
of
mentorship
is
advocacy
for
both
people
who
are
part
of
the
relationship.
So
it's
cool
to
hear
you
both
explain
it
so
differently,
but
have
it
all
be
connected
back
to
that?
A
So
thanks
for
that,
okay,
this
next
question
is
almost
kind
of
like
the
exact
opposite
of
the
first
question,
going
from
biggest
takeaways
to
biggest
challenges.
So
what
is
the
biggest
challenge
that
you
have
faced
as
either
a
mentor
or
a
mentee
or
both
if
you've
been
in
both
positions?.
D
I
can
jump
in,
I
would
say
in
terms
of
the
challenge,
because
this
is
an
additional
element
to
what
everyone
else
is
already
doing
in
their
work
lives,
especially
as
being
the
mentee
I
feel
like.
The
onus
is
really
on
you.
That
would
be
my
advice
is
to
really
make
sure
that
you
continue
the
conversation.
D
You
continue.
The
relationship
after
the
program
is
over
and
even
during
it
and
to
make
sure
that
you
carve
out
time
in
your
schedule,
if
you're
doing
a
collaborative
project
together
or
just
to
make
sure
that
you
have
that
time
to
really
take
advantage
of
the
opportunity
to
have
someone
that
actually
wants
to
take
that
time.
To
talk
to
you,
because
they've
obviously
volunteered
to
do
that.
So
take
advantage
of
the
opportunity-
and
I
know
that
that
can
be
a
challenge
because
you
know
we're
all
very
busy.
D
But
I
would
say
that,
especially
if
there's
a
project
involved,
because
you
know
we've
got
a
project
we're
still
trying
to
over
the
hump.
But
you
know
I
think
it's
great.
I
think
you
know
those
would
be
the
challenges
if
I
were
to
highlight
them.
But
I
think
it's
worth
putting
in
the
time.
F
Yeah,
just
to
build
a
little
bit
on
what
erica
said,
I
would
say
that,
especially
as
a
mentor,
I've
been
part
of
a
lot
of
mentorship
programs
outside
of
gitlab,
and
I
think
communication
is
is
actually
one
of
the
biggest
challenges,
because
the
onus
is
usually
on
the
mentee.
To
kind
of
you
know,
follow
up
and
even
often
do
the
initial
contact
in
most
mentorship
programs,
I've
been
part
of,
and
sometimes
you
know
I'll
follow
up.
If
I
haven't
heard
anything
and
even
then
sometimes
it'll
be
like,
are
you
actually
like?
F
Why
did
you
sign
up
if
you
are
not
going
to
be
responsive,
because
you
know
a
mentor
is
putting
in
the
time
and
effort
to
actually
you
know,
volunteer
and
reach
out,
and
it
is
very
frustrating
honestly
as
a
mentor
if
a
mentee
isn't
willing
to
put
at
least
the
same
amount
of
time
into
the
programs.
F
So
I
don't
expect
that
kind
of
problem
at
gitlab
like
internally,
but
it's
it's
definitely
one
of
those
things
where
you
want
to
make
sure
that
you
establish
the
kind
of
cadence
of
communication
that
is
expected
on
both
sides
and,
as
part
of
like
your
initial
coffee
chat.
I
know
it
was
recommended
and
I
definitely
think
it's
very
important
to
have
a
shared
understanding
of
the
expectations
around
the
communication,
especially
the
cadence.
F
So
yeah
I
would
say,
that's
probably
the
biggest
challenge.
I
think
it's
easy
it'll
be
easier
at
get
love
being
internal,
but
it's
it's
definitely
my
experience
that
that
is
the
biggest
challenge.
E
E
It
was
a
little
bit
intimidating
and
I
was
kind
of
nervous,
so
that
was
interesting
for
me
to
kind
of
get
through
after
the
first
couple
of
calls
and
just
being
comfortable
talking
about
the
actual
problems
that
I
was
having
or
things
that
actually
mattered,
as
opposed
to
kind
of
like
a
superficial,
coffee
chat,
style
thing.
A
Yeah
taylor:
I
think
that
that's
a
really
important
point
and
it's
come
up
pretty
significantly
in
both
of
the
discussions
that
we've
had
earlier
today
about
how
one
of
the
biggest
challenges
that
mentees
seem
to
have
faced
is
feelings
of
imposter
syndrome,
which
I
don't
know
if
exactly
that's
what
you've
experienced.
But
the
that's
what's
been
used
in
calls
earlier
today
and
feeling
like
is
am
I
in
the
right
place?
Should
I
be
here?
A
Do
I
feel
comfortable
enough
to
be
here,
and
so
I
think,
having
a
mentor
relationship
where
you
both
feel
safe
to
open
up
and
share
things
beyond
work,
if
you
feel
comfortable
doing
so,
has
incredible
benefits
because
you
feel
safe
and
can
have
those
challenging
conversations
about
what
really
matters,
what
you
really
want
to
get
out
of
that
program.
So,
thanks
for
sharing
that.
A
F
I'm
actually
going
to
a
little
bit
of
what
erica
said
in
the
previous
question,
which
is
to
really
take
the
opportunity,
and
you
know,
do
as
much
as
you
can
with
it
right.
You're
gonna
get
as
much
as
you
put
into
it,
and
I
really
do
think
that
that
is
going
to
be
a
key
thing,
especially
for
mentees,
but
even
for
mentors.
F
If
you
have
a
goal
or
if
you
have
something
that
you
want
to
get
out
of,
especially
the
three
months
period
like
think
about
what
you
want
to
get
out
of
it
and
make
that
part
of
the
initial
conversation
to
set
expectations
and
again
a
shared
understanding
of
what
you.
What
you
want
to
do.
Why
you're
there?
What
the
goal
is
for
you.
E
Yeah
and
to
build
off
of
that
a
little
bit,
my
piece
of
advice
would
be
so
your
mentor
is
there
for
you,
they're,
participating
in
the
program
because
they
want
to
be.
They
want
to
help.
So
try
not
to
be
afraid
to
ask
them
for
help,
even
if
it's
kind
of
awkward
or
uncomfortable,
because
they
genuinely
want
to
be
there
for
you
and
provide
that
mentorship.
D
Yeah-
and
I
would
say
too
especially
on
your
initial
calls,
as
you
know,
and
your
initial
call
is
to
get
to
know
them
at
a
personal
level,
kind
of
make
that
be
almost
kind
of
like
a
coffee
chat,
because
you
know
you
talk
a
little
bit
about.
D
Oh
here's,
where
I'm
from
here's
my
background
and
then
you
kind
of
start
to
build
that
relationship
just
organically
instead
of
just
like
jumping
straight
into
like
okay,
I'm
your
mentor,
you
know
what
I
mean
and
I'm
your
mentee,
and
this
is
what
we
have
to
do
like.
I
think
when
you
find
those
bits
of
alignment
with
one
another
right,
like
my
I'm
from
the
midwest
and
my
mentors
from
the
midwest,
so
we
just
started
just
off
of
that
and
talking
and
getting
to
know
each
other.
D
So
there's
that
bit
of
alignment,
and
I
think
that
will
then
help
with
feeling
more
comfortable
as
you
move,
along
with
being
honest
and
getting
to
know
them
and
telling
them
about
any
struggles
and
questions
or
concerns
you
have
within
your
role
or
in
in
other
ways,
so
that
it
doesn't
just
feel
like
the
entire
process.
D
Is
superficial
kind
of
conversation
and
that
sort
of
thing-
and
I
think
I
agree,
the
cadence
is
a
big
deal
and
I
think
lining
that
up
through
the
program
and
then
also
being
sure
that
again,
as
you
keep
that
relationship
going
having
you
know,
setting
up
a
regular
monthly
call
or
whatever
you
know.
I
talk
to
my
mentor,
monthly
right
and
sometimes
I'll
dm
and
be
like
a
question
and
like
I
want
to
talk
to
you
about
something
and
he'll
make
time
for
me.
D
So
I
feel
like
that's
important,
so
not
only
as
you're
going
through
the
program,
but
also
making
sure
that
you
kind
of
set
up
that
alignment
to
meet
regularly
afterwards
is
important
and
just
having
that
personable
relationship
that
is
outside
of
the
organization,
but
still
within
it,
so
that
you
know
you
can
still
continue
to
have
it
as
you
move
along
in
your
careers.
A
Yeah,
I
think
that's
a
really
great
point
to
call
out,
because
I
think
that
building
psychological
safety
in
a
relationship
takes
time,
and
so
you
might
find
that,
like
by
the
end
of
the
three
months,
is
like
when
you're
just
now
getting
feeling
safe
with
your
mentor.
And
so
I
think
it
would
be
a
shame
if
it
was
a
good
relationship
and
it
didn't
continue,
because
there
wasn't
communication
around
cadence
around
meetings.
A
If
you
feel
like
it's,
not
a
relationship
you
want
to
maintain,
then
mentorship
naturally
ends
and
that's
a
totally
fine
thing,
but
if
it
is
and
it's
a
mentorship
where
you
feel
safe
and
you
feel
supported,
then
I
think,
like
the
point
of
this
program,
is
to
build
long-term
mentorship
relationships.
So
I
think
that
that's
really
important
to
call
out,
especially
at
the
beginning.
A
So
thanks
for
that
erica,
okay,
looking
at
the
time
we
have
about
four
more
minutes
of
this
call,
so
I
wanted
to
open
it
up
to
anyone
else
on
the
call
who
might
have
a
question
either
about
a
question
that
you
want
to
ask
any
of
the
panelists
about
their
experience
or
any
just
questions
that
you
have
on
your
mind
about
program
logistics.
This
would
be
a
good
time
to
ask.
A
Them
cool
well,
I
will
just
assume
that
that
means
there's
no
questions
which
is
great.
We
did
have
just
like
a
little
bit
of
back
and
forth
in
the
chat,
and
there
are
some
good
links
that
were
shared
that
two
different
helpful
handbook
sections.
One
is
the
page
in
the
women
tmrg
handbook
that
outlines
the
the
specifics
of
this
program
specifically
and
the
other
is
in
the
learning
and
development
handbook,
and
that
is
where
there's
more
general
mentorship
resources,
so
we
can
close
out
this
call
a
little
bit
early.