►
From YouTube: Node.js Mentorship Program team meeting
Description
B
I
have
one
feedback
on
the
others:
I
have
all
feedback
from
the
the
the
amenities
that
applied
but
didn't
match
up.
I
got
on
my
email,
I
think,
most
of
them
don't
see
the
dislike
channel.
I
would
like
to
ask
you.
What
do
I
think
would
be
nice
to
send
this
survey
from
I.
Don't
know
if
you
use
the
the
no
J
ask
me
email
or
Twitter
out,
but
I
had
only
one
replied
from
Steve.
A
A
So,
just
okay,
let's
catch
up
on
what
happened.
So
that's
like
two
weeks
ago,
we
were
unable
to
start
a
meeting,
so
it's
been
a
month
since
the
last
meeting,
and
we
had
few
items
on
the
agenda
for
last
meeting
and
mainly
I
hope.
I,
don't
forget
anything.
It's
firmed
up
with
the
mentees
and
mentors
about
the
status
of
their
cohort
and
we
wanted
to.
A
Like
summarize
what
are
the
next
things
we
need
to
have
the
next
cohort
and
we
agreed
to
have
a
discussion
about
what
to
start
the
next
codes
during
the
next
meeting,
which
is
this
one
other
than
that
I'm,
not
sure
I
can't
find
the
email
again,
but
I
saw
a
survey
sent
to
my
email
about
like
the
mentorship
feedback.
Is
that
correct
or
the
demonstrate
the
he
meant
I.
C
C
We
have
I
can
remember,
we
had
five
or
six
okay
feedback
from
everybody.
It
seemed
to
be
a
little
bit
of
a
mixed
bag
as
far
as
like
some
people
were
going
great
and
other
people
were
struggling
a
bit
sometimes
I
mean
I
mean
there
was
one
I
think
Benjamin
said
that
his
mentee
was
just
really
strapped
at
work
and
so
having
a
hard
time
actually
doing
the
the
meetings.
But
then
he
talked
to
her
and
it
seems
like
maybe
it
was
to
get
back
on
track
again.
A
A
So
it's
sometimes
I'm
unable
to
join
the
meeting
or
hosted
so
we
need
like
someone
to
be
able
to
start
the
meeting
and
like
anything
as
well
so
I'm
hoping
AJ
would
be
able
to
do
that.
Hopefully,
during
like
next
week,
if
AJ's
free,
we'll
have
like
a
small
session
and
just
figure
what
it's,
what
needs
to
be
done
to
be
able
to
achieve
that.
C
A
A
Mainly
like
basic
knowledge,
we
need
to
find
a
way
to
gauge
the
basic
knowledge
of
the
mentors
of
the
mentees
by
having
them
do
a
pull
request
or
a
simple
task,
or
just
having
some
tool
to
look
at
their
previous
contributions
to
open-source,
and
maybe
that
would
be
a
good
starting
point.
So
I
guess
this
is
really
important
to
address,
especially
because
the
captain
feedback
seems
that
there
are
some
occurrences
like
this,
but
we
did
not
agree
on
how
we'd
actually
achieve
that.
A
A
A
D
A
A
A
A
Like
after
we
finalize
the
older
requirements
or
like
summarize
all
the
requirements
that
we
need
to
have
for
the
next
cohort,
I
think
it's
a
good
idea
starts
cussing.
When
do
you
want
to
start
the
next
cohort
and
when
we
should
end
this
one
since
I
believe
like
I,
did
the
count.
I
believe
this
is
the
last
week
for
this
cohort
since
we
started
almost
ten
weeks
ago.
So
what
do
you
think
I.
A
Like
more
of
how
to
end
it,
so
we
decided
it's
ten
weeks.
Some
started
like
a
little
a
little
bit
later,
but
this
is
this
is
the
last
week
for
like
for
everyone
to
finish
their
ten
weeks.
Duration
and
I
was
wondering
how
to
how
to
end
like
do
we
just
do
you
send
an
email,
or
do
we
maybe
invite
them
to
to
the
next
meeting
to
have
like
feedback
and
I?
Don't
know
you
have
experience
with
this
David
look
yeah.
E
E
There
isn't
really
like
an
inside-outside
all
right
so
for
the
the
node
mentorship
there
are
node
controllers
on
the
inside
and
then
the
everybody
else
on
the
outside,
which
is
very
different
than
JSL,
a
which
is
we're
just
connecting
jeaious
away
people
to
JSA
people
and
so
to
the
extent
that
there's
no
end
or
no
formal
end
or
anything
like
that.
I
think
it
matters
much
less
like
we're,
not
we're
not.
It
hasn't
been
a
focus
of
us
hours
to
free
up
the
time
of
our
JSL
a
mentors.
E
All
of
that
is
a
long
way
of
saying.
I,
don't
actually
have
experience
with
any
kind
of
good
way
to
to
end
mentorship
like
ours.
We
this
this
like
our
I,
guess
you
can
call
it
a
cohort
like
we
call
them
rounds
so
this
round.
We
do
say
when
the
end
is,
but
we
don't
have
anything
planned
for
that.
We
just
if
anyone
wants
to
keep
their
relationship
going,
they
they
can
or
if
not,
it
gives
the
mentors
a
good
excuse
to
basically
say
hey.
F
E
Know
we're
coming
to
the
end,
and
this
has
been
great.
You
know.
Let
me
know
if
I
can
do
anything
for
you
in
the
future,
but
we're
not
gonna
have
our
you
know
cycling
meeting.
So
it's
really
the
way
that
we
do
it
is
we
just
I
guess
give
it
put
that
information
out
there
and
let
the
mentors
deal
with
it.
A
E
A
E
I
think
the
intention
is
a
little
bit
different
for
this
one,
where
we
one
want
to
make
it
easier
on
the
mentors.
We
don't
want
the
mentors
to
have
to
say
hey
it's
over
that
like
they're,
not
really
gonna
want
to
do
that.
It
it's
better
for
us
to
say.
Okay,
this,
this
cohort
is
over
and
here's
what
to
expect.
E
A
Okay,
so
I
guess
it
makes
sense
to
send
an
email
like
just
like
we
did
for
the
like,
kick
off
meeting,
which
I
basically
sent
an
email
to
each
pair
of
mentor
and
mentee
telling
them
that
like
this
is
the
these
are
the
things
that
you
need
to
do
and
like
the
kickoff
meeting,
angry
on
the
phone
and
stuff
and
I
get
to
know
each
other,
and
let
me
know
if
you
need
anything
and
they
basically
did
them.
The
first
match
the
kickoff
meeting
themselves.
A
A
G
A
A
It
seems
that
we
did
not
get
like
any
any
feedback
from
the
community,
which
is
was
that,
like
the
intention
of
opening
this
issue
in
the
first
place,
yeah
so
I
guess
I
the
past
I
used
to
tweet
send
an
email
to
Tracy
Lee
to
tweet
about
like
a
few
mentorship
issues
and
the
foundation
Twitter
accounts
I'm,
not
sure
if
I
should
be
like
sending
emails
to
Tracy.
You.
C
C
C
A
A
A
E
B
C
Have
some
control
over
which
questions
you
choose
to
answer
and
then
the
more
we've
talked
about
it?
The
more
it
also
seems
like
it
would
be
a
good
idea
to
have
the
questions
be
a
kind
of
a
springboard,
but
then
also
the
people
that
are
on
the
panel
have
kind
of
a
discussion
around
whatever
topic
we're
talking
about.
So
maybe
this
time
have
a
if
we
were
to
do
a
mentorship.
One
have
a
discussion
around
mentorship.
C
We
do
it
just
on
zoom
and
record
it
and
then
put
it
out
for
people
to
watch
later
or
they
can
join
the
call
too
there's
there's
we
can
have
some
questions
there
too.
I
haven't
quite
figured
out
the
logistics
of
how
that
works.
We
have
our
first
one
coming
up
in
about
two
weeks,
so
I
will
figure
that
out
shortly,
but
yeah.
A
What
I
would
really
like
out
of
this
ask
me
anything
session
about
mentorship
is
basically
there's
an
open
issue.
Issue
number
124
Lincoln
with
child,
so
it's
basically
asking
like
one
of
the
third
cohort,
and
what
do
we
need
to
learn
or
prepare
before
we
apply
and
I
would
really
like
to
share
like
some
links
and
like
a
video
about
like
basic
stuff
that
they
need
to
cover
and
I
I
feel
that
this
ask
me
anything
session
could
be
something
that
we
can
share
in
that
regards.
A
A
A
A
Believe
because
we
did
not
set
the
dates,
we
did
not
get
like
the
response
that
we
were
hoping
for
and
we
have
a
few
like
feedback
or
like
angry
comments
about
like
this
being
unfair,
which
is,
it
was
unfair,
like
the
matching
process.
So
I
guess
like
we
need
to
I
guess
just
like
fully
right
what
we
have
in
mind
for
the
next
cohort
and
have
a
discussion
around
that
I
think
I
can
start.
I
can
write
an
issue
and
the
mentorship
cohort.
A
D
A
A
D
D
As
far
as
I
know,
we
all
have
jobs
and
there's
not
many
of
us
either
so
I
think
potentially
putting
some
effort
into
recruiting
more
team
members
might
be
a
good
starting
point
to
start
heading
towards
improving
the
process
where
it's
easier
for
us
to
find
an
on
board
new
mentors,
because
right
now
it's
just
kind
of
it's
very
beta
still.
So
it's
as
if
I
was
going
to
mentor.
I
would
be
probably
personally
a
little
scared
to
jump
in
this
point
in
the
process
as
much
as
things
are
still
shifting
around
so
yeah.
D
That's
what
I
feel
like
we
need
more.
We
need
more
man-hours
on
the
team
if
we
could
even
just
find
one
person
like
when
I
when
I
came
onto
the
team,
I
didn't
have
a
job.
I
was
unemployed
at
the
time,
so
I
was
able
to.
You
know,
spend
a
lot
of
time
working
on
stuff
and
I.
Don't
think
we've
got
anybody
like
that
right.
A
D
A
A
D
E
A
E
E
Let's
say
we
get
10
20
people
that
say
cool
I
want
to
help
I'm,
not
quite
sure
what
the
next
step
is
like.
If
we're
already
overloaded-
and
we
add
10
people
to
our
private
slack
channel
and
they're
like
hey,
what
do
I
do
and
we're
not
really
responsive,
because
we're
overloaded
I
think
that's
just
gonna
get
weird
like
you
know:
they're
gonna
start
coming
up
with
ideas.
No
one's
gonna
be
able
to
give
them
permissions
to
any
repos
like
they
might
start
talking
to
the
general
mentee
fool.
I,
don't
know
it
I,
don't
wait.
E
Without
a
good
clam,
that's
gonna
do
much
and
we
have
a
chicken
and
egg
problem
where
we,
because
we're
overloaded
I,
don't
know
how
quickly
we're
gonna
be
able
to
come
up
with
a
plan,
even
if
even
if
we
only
have
one
person
that
responds-
and
we
don't
even
have
to
choose
who
we
bring
in,
we
might
still
have
an
issue
where
you
know
that
one
person
isn't
adequately
manage.
Now,
that's
not
to
say
that
we
can't
come
up
with
a
good
solution
to
this.
E
E
D
A
Yeah
I
think
it
mainly
depends
on
like
their
free
time.
So
even
if
we're
doing
a
terrible
job
to
not
stop
like
members
of
node
to
be
mentors
or
not
be
mentors,
I
guess
the
main
like
bottleneck
here
is,
if
they
have
time
to
mentor
or
not
or
if
they
like.
They
see
this
as
something
that
interests
them
or
not.
A
Yeah,
but
we
definitely
like
if
we
need
more
mentors
I
believe
we
can
get
like
we
can
like.
We
can
get
another
like
a
five
to
ten
mentors
for
the
next
cohort,
even
if
none
of
the
current
mentor
is
unable
to
join,
simply
because
we
have
like
many
members
of
nodes
and
also
we've
never
like
publicly
announced
that
with
recruiting
mentors,
we
just
like
reach
out
to
like
specific
people
and
ask
them,
and
usually
the
response
rate
is
like
decent,
okay,
yeah.
That
makes
sense.
D
Yeah
I
guess
the
original
plan
was
to
see
try
to
get
the
process
more
stabilized
before
we
announce
to
the
public,
so
I
guess
I,
don't
know
how
do
you
feel
like
we're
doing
there?
Do
you
feel
like
we're
close
to
a
process
that
could
scale.
A
We
are
getting
closer,
but
I
don't
think
we
should
do
this.
Do
it
this
round.
I
was
more
confident
before
we
start.
The
next
disco
hurt
that
we
can
do
it
this
for
the
next
one,
but
given
the
current
state
of
things,
I
don't
think
we
can
manage
like.
Let's
say
we
have
50
meters,
we're,
definitely
not
gonna,
be
able
to
follow
up
when
every
mentor
and
like
some
demons
in
time
and
do
all
this
kind
of
stuff.
A
Unless
we
like
have
like
more
people,
so
the
process
itself,
I
guess,
is
getting
like
towards
a
stable
place
like
who
should
do
what
and
stuff
like
that.
We
definitely
need
to
work
more
on
like
how
we
do
getting
feedback.
I
guess
this
is
something
we
should
be
addressing,
but
otherwise
the
process
itself
like
it
can
scale
to
50
like
mentors.
A
D
How
would
you
all
feel
about
just
kind
of
opening
this
meeting
up
for
next?
The
next
meeting
try
to
get
some
involvement
from
the
community,
I
guess
at
large,
the
mentee
pool
and
the
mentors
and
the
mentees
that
have
it
just
kind
of
get
a
good
conversation
going
on
in
person
for
one
week
to
see
where
we're
at
what
we
can
do
better.
If
anybody
else
has
better
ideas
on
some
of
these
things,
we're
we're
up
against
I.
E
Mean
look:
let's
say
that
let's
say
this
meeting
is
an
hour
I'd
say:
we've
got
15
minutes
to
talk
about
what
we
are
actually
up
against,
what
the
what
is
not
getting
done
and
and
just
being
really
explicit
about
what
we
can
do
better.
What
we
need
help
with
and
I
think
that's
going
to
clarify
the
role
anybody
nitin,
like
the
the
what
the
role
would
be
for
anybody
new
that
we
bring
in
or
if
we
open
it
up
for
discussion.
It's
gonna,
clarify
and
narrow
what
those
discussions
are
about.
B
A
Okay,
how
about
just
inviting
the
mentors
and
the
mentees
for
this
cohort
since
I'm
gonna
be
something
an
email
anyways
like
with
like,
like
this,
an
email
like
telling
the
mentors
and
mentees
that
this
cohort
is
done
and
stuff
like
that?
I
can
also
invite
them
to
the
next
meeting
and
think
about
it.
Maybe
maybe
we
can
get
someone
from
the
Mentors
instead
of
mentoring
for
the
next
cohort
to
join
the
team.
This
way
they
have
like
insight
about
what's
happening
and
also
I
feel
more
confident
like
bringing
someone
from
yeah.
D
A
A
D
Think
it's
fine
to
go
ahead
and
start
gauging
interest
from
the
mentors,
at
least
for
the
next
covert,
see
who's
interested
in
participating
as
opener
and
potentially
also
trying
to
find
new
mentors.
If
we
want
to
do
that
at
least
a
few
more
or
whatever
you
think,
if
you
think
we,
after
talking
to
the
current
mentors,
if
enough
of
them
want
to
participate
again,
you
think
that's
a
good
number.
We
can
stay
there.
Yeah.
A
I
agree,
and
also
we
have
four
so
for
this
court
we
had
ten-minute
airs
and
at
the
moment
we
only
have
six
and
the
main
reason
was
that
we
fail
to
like
match
them
with
mentees,
so
I
believe
we
have
like
those
four
mentors
if
they
still
have
like
time.
At
least
we
know
that
they're
interested.
So
that's
a
good
starting
point.
F
A
A
A
C
A
C
Maybe
just
you
do
part
of
the
email
where
you
say.
Thank
you
so
much
for
your
time
would
really
appreciate
it.
You
know
we're
in
the
process
of
trying
to
make
this
better.
The
next
time
around
you
know,
are
you
guys
interested
in
being
involved
and
then
it's
more
nicer
for
lack
of
a
better
word,
yeah
yeah.
D
And
that
would
be
a
good
place
to
to
ask
what
you
mentioned
if
they
would
like
to
join,
or
you
know,
help
out
on
the
team
say
you
know,
we
appreciate
what
you've
done
so
far.
You've
been
a
great
help,
we're
trying
to
make
it
better.
The
next
time
like
she
said,
and
it
there
are.
You
know,
opportunities
for
helping
us
with
that.
If
you're
interested
in
either
mentoring
again
or
helping
out
on
the
team
or
just
giving
feedback.
A
A
So
if
I
you're
under
your
on
the
yeah,
you
run
the
channel
for
the
mentorship
team,
okay,
so
I
I,
guess
I
can
write
a
draft
for
that.
Email
and
I
would
like
to
have
your
input
and
feedback
before
like
something
good,
yeah
I'll
start
with
with
what
you've
said
and
add
a
few
points
like
few
things
just
by
I.
Guess:
that's
a
good
start.
A
C
E
E
I
think,
within
the
final
ten
minutes,
this
is
related
to
the
meeting
needing
more
people
to
help
I
I
think
we
should
discuss
all
of
the
things
that
we
need
help
with
and
what
effectively
what
we,
what
we,
our
team,
can
do
better
and
specifically
how
I
think
that
that's
the
first
step
to
making
making
things
better
so
so
AJ,
you
know,
I've
heard
you
talk
a
lot
or
I.
Think
I
hear
the
most
about
this
from
you.
So
what?
D
D
Also
probably
I
would
like
to
see
more
as
I'm
ed
said,
I
think
that
we
don't
really
interface
with
the
mentors
on
a
very
personal
level.
I
would
like
to
see
more
like
an
first
cohort.
We
had
a
person
that
was
in
the
role
of
like
I
forget
what
we
called
it
education
assistant
or
something
like
that.
That
was
a
community
member
that
stepped
up
to
interact
or
act
as
like
a
liaison
between
the
team
and
the
mentors
and
they
kind
of
faded
away,
and
that
didn't
end
up
going
anywhere.
D
C
Would
pop
up
and
say
also
that
some
interaction
where
we're
going
for
a
wishlist
of
sorts,
more
interaction
with
the
mentees
is
probably
also
good
just
so
that
I
assume
all
of
our
mentors
are
wonderful
and
fantastic,
but
if,
for
some
reason,
there's
a
problem
on
the
mentor
side
we
catch.
That,
too,
is.
B
C
E
B
E
C
Them
awesome
just
giving
the
most
of
love
right
like
making
sure
that
everybody
has
a
good
experience
so
that
the
mentors
come
back
again.
The
mentees
get
something
out
of
it,
which
is
what
we
want
and-
and
you
know,
maybe
even
as
amenties
press,
maybe
they
become
Mentors.
Maybe
that's
a
good
pipeline,
but
just
all
around,
like
just
checking
in
with
people
I
think
is
it's
just
really
effective,
even
though
it
sounds
a
little
bit
trite
and
silly.
No.
E
E
C
So
yeah
this
dot
does
an
apprentice
program
and
I
I
manage
a
lot
of
it
and
I
really
find
that
the
both
are
mentors
I
I.
Do
the
check-ins,
with
both
people
and
I,
find
that,
like
the
mentees,
are
much
more
engaged
I
like
it's
just
it's
as
simple
as
like
a
weekly
slacked
like
hey.
How
are
you
doing
like?
Did
you
run
into
any
problems
this
week
and
like
and
then
checking
in
with
our
mentors
to
and
being
like,
hey
how's
it
going
like?
Did
you
talk
to
someone?
A
A
I
have
two
things
in
mind
for
that
I
try
to
check
on
the
Diaries
and
like
basically
the
mystery
is
what
the
mentee
is
for
them
about,
like
their
progress
with
the
program
and
I
try
to
check
on
it,
but
I
usually
fail
to
do
so,
and
it
would
be
nice
to
have
someone
just
focus
on
that.
Make
sure
that
the
mentees
are
updating
their
stuff
or
like
if
they're,
not.
That
could
be
an
indication
for
other
stuff.
So
sounds.
E
A
A
The
other
thing
that
I
have
in
mind
is
usually
like
when
we
start
the
cohort
like
at
the
beginning
of
the
cohort.
It's
usually
like
the
most
critical
time,
because
we
need
like
to
do
everything
quickly
from
like
sending
emails
and
matching
people
and
getting
everyone
started
at
roughly
the
same
time.
A
D
In
a
more
general
sense,
that
was
kind
of
thinking
along
the
same
lines,
is
that
being
like
a
fourth
area?
That's
kind
of
outside
the
other
three,
in
my
mind,
is
facilitating
the
process
designing
the
program
like
we.
We
can
gather
feedback
from
each
of
those
three
places,
but
then
somebody
has
to
do
the
work
to
actually
incorporate
that
feedback
and
figure
out
what
we're
going
to
do
about
it,
and
that
takes
time
too.
A
A
A
Yeah
so
I
guess
these
are
the
four
main
issues.
That's
like.
We
need
the
most
help
and
I'm
not
sure
if
can
like
be
like
given
to
one
person
or
two
people
or
three
people,
so
some
of
the
things
like
I'm
not
sure
if
it's
a
good
idea
to
have
a
different
person
following
up
with
mentors
and
another
one
for
mentees
or
it's
a
good
thing
to
have
like
two
different
people,
I.
E
A
E
E
So
if
anybody
opens
an
issue,
if
it's
something
that
you
know
how
to
respond
to
just
respond
immediately
like
if
you
already
know
the
answer
or
you
just
need
to
refer
them
to
some
documents
that
were
already
written
so
that
to
me
that
job
seems
like
a
get
super
familiar
with
everything.
That's
already
been
written
in
our
current
process.
Now
that
you're
familiar
with
it.
If
anybody
opens
an
issue
or
asks
any
question,
the
flow
chart
is:
is
that
answered
somewhere?
E
If,
yes,
like
either
answer
their
question
or
refer
them
to
the
document
that
that
does
it
or
to
if
it's
irrelevant,
then
you
know
thank
them
for
their
interest
and
explain
why
it's
relevant
or
if
it's
something
that
we
haven't
covered
before
then
escalate
it
so
that
we
can
come
up
with
an
answer.
Add
it
to
the
documents
or
make
a
one-off
decision,
and
then
they
get
back
to
them.
So
I
think
that
that's
a
pretty
well
defined
role.
E
E
E
E
We
just
need
you
to
take
this
list
of
mentors
and
every
week
or
every
other
week
be
sure
that
you
a
find
a
good
time
to
talk
to
them
for
15
minutes
be
after
you
found
a
good
time
to
talk
to
them
for
15
minutes,
talk
to
them
for
15
minutes,
see,
while
you're
talking
to
them
for
15
minutes,
ask
them
more
or
less
these
questions
and
D.
If
any
of
those
questions
are
outside
of
the
green
zone
like
they,
they
are
saying.
E
E
Otherwise,
if
everything's
great,
that's
totally
fine
or
if
it's
something
that
you
know
is
more
concerning,
like
like
you
give,
as
you
were
saying,
if
there's
like
a
real
issue
again
escalate
it,
that
again
seems
like
a
pretty
well-defined
role
that
so
you
know,
a
lot
of
people
would
be
able
to
handle.
Is
there
is
there
something
else
that
we
want
that
role
to
to
do.
E
E
You
know
a
little
a
little
bit
more
management,
because
it's
the
the
checking
in
on
those
Diaries
I
think
there
are
more
expectations
of
the
mentees
than
of
the
mentors,
possibly
but
again
I.
Think
it's
a
similar
thing,
which
is
finding
time
talking
to
them
and
then,
in
the
course
of
talking
to
them.
How
is
it
going?
E
E
You
know
if
they
say
like
oh
I,
don't
know
if
I
have
enough
time
or
my
mentor
is
being
mean
to
me
or
any
you
know
potential
bad
things.
This
is
where
we
would.
We
would
hear
about
it
and
get
it
surfaced
or,
ideally,
everything
is
going
swimmingly
and,
like
things
are
good
I
mean.
Is
there
anything
else
to
this
check
in
with
mentee
component.