►
From YouTube: Mentorship Team Meeting
Description
A
So
today,
I'd
like
to
you,
know,
drive
towards
a
decision
on
the
one
one
versus
one
too
many
in
addition
to
the
one
to
one
one
to
many
Ajay
has
a
proposal
of
a
bit
of
a
blended
solution,
so
we
can
go
through
and
discuss
those
I
on
the
agenda
document.
I've
added,
you
know,
each
of
the
proposers
to
you
know
the
the
the
issue
and,
if
you
don't
mind,
I'd
love
to
have
you
sort
of
go
through
the
proposal,
and
you
have
a
little
bit
of
a
discussion
with
that.
So
Ben
you,
you.
A
A
B
A
B
But
basically
long
in
the
short
of
it,
the
idea
was
that
we
would
basically
structure
it
such
that
people
would
split
into
small
project
groups
rather
than
individual
mentors.
So
you'd
have
you
know
four
mentors
to
a
mentee
and
you'd
kind
of
pick,
a
project
around
the
node
project
and
then
be
able
to
kind
of
move
towards
that
project
as
a
team.
And
then,
as
people
had
questions
or
if
there
was
a
need
for
more
of
a
one-on-one
mentorship.
There'd
still
be
the
opportunity
to
to
do
so.
A
A
So,
let's
go
through
some
of
the
you
know
the
pros
and
cons
of
this.
You
know
I
flagged
in
last
meeting
as
a
mentor.
You
know
this
begins
to
to
really.
You
know
to
really
explode
in
terms
of
time
commitment.
You
know
you
in
addition
to
you
know
managing
the
you
know
the
folks
that
are
in
the
mentorship
project.
The
mentor
is
going
to
have
to
also
sort
do
some
pre
work
and
project
work.
A
You
know
to
get
everything
there,
the
the
work
of
a
project
manager.
Basically
right,
you
know,
you're
gonna,
have
to
you
know,
aggregate
up
things
for
folks
to
do
and
make
sure
everyone
is
feeling
productive
than
doing
those
things
so
yeah,
while
I'm
really
excited
to
you,
know,
potentially
go
out
and
do
higher
impact.
You
know
one
too
many
I
want
to
make
sure
that
we're
we're.
You
know
really
managing
expectations
with
the
mentors
as
we
explore
this
one.
B
Yeah
definitely
I
think
that,
as
you
say,
like
one
of
the
disadvantages
is
you're
going
to
need
to
have
a
more
structured
format
around
what
tech
people
are
working
on
advantage.
Maybe
is
that
you
can
potentially
bring
more
of
the
pool
in
so
you
know
we
don't
have
to
wheedle
it
down
from
500
people
to
50
people
somehow
to
give
mentorship
right.
A
Okay,
well,
let's,
let's
you
know,
keep
that
in
mind
and
you
know
I
know.
Aj
has
a
blended
approach
and
so
I
don't
want
to
open
up.
You
know
discussion
of
how
we
can
blend
this
any
other
sort
of
positives
or
negatives,
that
an
what's
the
highlight
before
we
move
on
to
a
one
to
one
to
the
one
to
one
discussion.
C
Hey
this
is
Conrad
I
wanted
to
just
kind
of
reinforce
my
agreement
with
starting
out
this
way,
the
one
on
one
pairing
process
like
yeah,
it's
skills
and
yeah-
it's.
It
doesn't
necessarily
scale
well
right
off
the
bat.
C
The
biggest
challenge
that
you're
gonna
find
here,
though,
is
personality
and
schedule,
and
that's
gonna
make
it
even
harder
to
like
maintain
the
ratio
of
mentor
and
mentee
that
you
want
I'd
the
way
the
comparison
that
I
like
to
make
here
is
that
it's
all
about
ratios,
and
there
are
numerous
businesses
on
the
internet
that
try
to
endure
a
long
term
relationship
and
make
that
pairing
happen.
That's
super
hard
and
nobody
has
gotten
it
right.
So
doing
it
like
on
this
basis,
having
a
one-to-many
and
letting
those
sort
of
one-to-one
relationships
occur.
A
So
you
know
Conrad
you've
done
a
lot.
A
lot
of
you
know
a
lot
with
mentorship.
You
know,
do
you
have
any
insights
on?
You
know
the
advantages
of
I?
Guess
it's
many-to-many!
Isn't
it?
You
know
having
multiple
mentors
engaged
to
sort
of
allay
some
of
the
organization.
Our
organizational
costs
of
having
a
large
group.
C
C
But
when
it
comes
to
one-on-one
one-to-one
only
approach
the
challenges,
people
dropping
off
the
map
and
your
not
knowing
it,
and
then
you
lose
the
mentor
and
the
mentee,
because
the
mentor
might
be
disengaged
or
the
mentor.
Justice
has
no
idea
what
happened
with
the
mentee
or
the
other
way
around.
That
communication
aspect
is
huge,
so.
A
D
Sure
I
can
all
right.
So
the
for
me,
I
tried
to
look
at
the
pros
of
the
101
approach,
and
one
of
them
is
the
fact
that
mentees
have
a
more
personalized
experience
and
then
also
the
fact
that
a
one-on-one
seems
more
mental
cost.
All
right
so
I
feel
I
think
it
is.
It
would
be
easier
to
track
maintain
environmental.
D
It's
one-on-one
cuz
is
like
it's
easier
to
notice
when
someone
is
unavailable
or
like
when
a
group
of
three
or
four,
and
then
there's
only
like
two
people
engaged
because,
like
I
currently
run
some
sort
of
mateship
arrangement
with
some
people
still-
and
it
was
just
today-
somebody
boss
and
he's
like.
Oh
sorry,
I'm
not
been
around
for
awhile
and
I'm,
like
you'll
notice,
because
I
was
managing
a
number
of
people.
Well,.
D
D
D
D
D
D
or
checking
up
a
tree,
and
if
you
have
any
issue
steps
and
then
also
because
we
are
still
stressed
enough,
so
we
we
can
see,
we
still
have
the
vasila
photosphere
for
chain
see
to
test
out
the
one
on
one
more
easily,
and
so
switching
if
we
find
another
one
on
one
building
work
I
feel
like
it's
easier
to
switch
to
one
to
many.
Then
you
notice
that
me
one
too
many
and
then
finally
buzzing
or
can
try
to
switch
back
to
one
to
one.
Then
you
have
a
lot
of
problems.
E
D
D
A
Okay,
great
yeah
I
mean
I,
appreciate
the
you
know,
the
the
the
perspective
of
you
know
managing
anything,
a
large
group,
and
you
know
the
challenges
there.
My
experience
with
one-on-one
mentorship,
you
know
is
that
you
know
I've
gotten
into
the
point
with
my
mentor
is
where
we're
chasing
each
other's
calendars
and
yeah.
That's
a
lot
easier.
If
you,
you
know
kind
of
have
a
bit
more
of
a
personal
relationship
or
you
established
some
rapport
with.
A
You
know
the
individual,
but
when
you
don't,
you
know
when
you're
sort
of
bringing
together.
You
know
folks
across
the
internet,
like
this
I
am
a
bit
concerned
about.
You
know
how
much
we
can
lean
on
rapport
and
you
know
kind
of
the
the
expectations
of
having
mentors
and
mentees
representing
the
noches
project,
and
you
know
doing
the
right
thing
and
being
present
a
little
bit
worried
about
that
all
right.
Well,
let
me
open
the
floor
to
anyone
else
who
wants
to.
F
F
A
A
A
You
know
get
to
get
a
sense
for
the
rhythm,
the
flow
and
the
effort
that
it
takes.
You
know
I
do
this
sort
of
stuff
almost
full-time,
so
it's
really
easy
for
me
to
drop
into
okay
hi.
What
are
your
needs
and
it
provides
some
some
helpful
context.
So,
for
me,
is
yeah
with
a
little
bit
more
experience.
You
know.
A
Managing
a
couple
mentors
you
know
is
really
not
a
big
deal,
but
I
don't
want
to
if
sort
of
impose
that
on
others
or
my
enthusiasm
on
others,
great
well,
AJ,
you
know
why
don't
we,
you
know,
use
your
blended
proposal
to
sort
of
kick
off
and
you
know
explore
that
and
and
I
think
we'll
probably
transition
from
here
into.
You
know
a
few
more
pair
rotations
of
blended,
good,
okay.
F
F
It
said
that
that
way,
more
mentors
are
retained
or
gained,
because
the
ones
some
mentors
will
want
to
do
a
one-to-one
and
some
will
feel
more
comfortable
with
one
many
that
way
you
know
whoever
wants
to
do
what
can
confuse,
whereas
you
know
some
people
may
feel
so
strongly
about
one
or
the
other
that
they
won't
participate.
If
the
other
is
chosen
as
the
go-to.
F
Also
it
caters
the
personal
preference
on
the
end
of
the
mentees
so
same
there
they
may
or
may
not
wish
to
participate.
If
it's
not
the
type
of
thing
they
were
hoping
for
and
the
cut
as
far
as
the
cons
of
it
obviously
increases
the
complexity
of
managing
it.
But
I
felt
like
it
was
a
reasonable
level
of
complexity
that
could
be
dealt
with
through
planning.
F
F
Okay,
so
this
one
wasn't
so
much
a
blend
of
one-to-one
one-to-many,
it's
just
a
whole,
it's
more
to
deal
with
the
durations,
as
opposed
to
us
six
month,
duration,
which
is
what's
been
discussed
so
far,
I
thought
there
could
be
some
alternatives
to
that
that
were
possibly
overlooked.
I've
not
been
involved,
but
for
the
last
three
weeks
or
so
three
to
four
weeks:
oh
no,
okay,
so
one
was
considering
a
fast
track
for
well-suited
participants.
So,
for
you
know
someone
who's,
maybe
done
dozens
or
hundreds
of
PRS
on
other
projects
and
just
doesn't
understand.
F
So
if
doing
that
allowed
us
to
get
through
a
whole
bunch
of
you
know
hundreds
of
mentees
that
there
are
then
it
could
be
worth
looking
at
and
then
the
other
was
or
another
potential
solution
in
that
vein
was
a
queue
based,
dynamic
duration,
wherein
mentor
would
kind
of
pick
up
mentees
dynamically
as
he
as
they
attained
their
goal
so
kind
of
with
the
same
type
of
people
in
mind.
Someone
who
didn't
need
a
whole
lot
of
hand-holding
there
just
needed
some
points
cleared
up.
F
A
And
what
about
the
the
smaller
time
cycles?
You
know
they're
in
issue
44,
there's
a
there's,
a
really
interesting
discussion
around.
You
know
the
six-month
time
cycle
and
you
know
the
the
understanding
that
in
six
months,
you're
probably
only
gonna
get.
You
know,
twelve
six
to
twelve
meetings
with
somebody
and.
A
F
I
guess
my
argument
there
was
that
it
wasn't
necessary
that
to
do
the
six
months
that
you
could
still
make
sure
that
they
reached
their
goals
in
the
you
know,
you
could
still
verify
everything
that
needed
to
happen.
It
happened
without
six
months
having
to
have
passed,
and
I
didn't
mention
the
the
pros
and
cons
of
that
one.
It
was
the
pros
I
thought
was.
A
Right
yeah
I've
been
wanting
to
reach
for
a
an
initial
like
you
know,
I'm,
okay
with
us,
you
know
once
we
have
the
model
to
find.
You
know
six
months.
If
that's,
if
that's
the
right,
duration,
great,
like
you,
know
fantastic,
you
know,
but
we're
we're
designing
into
the
unknown
right
and
in
in
that
a
agile
approach
is
usually
a
more
effective.
You
know
reaching
back.
In
my
you
know:
software
engineering,
you
know
hat
you
know
the
more
you
have
are
operating
the
unknowns,
the
more
a
collective
and
collaborative
effort.
A
You
know
works
best
and
you
know
agile,
is
kind
of
in
the
middle
of
that
spectrum
and
then,
like
extreme
programming.
You
know
pairing
all
the
time
you
know
and
working
in
small
clusters
and
constantly
iterating
is
you
know,
kind
of
how
you
you
solve
the
the
extreme
edge
of
that.
A
So
you
know
in
terms
of
an
initial
cohort
like
if
we
scaled
back
to
three
months
or
even
if
we
scaled
back
to
like
one
month
like
let's
get
a
group,
you
know
in
flight
it
for
one
month
and
you
know
give
them
the
opportunity
to
get
started.
You
know
we
could.
We
have
a
fun
way,
marker
ahead
of
us,
that
we
could
use
as
kickoff
for
this
so
beginning
of
June.
A
July
through
September
that
second
cohort
of
three
months
would
end
at
the
second
collaboration
summit.
So
we'd
have
some
sort
of
big
collective
alignment
points
that
we
could
go
through
a
one
month,
three
months
and
then
you
know
consider
having
that
is
all
right.
Are
we
ready
to
go
with?
You
know
full
six
months
flow.
F
A
A
A
You
know
something
like
this
is
the
only
thing
that
that
I'm,
you
know
I
feel
like
we're
missing
to
have
things
kicked
off
right.
You
know
some
mechanism
that
you
know
in
a
a
scenario
where
someone
feels
uncomfortable
that
we
you
have
alerting
mechanisms
set
up.
You
know
for
for
mentors
and
mentees
with
that.
You
know
I'm
I'm
comfortable,
exploring
the
one-on-one.
You
know
it
together
with
the
the
one-to-many
and
doing
an
initial
yeah
full
cycle
of
maybe
one
of
each
right.
A
You
know
we
lay
out
each
of
the
the
approaches
you
know
get
a
mentor
volunteer.
That's
going
to
you
know,
take
the
additional
burden
of
you
know
not
just
doing
them
in
mentorship,
but
providing
the
feedback
right.
You
know
everybody
who
gets
selected,
you
know,
has
kind
of
this
qualification
gate
of.
Do
you
agree.
You
know
in
you
know
beta
to
that.
You
know
as
your
first
responsibility
to
provide
feedback
right.
That's
pretty
much
exactly
what
I
was
envisioning.
F
E
Okay,
so
it's
like
going
at
the
boots
up
ressurect
when
we
go,
we
turn
the
when
to
learn
and
once
many
to
see
all
the
mentor
zone
stating
ones
meaning
and
demented
interested
in
one
two
right.
Okay,
my
major
concern
at
this
point
is:
how
do
we
get
to
pay
learn
to
learn
like
if
we
have
50
mentees
and
you
have
about
ten
mentors?
A
You
know
we're
you
know,
but
by
limiting
that
you
know
first
group,
first
cohort
to
one
month
that
gives
us
the
opportunity
in
you
know
just
a
month
to
say
alright
Wow,
you
know
folks
really
love
one
too
many
we're
gonna.
You
know
choose
that
as
we
go
forward
model
and
we'll
be
able
to
grind
through
right
at
this
point,
you
know
the
most
important
thing
for
us
to
do
is
really
begin
to
manage
expectations
right.
A
You
know,
if
everybody
you
know
can
buy
into
all
right.
This
is
our
timeline.
June
we're
doing
our
first
cohort
and
then
we
have
a
you
know.
We'd,
like
you
know,
after
that,
to
start
a
three-month
cohort
and
track
towards
a
a
six
month.
After
that,
you
know,
as
long
as
everything
is
moving
forward.
Well
then,
you
know
we
can
begin
to
have
six
months
commitments,
starting
in
like
October.
E
E
A
A
Me,
oh
no,
sorry,
that
was
for
a
giri
who
had
taken
an
action,
I
believe
with
the
calm,
calm
to
go
out
and
collect
some
of
the
you
know
reach
out
to
each
of
the
working
groups
and
say:
hey
week
we
have
individuals
who
are
interested
in
collaborating
and
working
on.
You
know
project-based
basis
and
you
know
there's
an
opportunity.
Please
let
us
know
what
what
you
liked
folks
to
contribute.
E
F
E
Great
great
great
that
works,
I'm,
convinced
and
remixed.
Is
it
it'll
be
easier
for
us?
You
can
actually
points
mentees
down
there.
Okay,
cool
of
this
record
pickup
at
protecting
likes
worker
and
discuss
tomato
and
see
if
it
means
I
can
help
you
walk
on
the
protect.
Okay
that
also
brings
into
something
is
family.
Very
important
has
to
do
its
most
main
mentees.
That
are
we
good
encoding
already
that
just
really
need
some
areas
of
expertise
like
are
you
had
to
discuss?
Some
mentors
was
asking.
If
take
some
mains
is
right.
E
I
was
asking
if
we
can
have
like
a
teacher
assistant
kind
of
program
that
in
mentee,
that
is
the
commonly
seen
your
mentee
genial.
Mentees
mentees
are
already
very
good,
including
being
mentors,
but
no
very
starters
makers.
I,
don't
know
if
we
are
doing
the
ones
when
on
caring,
how
do
we
get
to
manage
a
mentee
that
is
way
better
than
his
mentor?
Win
comes
to
the
new
chess
projects?
E
A
You
know,
there's
you
know
various
dimensions
of
our
aptitude
and
you
know
I
that
sort
of
scenario,
I
think
one
you
know
on
the
individual
who
feels
like
they're.
You
know
super
far
ahead.
Slow!
Your
roll,
like
you
know,
if
you
have
someone,
you
know
that
has
a
lot
of
experience
and
you
know
there's
a
lot
of
opportunities
to
learn
and
listen,
and
you
know
gain
insight
into
you
know
all
the
other
things
that
you
know
we
really
are
dealing
with
when
we're
dealing
with
code
right.
A
You
know
this
there's
a
common
Maxim.
It's
you
know
we're
really
very
rarely
dealing
with
just
code
problems.
It's
almost
always
people
problems,
so
you
know
mentorships
provides
folks.
Do
the
opportunity
to
you
know,
explore
some
of
the
dimensions
beyond
just
what
you're
gonna
read
and
the
issue
that
the
details
of
the
code-
and
you
know
gain
some
understanding
about.
You
know
the
the
whole
person
the
whole
exercise
of
being
a
collaborator
being
a
contributor
and
working
an
open
source.
Hey
guys,
I
just
want.
G
G
Yeah
I
think
that's
a
pretty
common
thing,
even
if
you
take
a
programming
class
at
a
school,
if
you
have
a
student
who
is
excelling
or
learning
very
nicely,
and
if
other
mentees
have
questions
that
they
can
answer
so
the
mentors
don't
have
to
be
bother
with
that.
I
think
that
could
help
sounds
like
free
help
to
me.
I.
F
A
Okay,
that's
the
the
part
of
that
that
I
hadn't
really
digested.
So
this
is,
you
know
not
taking
two
of
the
mentors
but
adding
a
mentee
sort
of
a
inexperienced
mentee
or
a
pre
mentor
right
right.
Okay,
I
see,
right,
I
was
missing
the
the
fact
that
this
was
a
mentee
added
to
the
mix,
not
a
mentor
as.
E
B
F
E
Well,
do
you
suggest
like
having
an
issue
open
so
we
have
the
Lisa
project.
Stanley
puts
Dementors
all
the
laws
of
reason
on
earth
because
you
have
to
go
through
every
metal,
spire
I
know
it
makes
us
fall
that
we
ought
to
put
this.
You
have
description
there,
or
do
we
just
have
like
a
list
of
programs
that
we
want
to
take
care
of
then
the
managers
should
feeling
on
nominates
them.
So
under
that
research
does
that
make
sense?
E
A
Go
through
and
you
know,
I
read
and
assess
the
the
available
mentors
and
you
know
potentially
for
a
bride
feedback.
If
you
know
they
say
hey,
you
know.
None
of
these.
None
of
my
needs
are
addressed
here.
I'm
gonna
create
an
issue,
and
you
know
Express
that
right,
so
why
don't
we
keep
it
simple
with
you
know,
with
with
encouraging
you
know,
we
we
have
an
actionable
item.
We
can
invite
our
mentors
to
to
self-identify,
and
you
know
create
an
issue
on
github
and
then
we
can.
A
You
use
those
submissions
to
model
some
of
the
the
path
forward.
Maybe
we're
PRN
that
into
you
know
a
template
that
we,
you
know
see
from
that
model,
but
let's
keep
it
simple
with
it
with
a
issue.
Get
our
volunteers
in
I'd
like
to
attract
to
to
doing
a
kickoff
on
the
beginning
of
June,
I
think
June.
First,
it's
like
a
Saturday,
so
maybe
not
June
first
but
the
beginning
of
June.
B
Cool
increase
with
me
that
just
ranted
throwing
action
items
out
there,
the
that
Twilio
number
do
you
want
someone
to
throw
together
that
little
app
that
will
alarm
people
great.
G
B
A
A
A
F
A
A
You
know
just
and
curate
that
by
hand
in
this
first
I'm
I'm,
comfortable
and
happy
to
take.
You
know,
responsibility
for
you
know
aligning
up
folks
or
I'm,
also
comfortable,
saying
I'm.
Sorry,
you
know
it
doesn't
seem
like
there's
a
natural
project
here
and
you
know,
would
you
wait
until
July
yeah
I
really
like.
A
A
What
does
the
template?
Look,
like
of
you
know,
kicking
off
a
an
issue
or
thread
in
github
right
so
in
a
June
June
first,
as
you
know,
folks
begin
to
to
to
start.
You
know
we
want
a
catalog
and
in
track
things
in
github.
Is
that
a
PR
that
we're
commenting
on
and
adding?
Is
that
a
an
issue
that
you
know
just
gets?
You
know
added
and
commented
on?
Does
anyone
want
to
take
a.
E
Like
creating
the
template,
urn
like
I,
don't
really
get
space.
We
go
over
that
the
game
yeah.
A
So
as
we
get
started
in
June,
I'd
like
to
create
a
trail,
basically
some
breadcrumbs
in
github
that
says
you
know,
let's
say
let's
say
a
aguirre,
you
and
I
are
a
mentor-mentee.
So
we
create
an
issue
that
they
would
say
you
know
June.
First
Deshawn
Aguirre
are
starting
a
mentor-mentee
relationship,
D
Shaw's,
the
mentor
Aguirre
is
the
mentee.
A
You
know,
they're
gonna
be
they've,
agreed,
they're,
gonna
focus
on
these
topics
or
this
project,
and
you
know
that's
the
the
first
entry
and
then
the
follow-up
to
that
would
be
alright
on
June,
June,
5th,
D,
Shaw
and
Aguirre
met
for
an
hour,
and
you
know
that
that
could
be
enough.
But
you
know
just
you
know
giving
us
that
breadcrumbed
in
you
know
what
what
folks
are
doing
will
give
us.
A
You
know
mechanisms
to
connect
to
moderation,
team,
and
you
know
a
a
basically
an
audit
trail
for
us
to
go
back
and
say
all
right,
yeah
DeSean
never
showed
up.
You
know
this
didn't
get,
you
know,
get
kicked
off
Aguirre
and
maybe
you
could
help
you
and
match
with
another
mentor
or
you
know,
whatever
the
you
know,
the
events
that
may
arise
along
the
way.
Okay.
E
I
think
if
he
are
these
going
to
be
okay,
so
the
mentors
can
just
add
in
itself
so
the
out
PR,
where
the
name
like
a
table
name
of
the
parent
mentor
and
the
name
of
his
mentee
is
going
to
be
negative
and,
what's
the
so
each
manager
each
way
to
just
add
a
review
roughly,
we
can
give
then
an
SS.
She
add
that
then
later
on,
we
can
revoke
the
us
at
re-enter
that
or
you
can
just
keep
them
in
okay.
E
Why
so
I
think
a
PR
is
okay.
You
can
make
it
to
a
pull
request.
The
way
we
know
Muldoon
come
from
where
everybody
has
to
come.
It's
on
like
what
we
did
on
the
on
the
travel
of
the
Chavarria
is
VP
lists.
Where
we
have
two
comments.
What
we
wanted
even
stuff
like
that
I
think
it
carries
going
to
be
okay.
What.
A
So
Aguirre
do
you
want
to
take
you
know
just
do
it
in
the
mentorship,
repo,
create
a
PR
and
just
try
it
right.
Let's,
let's
see
with
that,
you
can
use
me
as
you
know,
mentor
stand
in
or
anybody
and
you
know,
let's
just
model
it
out.
So
we
get
a
you
know,
a
view
of
what
that
looks
like
and
I
can
confirm
that
that's
gonna
do
what
we
need.
A
Do
it
and
getting
it
cool
great
all
right,
I,
think
that
covers
the
the
main
action
items.
I
will
add
to
the
end
of
these
meeting.
Notes
the
action
items,
so
everyone
has
that
in
front
of
them
is
that
are
there
any
other
action
items
that
folks
would
like
to
propose,
or
you
know
that
anyone
has
a
suggestion
that
needs
to
be
done.