Seriously, I will drive to meet you in our Airstream. We'll find you. We're coming. But, you know, he talked about how cultures are the foundation for every outcome we will have as an organization, and I feel like that's very true in our experience right now, we're wrestling through some bigger, harder things that We Are For Good too of, like we're we're setting the tone for this. You know, because cultures, as Kevin says, take years to change, but we can make shifts in climate more rapidly. I think why I love like this question just in and how it's been lifted, is because culture is not new to this podcast. Like we have been talking about culture for years, I now I can say years in the podcast, because we talked about how it's it could be a powerful magnet for your brand, the kind of conversations that you're leading, we are representatives of the values that we live out, you know. So we've been talking about that through line, but I think this year we're seeing like how it is just like everything you know, it converges with like how our sector is looking at so many people wanting to leave the work and step away from the work. And so retention is a really big factor in this too, and that threads to some conversations we had on the podcast this season as well, because we called it retention is an inside job. It's about this building and being intentional about your culture and that your people matter, and how that looks is that culture can either be built when you're being intentional, or it's going to be building regardless. So that's why there is some hallmarks of, like, how are we being intentional, to be and to live out the values that we want to, like, create in this world? So I want to lift two other episodes that really poured into this, really, really well. And one is with Lindsey Fuller from The Teaching Well, this is just our lineup of folks that we just want to be in community with, but Lindsey has come on the show now a couple times. She said, Before you jump ship. She's talking to somebody out there listening today that may be thinking about leaving their organization. She's like, before you jump ship, look and see if we could tend the soil together. Because there's also a narrative of man, if you have got really great people, but there's just some things culturally that are off, like maybe it's worth it to, like, have the harder conversations and get to the, you know, undercurrents of what's wrong. And let's see if we can move through this. Don't just immediately jump, but is it a place that you want to till soil together, because you can't replace great teammates all the time. So how can you, you know, consider staying these are some of the questions that Lindsay lifted. And then secondly, Dorothy Chang, okay, Dorothy Chang's been brought up like four times on this episode alone, but she was all about operating. How do you take your values and actually put them to work? You know, we we don't want to be the organizations that just have them on a plaque on our wall, but it's like people see our values and how we email them, or how we talk to them, or how we live out our programs. She says our values are not the why, they are the how. And this whole episode is going to break down how you can integrate this. And it's episode 546, with Dorothy Chang but I mean, she's done this for incredible organizations in the Bay Area, and has helped operationalize values and just the way that we show up, even in our granting processes, or whatever it may be that your specific organization do does. So I guess here's my challenge, revisit your values and then ask, are they serving as a how for your organization? Like I threw like 20 questions at you, but I hope this through line is just doing that, because there's not an Easy Bake Oven answer. It's it's hard work, but it's like the good kind of work. You know, it's having the uncomfortable conversations to lead to a different kind of future state,