I'm gonna start there, Becky, because that that actually relates directly to managing up down and sideways as I call it, first of all, people don't really realize and it kind of goes back to the myth and reality of communication. There's a hierarchy of communication channels. And the best is always in person. Because you can read body language, you can see their faces. Well, guess what, these days we don't really often get that every day all the time. So the next best is zoom or teams or a video connection, because at least you can see a face. The Second best is phone. And with millennials and young professionals, this is a tough one because they hate the phone, except for texting. But at least with a phone call, you can hear tone of voice. And so things like communicating input or giving direction or trying to guide someone and how they could do something better. Always best done either on video chat or video call or in person or by phone. Slack and email and text are kind of the lowest rung of the ladder. Yeah, they're awesome for certain things like you know forwarding on A quick yes or no answer or being able to communicate something that's just 123 points, the words, and the the black and white text gets lost in terms of sometimes how people interpret it. You know, again, when you're thinking about communication channels, and you're managing a direct, a new direct reports, somebody who's newly coming into you, or even you're managing up to your boss, think about what do I want to communicate? What impact do I want to make, and what's the best channel, my go to channel may be text or slack. But if I've got to give some tough love, or some big news, is that really the right way to communicate that input? Probably not. And so it's look at the palette of channels that we have. And say, isn't a great we have all these options, but figure out which is the best for which job, because again, as you mentioned, John, with with new managers, or any leader, for the most part, you're managing up, you have a boss, somebody who's above you, if you're on a nonprofit board, at your nonprofit director, it might be your executive board. If you're the head of fundraising, it may be your executive director and the board. But recognizing that you need to be accountable, you need to be proactive, you need to seek to understand what they expect from you. So you got to think about that those things. When you manage up. It's not just they're my boss, they'll tell me what they need me to do. Now, you've got to be proactive, and what do you want them to be thinking about and knowing from you, when you're managing down, it's back to having those people that are maybe newly reporting into you, and all of a sudden, you've got teammates that can do your work? Well, no, it's not about them doing your work for you. It's about you have this privilege and opportunity to be teaching and coaching and inspiring them. And you know, as we talked about a moment ago, appreciating them when they do a job well done, listen to them to understand what might be in their way. So you can figure out how to help them through it. It's not about doing their job for them, but a bit about providing them with that environment where they can grow and learn. And one that's often lost is the power of managing sideways. Most people in big companies work on teams, and they need other people to be able to be effective in their own roles, and they need those peers to want to work with them. And you know, how do you do that? Well, the foundation of any great team is trust. And trust is such an important thing to build, whether it's managing up, down or sideways, but on a team, you know, the starting point for building trust is doing what you say you're going to do, you know, be accountable to your words by following up with them on actions, and also build the kind of rapport where people want to do something for you. They don't, it's not like you're just dragging them along. And that's partly inspiring. It's partly showing up with a presence and a persona that you know it, people kind of know what they get, they're excited to spend time with you.