Right, two more and then we're gonna practice so pay attention. So empowering new volunteers. So this goes along with power dynamics. So the description overall This skill is empower new volunteers to take on more responsibility. So with onboarding that Dan typically will lead along with other members is really communicating to them that they're capable of a lot and so not to undersell themselves and may not know what to expect. So setting clear expectations and understanding their needs. Also allowing new volunteers have more influence. So again, as they come on board, often welcoming them to a project, really introducing them. So in our slide deck, we mentioned the roles that we're looking for, that they can step up into for the core teams never start too early to start recruiting, really reinforcing that message that they can contribute right off the bat. So from the first time they come in, they can join a project, we have a Slack channel, we do our virtual meetings and gather town, so everyone can get involved right away so they can hit the ground running. So the desired outcome of this is to allow new volunteers. empower them again to be more involved and also take some of the load off us. Right the core team or the senior membership so the more we can delegate and more we can communicate that new volunteers you're not you may be new to this organization, but you may bring a wealth of tech skills or other abilities are ones that we really need. So all are welcome and really empowering them from the beginning. And then also to facilitate with secession planning. I know Dan likes to joke that, you know, you volunteer with that nonprofit organizations long enough, you'll be leading it and I think we found ourselves in that position. Just a couple years in I wandered into code for Sacramento in 2018. And here I am, probably sooner than I thought and so I think, you know, being able to empower those to move forward and also think about the brigade that's larger than us as much as I think we take pride in what we do. We also want to think about long term planning, and really being able to scale abrogates so the implementation is empowering a new volunteers, as I mentioned, to contribute to projects and participate in brigade decision making as well. So just a fist to five. So we engage everybody right off the bat. I think the theme here is to really impress upon some of these with the new volunteers right out of the gate. So when they come in, we'd be onboarding, we justify, we do open communication, we have them, add them themselves to the Slack channel. And we told them right away, hey, you're new to the organism, you know, new to us, but not to volunteering or whatever you can contribute. And then also being able to transition some of the newer members in 14 roles and really trying to sell it it's not just hey, we're, we have these open roles, but hey, we really, really need your help. You know, in this particular project, or hey, you may be a good fit. So a lot of these tools are interconnected, and they also lead to good things for us, right, such as growing our volunteer base, and to have contributors to our projects. All right, last one, for certainly not least, is expressing appreciation. So for all the hard work that we do with all the members being able to express our gratitude to one another car let our first expressing gratitude. I you know, really really resonated with me. So basically description is to ask another volunteer to express their appreciation. One of the key things and you'll see this in the exercises when we do it is one has to ask for permission, and it's intentionally a bit awkward. So if you were to express appreciation, I'll just give a brief demo for you all in the group. So if I want to show Dan and appreciation, then I have an appreciation to get to give you would you like to hear it?