No barks all morning, you know, right now, but yeah, and it looks at it, just, we have to look at it and how we show up personally, our workplace cultures to what Shaun is speaking to, and our policies and practices, right? And so I always think about it. It's the culture. The workplace culture is all the things we do, they're not written down, right? And the the policies and practices are all the things we do that are and so how are we looking at power at every level, our own experience, experiences with power, and how that shows up, and how we assert ourselves, and when we're able to ask for help, right? How we're able to create cultures at work that are both compassionate and accountable, and how we create policies that are both they protect people and empower people, right? And so constantly asking those questions that, to me, is where we're moving towards justice, because justice starts with the self. Right revolution starts with us. And so it's so important that we interrogate where our relationship, our experiences with power, impact our decision making in the workplace. So if we use a race based example, because a lot of people think about when I'm talking about justice, they do think about the identity of how people come in racial identity. There's many, many other identities. We can talk about all of them, right? But just just using if we go by a racial identity, if a person is a white leader, and they are really looking at power and how they show up and how they are leading, how they show up personally, in relationship with others, and how they are leading around culture and policies, it means that they are embracing and not afraid of diversity, right? Because they don't feel threatened by it, right? This is again, managing change in a changing world, the fear of diversity is coming from a fear of change, right? The person is able to manage and be managed by people of color, right? And they don't underestimate, as I was saying before, anyone's ability or willingness to give based on their identity. If they're a person of color and they have positional power, they're not afraid of using it, you know, and they're not also, they don't feel like they have to do everything perfectly, you know, speaking, speaking like a person of color who was in, who had positional power in multiple organizations, I struggled often in, in making sure that I wasn't afraid to use the power I had when I had it, not afraid to mess up, right? Because I knew I could ask for help. Yeah. Yeah, right, because I was, I was raised in very much a way that you lose space right when we ask for help, and they may doubt me as a person of color and my ability to lead, if I'm not showing up perfectly all the time. And I also, you know, again, know when to assert my authority and not not feeling like I can't confront someone right because I'm afraid of being undermined or underestimated. So that's just one example of how you know, individual leaders can honestly reflect on their identities, their upbringing, their their opportunities that they have now, you know, to lead through the lens of power, and we want them to have the strength and resilience to lead through change it. It really requires that we're constantly interrogating how we how we understand power and how we use it.