Speaker 1: So, one of the things that we do is, is, is we is creating a culture in which people understand that the reason we're giving feedback is not to quote unquote criticize them, but to help them grow as human beings. And that has to be, that has to be established like this, this is what we're going to the advice I offer is it's not just a checklist that you do and everything goes fine. You know, you create a culture in which difficult conversations and, and, and, and critical feedback are welcomed or at least understood. But it's also how we give it. Usually we give it by pulling out a piece of paper and pointing out the thing that's wrong. And, you know, and saying you got to fix something right we usually point to the evidence first. As opposed to starting by with by the human being which is, you know, the stuff I want to share with you I don't know where what it means but I wanted to raise it with you in case there is an issue. Because I care about you and I want to see that you grow here, but there's some evidence that things are going a little sideways, and I want to, I want to address them with them to see what opportunities there are or if there's anything wrong because I don't know the reasons behind it. But here's. For example, the way you talked to your teammates the other day was a little harsh and ordinarily I'd be one say oh you know you're having a bad day it's no problem, you know, everybody gets a everybody gets a bad day, but you've been really beating up on people. I don't even know if you're aware of that. Right. And sometimes they say I'm having a hard time and it opens up, or they'll say I wasn't even aware I didn't even know, or it's it reveals something as opposed to saying, stop yelling at people, nobody wants to work for you if all you do is yell at people, you know, it's hard for people to receive. And so good feedback is not just about conveying the point we're trying to make. It's about creating a condition in which the person is more likely to listen and hear it. Yeah, I told her. Right. Did they hear the feedback. Different question.