So in your work, where do you typically see that disruption point in making the priority a reality for an organization?

One, organizations don't remove barriers to give more time to have the conversation, and then organizations don't equip people on how to have the conversation.

So those are the two biggest gaps that I see.

So they'll say, "Hey, performance management is a goal." Perfect.

Now, we are gonna downsize this department by 15%, and you have a whole lot more work to do, and oh, give feedback to your extra team members.

So that doesn't always work, right? So we, it, it's one, showing people the, how easy it is, and so integrating it into your daily routines, your weekly routines, your monthly routines.

The other thing is how to actually give it.

Somebody who's neurodivergent