You know, how do we take these words of values or things that we do value or that we think should be in the culture and start to shape it, start to infuse it as to something that our people, our team feels every day?

So it starts with writing down what those core values are, right? [chuckles] Right? You have to, you have to identify what it is and then lean into it.

So, um, I'll, I'll use our firm as an example.

We had what I thought were good core values to begin with the first ti- first iteration, and then we didn't do much.

It wasn't inspiring.

It wasn't something that really flowed through, and mostly because it was too high level, it wasn't actionable, and it was just words that weren't wrong.

They just weren't specific enough.

So how do you deal with it then when you're, you're, you, we, you've listened to this show, you, uh, you know, you talk to, to one of us a little bit more and you say, "Okay, we're gonna, we're really going to clarify the culture in our firm, and we're, you know, whatever accidental culture we have, that unintentional culture that we have, we're going to shift it to the one we wanted," and oh boy, this person's starting to look like a real sore thumb What do you do then?