Are there anything in those operational buckets or soft skills buckets that you all are doing to try to like onboard leaders to succeed? Like what kinds of things do they need in order to be successful with soft skills and operational skills?

I'll speak to it a little bit, but it's really about a mindset shift.

And then I'll let Connie really dive into it because we're actually in the middle of a program putting that together for our region.

But really, I mean, again, you kind of alluded at the beginning of this conversation of, you know, you're really good at what you do.

You're a really good tech.

You're now the leader.

that's not going to suffice and that's not going to set up anybody for success.

Should they be pursuing any kind of formal competency documentation, either for themselves or for the supervisors in kind of little rural middle of nowhere, you know, community access hospital?

Can you kind of speak to that like, "Okay, I'm approved, but now how do I put these little puzzle pieces together to actually help us?"

Absolutely.

Man, you took the words right out of my mouth 'cause I was actually gonna start going into, you know, part-time employee and, you know, efficiencies.

So I think a lot of people, we think of, okay, we start at seven, we end at three, next shift comes on at three, ends at eleven.

You know, eleven to seven is the next shift.

And we think of these eight-hour chunks, and especially in this day and age, the newer generation really wants to be able to have that flexibility, right? Why are we thinking in terms of it starts at three, ends at eleven? Why can't it be a one to nine? Why can't it be a ten to eight? Maybe it's I only need a, a Monday through Thursday, and I'm doing a four tens, similar to what kind of nurses deal with.

Maybe it's three twelves.

Like, what are some of the big lessons that have been learned, and like what should we be looking forward to in the future of staffing and data? So yeah, let's talk first, how can we leverage all the data points that we've been talking about today to help us know how to staff for tomorrow and f-and for next week, and then again, leverage that with some strategy with our HR teams as well?