Can your purpose, can your culture... not can you, how do you make sure, how do you make your culture more resilient enough? How do you make your culture resilient enough to survive layoffs? And how do you convince employees it's real and not just the things, you know, people say when they got to lay people off?

Oh, that's a great question.

I keep returning back to this idea of belonging and dignity.

There was a lot of talk about psychological safety for a long time.

And, you know, our firm went back and forth about it because really there's nothing we can do to make people feel safe.

That's really.

But as leaders, we can create cultures of where people belong and there's dignity.

How do you counsel people to communicate the why?