But do you have any particular recommendation or format? You know, some people are, "Well, we have our morning huddle or our weekly meeting." I- is your approach more aligned with just giving feedback in the moment when it, it, it's probably most visible to the, to the employee that, that needs to hear it?

That's definitely important, but we have to have communication.

Any business that you're in, if you're gonna keep everybody on task and everybody on the same page, and even keep your culture the same, you have to have m- meetings on a regular basis.

My best case scenario is weekly meetings.

We're looking our goals.

We're looking at, is there anything that we've had happen the last week that we need to talk about that we could handle better? Is there anything coming up for the next week? Just good communication.

That is the one thing that I find in practices that's lacking.

If, if you say to an employee, "Great, your way sounds good," but if it's not right, how do you have that discussion in a way that doesn't stifle their ability and willingness to, to keep wanting to contribute to the success of the practice?