I wouldn't say I've ever necessarily had a problem with a team member. I have had conflict among a team. You know, I'm the type of person that if I have a problem with somebody or feel that they have a problem with me, I'm going to sit down and try to talk to them one-on-one and figure out, okay, what did I do? Did I do something? We have a misunderstanding, non-confrontational of course, but I will try to solve it with that person first before running to management and saying, oh, so-and-so is doing this or so-and-so is doing that. I mean, nine times out of 10, it comes down to it's just a complete misunderstanding and it's nothing personal. You can't take everything personal. Not everybody's going to like you, but at the bottom line, at the end of the day, we're all a team and we don't have to do anything outside of work, but we have to get along and work together at work. So like I said, in my leadership roles, I've run into this several times as well where I'd have to sit two people down and go, okay, let's hash this out. What's going on? I don't like the backstabbing. I don't like in running around, you know, I like to get to the root of the problem and figure it out so we can all move on. And there's no animosity among people where everybody's just mad at each other and nobody really knows why. So I'm a fixer. I like to fix stuff. I don't like stuff hanging over, you know, dampening everybody else's mood or everybody else's enthusiasm. So that's how I prefer to resolve stuff if there's issues at work. I just, I don't like, I don't like drama. I don't, I didn't participate in it when I was a teenager and I'm not going to do it now. Let's get to the problem.