 So, we looked at the quality of excellence, right? So, we know that there is a difference between, you know, excellence and perfectionism, you know. When we say excellence, we are giving our best. I think we've seen it, we've looked at it earlier also. We're giving our best, and it's not about something that is error-free, well, giving our best can be error-free also, but it's, we are constantly and continuously improving on giving our best, right? And we are doing it as unto God, and that's an important quality to see or to build in others who we want to raise up as leaders. So, we're looking at, okay, some of the qualities to look for in potential leaders and, you know, excellence is one such quality. And if people are in that, in an environment where this is a value, right, this is something that is of a value, and they see it modeled, right, and they see it modeled over and over again, then it becomes their value as well, right? And it progressively gets developed, and it becomes part of them. And so, whomever you are looking for as a potential leader, you know, this quality is already in them, so we just need to, you know, highlight that, reiterate that, and then they understand, right, okay, this is something that I need to go in for, and this is something that I need to put on display, or, you know, this is something that needs to be seen in every task that I undertake, right? So, it's very important that, you know, in our ministry, in our own life, that we display it first, and that's something that we're going to look at, you know, that we put it on display, that we live by example, that we lead by example, and then it's so much easier, especially these intangibles, you know, these intangibles, like, you know, excellence, of course, you know, it's not very abstract, right, it is seen, and it is something that people can experience, seen, but, you know, certain things like integrity and other things, right, which needs to be part of us, right, if we lead, if we lead with that in our hearts, in our lives, then the environment that we create, right, be it the team, be it the organization, be it, you know, the ministry, it will be part of that environment, right, it is there, and it is there for people to see, it is there for people to experience, and then they will take, you know, it becomes part of their lives, right, so that's step one, and of course, it needs to be reiterated and highlighted, and, you know, stated, communicated that this is something that is an expectation, right, and encouraged in their lives, and it will come through, right, okay, the other thing that we can look for, to look for in a leader is, you know, is the person committing to growing continuously, right, where there are certain things that actually prevent this from happening, you know, a sense of, a sense of reaching a stage where saying, okay, I know it all, or there is, you know, not really pushing for knowing more, not wanting to learn, right, and, you know, when it comes to continuous growth, there could be certain things that challenge that, right, there could be maybe certain things, maybe some disappointment, maybe some discouragement, maybe, you know, these are some things that really put out the fire for continuous growth, right, so, you know, if a person doesn't have that, maybe, you know, we can look at addressing these things, these other areas, but really continuous growth is important because we cannot give others what we do not have, right, we cannot lead people to places that we have not reached, right, or places of growth where we have not been there, so, it's important that we as leaders grow and we see that others also have that in them, right, so, well, if it is not there, we can teach, we can definitely train, and we can create an expectation, an awareness and an expectation that, you know, go in for this, you know, don't plateau off, don't stop, there's so much more, you know, continue to grow, right, and, you know, yesterday I just had the privilege of meeting someone who lost their spouse, and this person is, you know, she is in her 70s, well in her mid-70s, but she and her husband, they used to serve in a, you know, in a rural church, and it was a teaching ministry, so the son was actually explaining that they would finish the church service at about 12.30, now this person was not the pastor, you know, this couple, they were not the pastors, but they were there in the church and helping, you know, the church, helping the ministry, so the church service would get over by 12.30, they would have a half an hour tea break, you know, just keep in mind all this is happening, you know, recent, these are all recent things, you know, last three, four years, right, so, half an hour tea break, and then they would have a discipleship training, right, and this couple would handle it, right from the start, you know, they have different modules, everything figured out, some three modules, they do this over a period of a year, and so from maybe one o'clock till about 2.30, they would teach, they would train others, you know, who would come, and so husband and wife, so one person is translating, so their preparation for that, right, it begins on Friday, where they would, now they're not very tech savvy, so they use a whiteboard, so they write everything, right, all the bullet points, everything is written, the topics on a whiteboard, so they needed one more whiteboard, because they were running out of space on one whiteboard, so they took another whiteboard, and they would, you know, start writing, keeping everything on a Friday, Saturday, you know, pray and prepare, and Sunday they would take these whiteboards to church, and keep it there, and, you know, all their notes and everything is there, and then they would, you know, teach the, teach those who sign up for the course, so those who sign up, so they'll finish by 2.30, go back home, and then, you know, start cooking, or prepare their lunch, and, you know, this was their, every weekend, every Sunday, this was their ritual, this is what they would, and I was amazed at that age, to see the zeal, to see that fire, and, of course, you know, now the husband is no more, so, and, you know, she was just recounting all those days, and how, until very recently they used to still do that, right, continuously growing, right, wanting to grow, wanting to serve, wanting to know more, and she was talking about how she would prepare everything, you know, that what she needs to teach, and it'll be there, she'll be thinking about it, what more, Lord, what more, you know, how else can I explain this, and then the Lord would give her revelation, and she would make a note of it, and then, you know, teach, teach, and so on, so, so that hunger, right, not wanting to stop at a certain age, even, you know, age is not a limiting factor, if you look at Paul's life, you know, I'm sure you've studied, right, the number of years after which he came into ministry, he started his ministry, and he started his, you know, missionary journeys, and on fire, and zealous as ever, right, so, you know, this passage of time, age should not really put out that fire for continuous growth, and it starts early, right, it starts early, and it's not too late to start, I'll just mention that as well, but when we are looking for leaders to build that also in them, to look for, you know, this quality also, and we see that, okay, people are too satisfied, not wanting to grow, not wanting to learn, right, and this needs to be sparked, you know, and this needs to be, you know, something which is in them so that they can come, you know, we can assign them that position, because they will be able to take others only as to the level that they are, right, so they need to continuously keep at it, you know, keep growing, and there is so much, right, you know, there's so much, because God is infinite, and His wisdom is infinite, and there's so much that His, you know, His heart is to teach, right, His heart is to show, and I think this morning during the supernatural hour, the scripture that John Paul read out, Jeremiah 33 and also 33-6, 33 talks about the Lord saying, call unto me, and I will answer, and I will show you wonderful things that you do not know yet, so that calling unto Him, and like we saw last session, I think, you know, going to Him with that big measure is our responsibility, right, is the responsibility of the leader, so let there be no limitation, you know, let there be no ceiling, and let's continue to go, let's continue to grow in Him, so this is something that a leader, you know, to look for in a potential leader, to look for or to build and grow and strengthen in potential leaders, because you know that the growth of that area of ministry and which you're going to assign, you know, the growth of that particular responsibility, and you know, whatever oversight that you're going to be handling will depend on this, you know, this is one of the factors, right, because as they grow, then they will, the others will grow as well, they'll be able to impart, they'll be able to take others into the areas that they are growing into or they have grown into, right, so continuous growth, okay, no personal agenda, I think we looked at that, you know, there's no personal agenda, there's no hidden agenda, they, you know, what you see is what you get, right, authentic, real, and the fact that they are in ministry for serving, and there's no other plan, there's no other hidden thing now, so that level of, you know, transparency and integrity will come when they see it in our own lives, and also when that is value, when that is spelt out, communicated, reiterated, right, okay, gift and calling, are they graced for that particular area, right, for that particular task, or is it for something else, right, and some things are very visible, and you know for a fact that yes, you know, this is not a skill that they have, maybe, you know, if they have a, you know, a potential for it, maybe they can learn, grow, but if there's, if it's not something that they are graced with, you know, then maybe it's something else, you know, they need to do something else, right, so are they gifted in that area, right, okay, so maybe if it's an area like counseling, and you know, they're not listeners, they're constantly distracted, and they are constantly finishing sentences of other people, and you know, they are just there to just drive the ideas that they have into the heads of others, then you know that maybe they should be something, doing something else, right, and not in the area of counseling, right, even if they say, I'm very passionate about counseling, but you know that they are gifted for other things, so maybe we can guide them in that, right, and not for this, so what is the area that they are gifted with, what is their, what are they graced with, identify that, recognize that, and then see if it's a good fit, right, and also to see, you know, are they, are they good followers, right, now we know that leaders as leaders, leadership is about influencing for people, for their good, and to bring out the good in people, and to reach objectives, and help reach personal objectives, and thereby the collective objective as well, so we know that is that, but are they good followers as well, in terms of following instructions, in terms of, you know, getting their hands dirty, right, are they good followers, right, are they people who would lend a helping hand, right, are they people who would support, now these are, these are important factors to consider, right, are they good followers, or are they interested in just giving instructions, and you know, and watching others do the work, right, will they, or do they personally, you know, have that kind of work ethic, you know, have that kind of a characteristic to follow through with instructions, with humility, right, which they want to see in others, right, they expect out of others, but what about them themselves, you know, so do they have their own lives, and also, are they good nurturers, right, which means are they, do they have a heart for nurturing other people, for building up other people, right, for helping others, for really, you know, maybe train others, maybe, you know, provide skill for others, you know, I'm sure that you have met people who, you know, share things, or, you know, about their own, whatever they have learned, or something new that they have learned, something useful that they have learned, you know, they share with others, and they help others, you know, something that is beneficial to others, you know, they have that heart to nurture, right, so to see that, are they good nurturers, or are they very close to about, you know, something that are beneficial, you know, do they, do they just keep it to themselves, and they don't want others to benefit from it, right, a heart to really help others grow, a heart to see others flourish, right, so these are something, so it looks like a pretty daunting list, you know, if you look at these, let me just share, you know, what might go in our minds is okay, if I want somebody as a leader, you know, as a potential leader, and do they need to check all these boxes, right, do they need to have all these things, well, in reality, you know, that's like what we shared, you know, they need to have it in a certain measure, they may not have it in all maturity, you know, we are works in progress, and yes, there are qualities which are being developed, right, so intentionally develop that in people whom we are considering for leadership, till it's part of their lives, right, so that we can do, right, as leaders ourselves, we can see that, okay, is it part of my life first and foremost, is it, you know, is it becoming a place of strength, and to see that, okay, I see that this person is mature, has strengths in certain areas, but these are things that the person has to grow into even more or mature into even more, right, so having known the importance of all these characteristics, and how it can impact their leadership, how it can impact the areas that they're overseeing, right, for us to develop that, develop that and into strengths in people, and bring them to a place of maturity, because Paul, you know, writes about that, you know, this is why we do ministry, that we want to see present every person perfect in Christ, you know, the heart for ministry is that, right, so while raising up leaders, we can have these characteristics and develop these characteristics in people, right, and bring them to a place of maturity, okay, so any questions, anything that you would want to share additionally, we can talk about it now, we can discuss, or maybe your experience in raising up leaders, I think that will also be good if you can share, like, what was the, like, a high point of such, you know, such things that you did and, well, what are some discouraging moments, maybe, maybe we can have a couple of people share, anyone, okay, okay, some things to, you know, the question that we might have is, okay, what if that person is unwilling, you know, I see so much potential, but what hope is written, Sam, okay, Sam, if you have a question, is it, okay, so the thing is, you know, what if that person is unwilling, right, so, you know, that's a thing, right, like, even when we want to help people come out of certain things, we see that it's so easy, sometimes, right, we see that it's, if only this person would make this change, then they would really, you know, they would walk free of this problem, they would walk free of this stronghold, so the thing is, you know, what if they are unwilling, okay, now, truth is, we cannot do anything, right, truthfully, honestly, we cannot do anything, we cannot go beyond people's will or people's choice, right, we can encourage and that would be, that would be something that we can do, we can encourage, we can, we can actually provide hope, communicate hope and say, hey, this is something that you can be, right, this is all that you can be, if one does this, this is what, you know, this is where you can reach, so we can paint that picture and provide that encouragement, okay, but that decision, that has to come, you know, from that person, so if the person is unwilling, we really cannot do much, okay, okay, okay, since Beth is here, Beth, I just wanted to just remind about the IRP, sorry, I'm just taking this moment as I just noticed you here, if you can just email me, I haven't received that email, so I sent you an email with my email ID, so you can email me, I check my inbox, it hadn't come, so yeah, thank you, okay, let's move on, right, so next what we're going to look at is, when it comes to nurturing leaders, okay, so here's a process, we looked at all these characteristics and we said, okay, these are good things to have, these are necessary things to have and these are things that need to be developed, okay, so they're going to have, I mean, it's going to be a very impactful leadership, it's going to be it's going to be useful, helpful for them and the ministry, it's going to thrive and flourish if they have these characteristics, right, so we looked at these things, now, is there some process, is there something that we can, you know, we can look at or follow when it comes to nurturing leaders, right, nurturing other leaders, okay, well, we know that people go through, you know, stages in growing, in growing, in actually fitting into their leadership role, right, we know that they go through certain phases, so it's good for us to understand that and it's good for us to even follow that, right, so here's an example and we could look at it as different stages, now here's a, you know, the first stage, we call it the, we can call it the preparation stage, okay, so in this stage, well, we have identified the person, we see all these qualities and the person is also willing or maybe has also, you know, has also come forward to take up certain responsibilities, right, so here's the thing, here's the preparation, so in the preparation stage, there's a lot of communication, you know, expectation about character, about the task, about the responsibility and, you know, what is expected of the leader and we're also, you know, there's also a sharing of the vision, the big picture and how things should be done, okay, so that's a preparation stage and, you know, I just remember it in, you know, as when I joined full-time to serve in the, at APC, so I remember this being done to me, you know, there was a sharing of vision and sharing of the task and because for me, ministry was something which was very, very new, right, the area was, this was something that was, it was not something that I was exposed to, you know, in the sense in this kind of a level and also the role and everything was new to me, right, so there was a lot of time taken to communicate the vision, so sometimes I used to wonder, let's just go get the things done, you know, why is it, why are we taking this time, but I realized that I had not actually grasped, you know, the vision, so it was, it was necessary to take that time to communicate, to show, okay, this is the big picture, this is what we are going after, right, and this is what ministry is about and this is what your task is about, you know, your role in this big picture, this is what it is, this is how it will impact, this is how it will grow and here are some things that you need to do and the way you go about doing it, right, so the preparation stage would involve that, okay, so as a leader, you know, it is our responsibility, we are raising up leaders to do this, right, to communicate this, to take time to intentionally, you know, share the vision, to intentionally show the big picture, to intentionally share the expectation, right, and whatever else we need to emphasize, right, about character, about excellence, about values, about culture and everything, you know, we talk about it and maybe it's not just one sitting, right, it takes, it happens over a period of time, it's maybe multiple sittings, no, so, you know, it can be a formal session where you say, okay, today let's talk about this, or an informal one, you know, as we are having, you know, today as we are having tea, you know, let's just chat about this, right, so it can be a combination of formal sessions, it can be an informal sessions, but you intentionally do it knowing that this is going to ground the person, this is going to be very, very helpful for that person, it is not wasted time, right, well, sometimes we think, okay, I want the person to start performing, you know, start doing it right away, start getting results right away, but investing time in this preparation stage is crucial for that, right, to get that person rooted in the right things, so that they will start producing, they will start, you know, ministering in the right manner, okay, then comes the initial stage, okay, the preparatory stage where vision and everything is communicated, then the initial stage where the person takes some tentative steps into the leadership role, right, and as a leader, you're also involved in giving them guidance, in providing the necessary equipment and the equipping, you know, whatever tools they need, so if it is something to do with, let's say, preaching, then, you know, you would probably provide them with resources, you would probably share from your example, you know, the things to do, you know, how does one prepare, how does one, you know, deliver the message, you know, what to look for, what to avoid, right, how not to talk down to people and, you know, several other things, you know, how, and some very, very practical and helpful thing, so there is this equipping, there is this, you know, tools that we are giving them and the direction, right, to help them do well, right, so, and they are also stepping into that role, which means they are also, they will also be doing it, doing the tasks themselves, right, so it would help to provide feedback, and it will help to provide feedback and share feedback and say, and also, you know, tell them, okay, this is what we will do, we will review it, and I'm going to be sharing some, you know, what I thought, you know, about how it was, and be truthful about it, and be honest about it, and not really cut back, you know, and not really camouflage it, you know, be real, you know, certain things that are serious, you know, certain things that are necessary, and you see that there's a problem, you know, it needs to be communicated, right, so that is the thing, there's feedback, that correction, maybe there is aligning in certain areas, so all that happens, like in the initial stage, so if a person is unwilling to receive, you know, then it's going to be a problem, right, even in this stage, you know, they're going to be, they're going to be saying, oh, you know, but, you know, constantly defending and saying that, okay, this is, but actually I did this, well, we need to hear, you know, their viewpoint, and maybe they have a, you know, the reason why they did that, but if they're going to be very defensive all the time when feedback is shared and not really receiving feedback, then it's going to be a problem, right, we need to communicate that this is something that is helpful, you know, you take it and try it out and see how it will change, right, so that happens in the initial stage, okay, then there is a settling in stage where the person is more and more progressively, the leader is actually doing their task, you know, the task of the actual work of leadership before that, yeah, so we, in the initial stage, if there is a, you know, if there is a team that needs to be formed, there is help with that, that, you know, you as a leader can help, you know, putting together a team, and the reality is that, yes, the team functioning well and all that, you know, there will be some, there will be some time, there will be some, maybe some getting over, some conflicts and, you know, and then setting in, settling in, so which will happen in the settling in stage, right, so we help with that as well, it's part of the equipping, it's part of providing the tools, right, so the settling in stage, so the leader starts to perform, starts to walk in the role, and they're making decisions, making certain choices along with the team, so it's time to not be so involved, you know, for us as leaders not to be so involved in the daily things, you are still, you know, they're finding their strengths, and they're getting the kind of settling in, into the role, into the task, and they're getting comfortable doing it, right, so we step back, not be very involved or intrusive, step back at the same time, you know, providing, continuing to provide feedback, continuing to provide any kind of reviews and guidance and so on, right, they're still accessing or being in touch with you for some of the big decisions, some of the challenges, and so that thing is always open, right, we've established that, yes, this, there's always this open communication to come and share feedback, to come back with difficulties or challenges and so on, so that is always there, right, so that happens in the settling in stage, okay, so then the next stage is the growth stage where the leader is taking the area of ministry into new levels, you know, things are growing, right, it's not where it was, that things are growing, things are flourishing, there are things being added on to that, you know, to their particular area of ministry, and they're doing new things, they are growing, they're going to another level, right, and the team is also functioning well, so we're continuing to provide oversight, provide guidance, and the involvement is even lesser than it was earlier, right, so the thing is that if any input is required, then you as a leader, you step in and provide that input, right, but at any point where if there is a need for correction, if there is a need for, you know, realignment to the vision, it happens to the best of us, right, that we sometimes forget, we sometimes, well, get so engrossed in the task that we forget the big picture, you know, it happens, or whatever, you know, maybe due to certain things, we just, we miss out on certain things, right, so the leader can always step in and provide that correction, provide that realignment, okay, so as the person who's being led, we need to make space for that, so at the preparation stage itself, you know, creating that expectation and that culture, right, that feedback will be provided, and it's not to put the person down, but definitely to bring alignment to the task and the way it's done and the process and so on, so it doesn't come as a surprise at whatever stage of leadership growth, right, so the growth stage, in the maturity stage where the leader is raising up other leaders, leaders come to be, you know, to be a place of being fathers and mothers and they're nurturing others, right, and they are raising up other leaders, who can actually, to whom you can trust and commit and delegate certain, certain tasks, right, of the ministry, so they've come to a place of maturity, now, you know, it gives great satisfaction for us as leaders to, and, you know, to see that happening, and, you know, we begin to rejoice in the fact that, okay, the person is thriving, flourishing, and, you know, fulfilling the destiny, fulfilling the call that God has for them, and in doing so, you know, raising up other leaders as well, so, yeah, so that's happening, right, so what can happen, you know, here is also, you know, this is a possibility, right, so we talk about the leadership of the leader, who's at that stage of, you know, maturity in their growth process, we can talk about the leader taking a bigger role of ministry, where they can be even more impactful, right, a new area of ministry, or going to another level in the same ministry itself, right, same what they're giving oversight to, or taking on an additional, maybe an area, right, at the maturity stage, because we know that all the other things are in place, you know, whatever we looked for, or whatever we wanted to bring in in the preparatory stage or the preparation stage is, now, these are strengths, these are ingrained, right, and so now, you know, they can actually take on even more, take on, look for other areas, or go to higher levels in the area of leadership, so that happens, yeah, then probably, you know, this is also a reality, right, maybe they come to a place where they've reached the plateau, right, they've reached that, you know, whatever needs to be done in that particular area, in that particular role, and they've raised up leaders who are, you know, functioning very effectively, and then doing the tasks and carrying on their responsibility, maybe it's time for the leader to totally transition from that role of leadership, because there are other leaders who can step in, able, capable, who can step in and take it to higher realms, higher levels, so maybe this leader can transition off into a totally new other, no, totally new area, okay, so this is also possible, so as the leader that we recognize that and we, you know, talk about that and say, okay, would you like to do this, would you like to do that, so we see that it's a very healthy process, right, it's a healthy process, if it's done right, if it's done with the intention of, well, of recognizing the call of God in their lives and, you know, helping them to grow and helping them to, you know, come to this level and just bloom and blossom, right, in the area of ministry, so we see this, you know, Paul doing this to Timothy with Titus and you see that, you see glimpses of that, right, we see him taking Timothy and I think, you know, in detail you can read this in Kingdom Builders, taking Timothy, recognizing Timothy, seeing that he has something, being patient with him, you know, even when he does not do things out of fear, right, we see both in 1 Timothy and 2 Timothy, we see that Paul reminding, like 1 Timothy 4 and then 2 Timothy 1, we see Paul reminding Timothy, Timothy, you know, don't forget that gift, don't neglect that gift that was given to you, and 2 Timothy says, you know, God has not given us a spirit of fear, power, but of power and love and a sound mind, so he's like encouraging him and kind of pushing him to use those gifts that are in him, right, so we see, so he's recognized that he's, you know, there are certain gifts and abilities that are in him and he gives him that responsibility, you know, so he's Timothy's and Ephesus and Titus and Cretin and we see all that happening, right, and he's constantly, like, I mean, he's communicating some of these experiences and what he should do and what he should avoid and so on, right, so it can be a very, very satisfying, very fruitful, you know, a process and to know that, well, for some of us it could be just a lifetime of doing this, you know, it could take a lifetime and well, maybe some, it can be, you know, it can be quicker but it's going to take time, right, developing people and it's a very, very satisfying process, right, and yeah, the next thing is what would, so this is the process, right, we saw preparation and the initial process, the growth, maturity, transition, what would really fast track or what would really help develop leaders, you know, is when we create opportunities, right, when we identify opportunities and ask them to step in or to create opportunities and ask people to step in, right, like, well, since we invite, when we invite people to, you know, to the opportunity that we have created and saying, okay, would you like to do this, you know, well, people do hesitate because it could be outside of their comfort zone, right, but when we, with the right encouragement and, well, with the support they would step in and they would surprise us, you know, they would be surprised themselves, they would surprise us when they, you know, begin to do things and then do it well, right, so that's something that we can do in order to develop leaders to create opportunities to invite them and to serve, right, but all this is not done in isolation or, you know, it is done, you know, it's a, you know, how do I put it, it's done in that environment where all these are visible, right, all the values are visible, all the culture is visible and also they have seen you as a life example, right, as they've seen you lead, they've seen you do things and then, and when they step into these leadership roles, then, you know, all the things that have been shown in their hearts, right, and which have been growing will come to the forefront, okay, so that's something that we can do, okay, what will, again, develop leaders, what will help them to grow phenomenally is when we provide feedback, okay, when we, sometimes we hold back from giving feedback because we don't know how they'll take it or what if, you know, what if they don't take it well, right, what if they are discouraged, but then with the feedback also when we encourage and with the feedback or with the encouragement also we provide the necessary correction with the heart that it's for the good, right, the motive is not to put the person down, the motive is so that the person can set this aside or or not make those mistakes which are detrimental for the person and for, you know, the organization or the ministry, you know, so if that is the motivation, definitely, you know, it'll be received well, right, and well, correction, honest feedback, in a way, you know, it's tough, it is difficult to, you know, digest, you know, if you look at it personally, you know, maybe if you can look at some of those moments when people would have, you know, come and give an constructive feedback, it's initially, you know, it just hits you, probably it's because of the effort that we have put in, probably because it's because of, you know, all the time that has been invested and you did it and so on, you know, it hits you. Secondly, it could also because you know it was a mistake, right, and you're hoping that it would just go unnoticed, but, you know, here it is right in front and then it's been shared, you know, none of us enjoy being told that we are wrong, right, but the fact that it can be very freeing and liberating when it's been, you know, shared and said, okay, this is the expectation, we want you to do well, we want you, we know that you can do well, but we need to avoid doing this in order to be able to do well and grow beyond this. So these are things that can really hasten the leadership process, I mean, the developing process, you know, when we provide feedback, when we provide the correction. So as leaders, we ourselves need to really learn how to do that in an encouraging manner because our emotions are really stirred up because something is not done, right, and we are also, you know, maybe we're upset, maybe we are angry, maybe it's the 10th time it's happening. So, you know, you are upset, you're impatient and so the thing is to not do it when it's that, right, then that frame of mind, but really to take them some time, take a pause, step back, and then, you know, go forward and provide that. And we will see that, well, you know, we grow as well, you know, personally as leaders, because we are nurturing them in the right manner with the correction, with the encouragement, and with the, you know, with the review and feedback. So it helps, we are, we grow as well. And we see if it's taken, received, worked on, then the person thrives and really grows as a leader, right. Okay, so we'll stop here. I also want to say, I think you would have noticed in the classwork section, I've uploaded the 18 minute, the to-do list template. So it'll be good reading. Just wanted to tell you that it's a secular source in the sense it's not a Christian author, right. So some, some terms, some, some things that he mentions, maybe may not be Christian. So just, yeah, just be mindful of that. Right. Okay. Okay, so we'll stop here. Thank you. God bless. Have a great weekend. We'll catch up again next week. Bye-bye. Thank you, sir. Hey, see you. Thank you. See you guys. Bye. Thank you, Pastor. Bye-bye. See you. Thank you, Pastor.