 Team, for the terrific work they've done on the X-47, have you guys seen the – that was one of the biggest stories of the week when the X-47 launched off the bush. It was just stunning. And I really want to call out Jamie Crosgrove, Emily Burtichaw, David Skrobolis, Mikhail Lauren Poole, and Kelly Burdick, as well as the team on the bush. Just terrific, terrific work. And they've really done a great job. There's another big milestone coming up this month, the July, I'm sorry, we're going to try an arrested landing of the X-47, which, if successful, will just be a tremendous leap forward in that program and that experimental program. I don't know if you know, but we had four MCs deploy on short notice to JTF Gitmo, so I really want to applaud them for their flexibility. That's MC1 Richard Brunson, along with MC1 Barua, MC1 Patrick Ratcliffe, and MC2 Brandon Keck. So thanks very much for – I don't know if you're tuning in today, but thanks for being willing to go on short notice down there for a very, very important mission. JTF Gitmo doesn't get a lot of attention unless something typically goes wrong or there's something – or there's a big trial. But let me tell you, and I've talked to people who have been down there, that is a – it's a critical mission. It's very, very important to our national security, and while it doesn't always bubble up, the talent that we put down there really matters and makes a big difference. You've probably saw my trip report from my trip out west, and I was very glad I got that opportunity. It was focused on really two things. I mean, it was an opportunity to get to talk to everybody, of course, but really I wanted to go get much smarter on LCS. I had not stepped foot aboard an LCS, and I thought that was a real gap in my own credibility and knowledge on this issue, so I went out there and I had a chance to go aboard Independence. I talked to the crews of both the Freedom and the Independence, the Freedom crew that's back in San Diego waiting to – actually, they're going to deploy here soon out to Singapore, and it was eye-opening. I learned a lot. I put that all in my email to you, but I want to definitely give a big shout out to the PAC Fleet team and to Lieutenant Commander Clay Doss specifically, who's in Singapore right now, and just doing an amazing job with Freedom and her crew and the media coverage that they're getting out there. It's a big deal. I mean, and we don't do this off. I mean, I can't remember a time that I've been in the Navy where we have deployed essentially an experimental platform, operationally deployed, and that's what we're doing with Freedom. I think we forget that sometimes. You know, she looks like a ship, she is a ship. I mean, she has a crew and she's doing things that Navy ships do, and we forget that this ship, that particular hull and this program is still experimental. We're still learning things, and the things that we're learning on Freedom, particularly from this deployment, will carry forward into follow-on ships and hull numbers of that variant. And we're doing the same on Independence. I mean, it was very clear to me out there that they're learning things on Independence that they're going to apply to hull numbers four and six and follow-on. So it's important to remember that as we talk about LCS, that this is an experimental platform and things aren't always going to go well. And that needs to be okay as long as we're learning from it and carrying it forward. Anyway, Clay's doing a great job. And I mean, and it's not just, I mean, I've heard that unsolicited from reporters that have gone out there to cover Freedom's deployment. I heard it from the CNO staff when he was out there. I heard it from the Secretary's staff when he was out there. All of them talk about what a great job Clay is doing. So, Clay, if you're listening in or you're going to listen in later, thanks again for everything. RTC, Training Center in Great Lakes. I want to call out Matt Comer and his team as well. I don't know if you noticed it, and also our folks in OI-2. I don't know if you noticed it, but just last Friday we did the first, now it was experimental as well, but we did the first live stream of an RTC graduation. And as far as I know, it went off flawlessly. I don't, I think there was maybe some minor audio kinks here and there, but otherwise it went really well. And I think that's just a terrific service that we're going to be able to provide to families. I only know this now because my son graduated from Great Lakes just a few weeks ago, but they can only have four family members at the graduation. The graduation hall is big, but when you're talking about eight to 900 recruits graduating each and every week, it fills up pretty quickly. So each recruit is limited to four people. And we had our four there just like everybody else. And so there's a lot of family that my son, Colin, would have loved to have had at his graduation that they couldn't go. And we sent them, we sent them photographs and stuff. But this way now, all those families all over the country will be able to watch it live, and it was, I thought it was superb. Anything to, Chris, anything to add? It went very well, sir. Yeah, I thought so too. It's a great initiative, great sense of teamwork between Matt and his team and Chris and his team here. So I thought it was just a terrific opportunity and it was just real successful. I want to hit just a couple of other things before I take the questions. One is sexual assault and sexual assault prevention. You, all of you know we're in the midst of doing a stand down, Navy wide, fleet wide. And it is an issue that has gotten a lot of attention on the hill and in the press and in our ranks, as it should. CNO talks about it being a safety issue, a readiness issue. It is that and of course it's more, it's also a crime. And I think we all understand the severity of it and the need to get at this problem. And there are a lot of initiatives underway right now from a leadership perspective to try to get at this and to eliminate it from the ranks. You're gonna see some message traffic I think later this week from the vice chief about leadership accountability, individual accountability, organizational accountability. And he's also going to issue some organizational changes that are coming. I don't want to get ahead of the message traffic, but you'll start to see that this week. And of course, leadership in the Pentagon continue to work with leadership on the hill to get at some of these legislative proposals that you've seen out there. There's more than 20 of them that are in the markup process right now. I don't know where that's gonna go, but I can tell you that leadership is really laser focused on this as an issue. And so we're all dedicated, all of us, to stamping this out. It is also, in addition to all those things, it's also a communications issue as well. There are, we, communicators, have a special role, I think, to play in this issue. And where's senior chief, there she is. If you haven't read the senior chief's all hands magazine piece on sexual assault and survivor speaking out, I highly, highly encourage you to do it. Actually, it's not just, don't just read it, it's a multimedia story. There are, if you go on All Hands Magazine, you can see actual interviews with some of the people that she quotes in her piece. First of all, it's superbly well written and well done, well composed. But it's also very powerful, very visceral because you're reading about the impact that this crime has on sailors who have fallen victim to it. And the perspective that these people bring to the discussion of the issues is just vital. And again, there's no way you can get through that story without really sort of feeling inside the effect of this crime. So, but that's a great example. What the senior chief did is a great example of how we needed to do a better job talking about this issue and about the fixes, not the fixes. That's probably putting it too blithely. The efforts by leadership to try to get at the crime. It is, it's a most human story. There's no question about that. And we need to start telling it in those ways. And so, you're gonna start to see soon, I hope, this week. We're gonna start to advertise, publicize, advertise not a good verb, publicize results of court martial. So, sailors that go to court's marshal for sexual assault. There's a result, some are convicted, some are convicted in different ways. Some, quite frankly, are acquitted. But we're gonna start publicizing the results of those court marshals, court's marshal from corporate Navy, from Navy.mil. Now, a lot of those results are already in the public domain. Some regional commanders put out summaries, routinely put out summaries of their court's marshal. What we're gonna do is gonna roll it up from the whole, from all the regions and just put it out monthly. I think that's the plan, monthly, right, Matt? And I think we're gonna start with the first thing we're gonna put up, hopefully this week, is gonna be the first five months of the year. So we'll kind of catch everybody up on where we are in calendar year 13 and then we'll do it monthly thereafter. The other thing that we're gonna start to do, because we want to encourage reporting. We want sailors to know that reports are taken seriously. We're gonna start putting a summary out weekly, is that right, Matt? Weekly of the sit reps. The actual reports that come out every week, actually regrettably every day, there are sit reps filed where sailors are coming forward and reporting that they've been a victim of sexual assault. So we're gonna summarize those once a week. And we're not gonna list each one. We have to be very mindful that we preserve the confidentiality of the victims. And that we don't prejudice the investigative process. Because each one of these reports gets investigated. But we are gonna do sort of a summary. So it'll be like, hey, this week the Navy received X number of reports of sexual harassment, sexual assault. And then it'll break it down this many afloat, this many ashore, this many involved alcohol, that kind of thing. So there's a sense of transparency inside the lifelines and outside the lifelines of the Navy that we take these reports seriously. They are coming in and they're all being investigated. And here's sort of a compendium of them. We really think that that's important. First of all, it's important for us to be transparent about this. This is clearly an issue that has captured the attention of the American people. Again, rightly so. But so it's an issue of transparency. But I also think we believe, we hope that it will help encourage more people to come forward and report when they have experienced something like that. And then I just wanna go real quickly back to the senior chief Weatherspoon's story. I should have come to her story last because the segue I really wanted to make was the issue of storytelling. Again, you probably saw my team PA. I won't belabor the issue more than I did in that email. But I'm very, very serious about what I wrote. We have amazing talent in the Navy. We have sailors that are doing just incredible things all over the world. And we have just as incredible MCs in the Navy who are phenomenal at fashioning content just the way senior chief Weatherspoon did. And those are the kinds of stories I want us to focus a little bit more on. I'm not suggesting that we don't do your routine press releases or hard news and that the AP style doesn't still apply, it does. We still have to inform when things happen. When there's a contract award, when there's a mishap, of course. But what I really want us to try to focus on more are those kinds of visceral human stories and try to talk about who we are, share the story of the Navy through the eyes of those in the Navy and what they're doing. Again, the talent out there, it's evident. I mean, I went aboard Stennis and I wrote about this, but I mean, the things that the Stennis media department are doing, it's eye-watering. I mean, I just could never have seen that happen when I was a lieutenant on Forstall, but they are just incredibly talented and they're doing great work. And that's the kind of stuff that I want to make sure we're folding up. It is, we all join the Navy for something inside. It's so easy for us to get fixated on the stuff, the hardware. And we are a platform-centric service. There's no question about that, but sailors operate that stuff. Sailors man that stuff. Sailors make that stuff work. And those are the stories I want us to just focus a little bit more on, okay? I'm gonna stop now because I've been told I've gone on long enough. Are there any questions? Do we have any from over there? With new technologies and innovations, training and education should be easier to access than ever. Will the Navy offer any online training opportunities via webinars or online colleges for PA professionals? The question comes from Jennifer Zinigal from the US Naval Hospital in Guam. Thanks Jennifer, it's a great question. We already are, Bruce, I'll invite you to chime in here as well. But we already are doing some webinars and offering some kind of online, I don't know if you can call it training, but certainly opportunities to learn and they can be exposed and to participate in national conversations. But you have anything you want to add to that? Yes, sir, I could. Come on up so they can see you, Bruce. Hi folks, what the Adrol is talking about is we've had a couple of sessions so far, we've called it beyond training. But we're gonna change the name, as we shouldn't do, but it's better. It's really a virtual symposium session. And it's a kind of thing, like if you went to one of our symposia, that it would be in a plenary session. We've done one on the power and perils of propaganda. We had the curator of the US Holocaust Memorial Museum come and talk about that. And then we also had a gentleman who's the leader of the USC Center for the Digital Future come and talk about the internet and the trends on the internet. Next month, we are going to have a team from Chinfo OI2 talk about Chinfo social media. So that'll be the next one to tune into, and I remember we're doing it on the 16th, I believe. There'll be a team PA that's gonna be coming up very shortly about that. But you can, in person here in the Pentagon, you can attend. But we are also recording those and putting them on the Navy live stream page for your training opportunity as well whenever you want to access it. Thanks, great. What else? Chris? I had a question about the O4s and the numbers. I just want to make sure I heard you right. We're down nine folks to the number of billets that we have. Is that something, and I realize you guys are still working. Is that something that you think you'll try to make up through deeper zones or going after O4s? I mean, should we be out, I mean, I know we should be recruiting anyway. But I mean, should we be looking for folks that are in that early O4 range to bring them in, I mean, what's the best way forward for that? I don't want to get too far ahead of the zone discussion. I mean, we're certainly looking at zones in the future and what they're gonna look like. And I don't have any hard and fast answers that right now. And we have to be somewhat mindful of bringing somebody in. As an O4, you can do that. And there have been examples where people have done very well starting late in the community, so it can be done. I don't anticipate trying to make up the difference or the denying through that alone. So yeah, we are looking at the health of zones moving forward, as we always do. But particularly with that bubble in mind, that wedge in mind. And we're very healthy at Ensign and JG. And we're very healthy at Lieutenant. So to some degree, it'll work its way out. And we also had the flexibility of some billets, you can man that billet with either one up or one down. And it depends on the job. So we're looking at sort of a wide scope of ways to get out. I'd rather not get into the zone discussion just yet, but that's certainly one option. I will want to piggyback though on one thing that you said about recruiting. Does that mean I have 30 minutes left or I've used up 30 minutes? Okay, I guess, yeah, if it's an hour, I guess. I was a history major, walked right into that one. But Chris brought up a good point about recruiting. And I'm trying to formulate these thoughts in my mind and there's a team PA in my brain coming to you here hopefully soon about recruiting. The message is gonna be we all can be recruiters. We all should be recruiters, both on the officer and the enlisted side and the civilian side, quite frankly. Now I know there's a hiring freeze in place right now. Hopefully that'll get lifted. But there's immense talent out there. I talked about it inside the lifelines, outside the lifelines. It's incredible and you've heard me say this before and if you haven't, there are 40,000 people in the United States right now who are working in the media workforce, 40,000. That's the lowest it's been since 1978 and the number keeps going down. About a month ago, you might have seen it, the Chicago Sun Times laid off their entire photography staff. Pink slips for all of them. And so the question when I read that article was, man, why aren't we standing in the parking lot of the Chicago Sun Times and handing out Navy brochures? Hey, come on aboard. Because we should be looking for that kind of talent out there. I'm going back up to Dinfos this week. I think my visit's focusing on the C school this time. But typically when I go up, I spend a lot of time with our A schoolers. And again, just the talent and the experience, it would absolutely just knock your socks off. But so the last time I went, I had breakfast with about a dozen or so of them, half of them had college degrees or were close to getting a college degree when they joined the Navy. And about the same number had prior civilian work experience as public relations officials or marketers and advertising and even some journalists. And that is not uncommon, at least from my anecdotal trips up to Dinfos. There's a amazing, first our MCs tend to be a little bit older than a lot of other recruits because they're coming to us with this great civilian experience. But I think it's just kind of happening to us. I mean, maybe it's a function of this economy and the fact that reporters and editors and producers are losing their jobs as this media conglomeration forces this competition at the top. Maybe it's just happening to us, but I don't want it to just happen to us. I want us to go out and find that talent, go look for it, cuz it's there. And if they have the opportunity, you never know how many will take us up on it. But imagine how useful it would be to have a former reporter there with you as you're writing PAG. Amberlynn Daniel over at the CMPs, is she here today? Former local reporter up in Oregon. And just so when Amberlynn's looking at PAG over there, she's looking at it from the lens of a journalist, which is just incredible for us to have the wealth of that experience. So I think we all should try to be recruiters. We all should be out there scouting for that talent. Go find your reliefs. Go find the future of the community. And boy, if they can come into us with all that experience, so much the better. And here's the other thing, when they get out, whenever it is they leave the Navy, they'll probably go back to that kind of work. But now they'll go back with an appreciation of the United States Navy and what the Navy is and does and can offer. I mean, so it's just this, it'll just be this great virtuous cycle of refreshing the talent inside the community. So I appreciate you bringing that up. I know that wasn't your point of your question, but it's been on my mind. And again, I gotta solidify these thoughts and I'll tee them up in an email to everybody. But I think we all should be out there scouting for that kind of talent. Great point. Anything else? Sir, we have another one. It's from Corey Kelly. He's assigned to the NSW Center Indian Head EOD Division. He asks, with the use of enterprise level social media management and mentoring tools, like sprinkler, sales force, hootsuit, etc. Is the Navy taking any steps to purchase tools like these and make them available to its individual activities and practitioners? Or is it up to individual commands to identify and purchase the services they need to support the organizations present at the local level? I don't know. I don't. Chris, do you have thoughts on this? We've tried to address issues like copyrighted music by bringing an enterprise license for music for the multimedia pieces that show up in social media. But in terms of some of the analytic tools that's gonna fall on the individual organizations, the enterprise licensing would be astronomical. Yeah, okay. All right, so right now it's gonna fall on the commands to do this. And do we think we need to look at a more centralized approach or is that not in the realm of feasibility? I'm asking cuz I have not thought about this before. To be honest with you, sir, I think it bears looking into, to see what we can come up with from some of these commercial organizations that might entertain it. But then there's information assurance issues that we have to take into consideration. There's a lot of tales to these initiatives that we've got to look into. Okay. But I'd love to investigate it further. Okay, thanks. That's all we can ask. Appreciate that. That's a good question. I hadn't even thought of that. Anything else? Lieutenant Commander- I'm burning it up here. Lieutenant Commander Sarah Higgins at Nav Info East says we have on numerous events here in New York City that feature two speakers, a military service member and a civilian business leader. Unfortunately, I've noticed a trend that the civilian speakers are usually more engaging than their military counterparts. As communication advisors to senior leadership, how important is it for PAOs to develop their commander's public speaking skills? And how can we do so more successfully? Thank you. Since I'm doing such a great job today, I don't know that that question is well placed in me. But it's a great point. And you've heard me talk about this before, the power of public speaking and of speech writing and speech giving and how important that is for all of us to embrace. And as we advise our bosses to help them embrace that as well, it's hard work. It's hard work to go into a room and face a crowd and to be prepared to know what you're going to say and how you're going to say it. And I don't know that we, and I've said this before, I don't know that any of the services, not just Navy, really embraced that function. We really teach it. I think the Marines do a pretty good job of that. I mean, I remember going through Marine Corps OCS and they made us all give a speech in front of the platoon. And I think they still do that. I think they still raise Marine officers to focus on public speaking. But I don't know that the rest of us really do. It's oftentimes not something that you have to do until you're in command at the O5 level and then as a flag officer. And it's not the kind of thing that a lot of people find enjoyable. But it is vital. It is important. And I think we as advisors and counselors to our bosses, and this is why I want PAOs to own the speech writing mission. It's up to us to try to get them out there and to help them, to help them do a good job. I used to, I thought I'd be able to get through an all-hands call about a Mike Mullen story, but here it goes. I got a bunch of them. I actually came up with, and I'm happy to share it with anybody who wants to see them, I came up with a report card, literally a card, a 5x8 card that I printed and copied with grades for every aspect of his public speaking. How much he used his feet, how much he used his hands, how many ohms he said, I used to count all that stuff. And then I'd give them A through F on each of those topics and then I'd give them an average grade after each one. And it didn't matter what the public event, whether it was an all-hands call on a ship or a major speech at a university or the press club or in front of the podium in the press room, we would, I'd be grading them in real time and then we'd always spend about 10 minutes after we're going over it. And he would try to argue for a curve, you know, and I wouldn't give it to him. But he valued that experience and that feedback and I appreciated the opportunity to give it to him. And it helped, I mean, I learned. I learned a lot about public speaking, not that you would know it today, but I did. And it is a part of what we do and what we should be doing for our bosses. There's a real reason why I put the eloquent president on my reading list. Now there's lots of books you can read about speech writing. But I think what I liked about that book is that you're reading about it through the eyes of Abraham Lincoln. You're not, it's not a textbook. It's not a how-to list. But he knew that he was weak as a public speaker when he got elected to Congress. And he knew that he wasn't going to advance any of the initiatives he wanted to advance, even as a congressman if he didn't work on the art of public speaking. And so he pushed himself very, very hard. And he got to the point where, of course, you know, you get to the second inaugural, which is sheer poetry. I mean, the Gettysburg Address is still obviously the speech, the quintessential American speech. But that second inaugural, go take a look at that today and read that. It's almost poetry, but he understood that. And you know, you've heard me talk about the Declaration of Independence. So I'm going to do it again. I'm reading this great book right now called American Scripture, which is about how the Declaration of Independence was written. I mean, how they actually chose the words and where they came from. And we have this image in our mind that Jefferson sat in this loft all by himself and scribbled it all out, you know. And there's some truth in that. But a lot of the words came from things that Jefferson and the founders had read before. Some of it came from the English Declaration of Rights from the 1600s. Some of those phrases and words. But they found a way to artfully put it together. And when they first published the first draft of the Declaration, and it was a mistake, they were marks on it. After every few phrases or sentences, there were these weird marks. Jefferson knew that this was being written for the ear, not the eye. And he knew that it was going to be read out loud to a population which was largely illiterate. And so he put those marks in there to remind the speakers to pause. Where to pause? Now it got taken out in subsequent publications. But the first one that was printed in Philadelphia had those marks on there. Because he knew that that's what it was for. It was real eloquence. And so they knew even back then the power of public speaking. And I think we all can learn from that. And we should be pushing our bosses to do that. Any more? So are you from this great glad slip about, right? Anything to do, the more we do? Sure, I mean practice makes perfect, particularly in public speaking. So the more you do it, the question is, am I worrying about the outreach, the fact that we've gone from 60 to 0 in outreach, whether that's going to affect our ability to be good public speakers? Yes, I am. Practice makes perfect. The more you do it, the better you get. That's obviously true. But what I really worry about with the decline in our outreach budget and opportunities is the connection with the American people. Now one way you facilitate that connection is through the act of public speaking and listening and Q&A. But I really do worry that if we're not careful, we're going to start to lose this very vital connection. And it is more important now than ever. I mean, it's the great irony. But as sequester hits and as the budget goes down and you need public understanding more than ever to try to explain what we're going through and how it impacts the ability of their Navy to do the things that they expect of it. And back to sexual assault, it doesn't take a rocket scientist to look at the press coverage of this issue and the rhetoric on the Hill to see that if we're not careful in the way we manage this, not just from a leadership perspective, of course that, but also from a communication perspective, that it will start to erode at the very foundation of trust and confidence that we have built with the American people, not just over the last 10, 12 years of war, but the last 20, 30, 40 years since the end of the Vietnam War. And the military is still prized as the most trusted public institution. But I don't know if you saw, there was a poll out a couple of weeks ago, we dropped almost eight points. Eight points, like that. And it's largely over this issue. So right at the time when I think we need to be sharing our stories more, making them more personal, getting out and about, we can. So I am worried about that from a larger institutional perspective, yeah. Gary Nichols from the Center for Information Dominance asks, can we talk about the growing importance of photography and also social media? A photo is worth a thousand words. Yeah, I'd say a photo is worth a million words now. The world of visual imagery is so much more important now than it ever was. The quality is better than what we're doing is really exciting stuff, and the quality, the ability to produce quality imagery, not just stills, but video as well. Thanks to technology, we can do it much better than we ever could before, and much faster than we ever could before. And sometimes I think all you need is an image to tell a story. You almost don't need words anymore, depending on the power of the image. So it's absolutely vital. And again, I saw that in spades when I was out there in San Diego and up in Packin' Northwest, the time and attention that our emcees are devoting to capturing good imagery and to getting it out there. And again, speed is everything. Because if a picture does say a thousand words, it'll say a lot more than that if you can get it out faster, and you can be first out there with it. I mean, let's talk about the freedom in her deployment. And we've been very open and transparent about the issues that this ship has been having, good and bad. And that's the right thing to do. Again, it's an experimental platform. But I believe that we're starting to turn a corner here with LCS because we got imagery now of freedom out there doing the things that she was sent out there to do. And that's a great thing for that conversation about LCS. It's easy to criticize the ship if it's tied up to the pier and it can't get underway because it's got issues. But now she is underway. She's doing good things and we're capturing that imagery. And that picture, that's all the proof you need. Nothing that I say or I write or interviews I give with trade press is gonna change the narrative the way quite like an image can change it. Let me go back to the sort of on a tangent, but not really. When I was in San Diego, I had a chance to meet with the ownership of the San Diego Union trip. I think I wrote about that. In fact, they gave me that line, content is king, which I completely agree with. But the owner, my name John Lynch, he also said something else that day. Some of you may have heard me tell this story, but he had just bought the paper six weeks ago, San Diego Union trip. And he said he pulled all the employees together on the first day, the first day after the acquisition. And he said, congratulations. Today is your last day as a newspaper. You are now a multimedia organization. And then he commenced to build them a state of the art television studio down on the first floor. It's amazing. And so Jen Steele, who was sitting there next to me, some of you know Jen in the meeting, she said, when I go out to cover a story now, I have a camera with me. And that camera doesn't just shoot stills, it shoots video too. And I'm expected to shoot both and to blog. And then when I come back, after I write my story for the print edition, I got to go into the TV studio and they interview me about it live. And I take questions from viewers live. This is the world they're living in. It's the world we're living in. And I think that that's one of the great things about the merger. And I mean, we're what, 10 years on now with the merger, is that right? 10 years about that? Seven? But I really think that Admiral McCrary was ahead of his time. And I know that there were fits and starts and there was some frustration over it at the time. I remember that much. But I'll tell you, the Navy was ahead of its time because we're creating now truly mass communication specialists. The sailors that can go out and get that content, the content that is king, and get it in ways that's compelling visually, not just through the power of good words. So I mean, I really think that we've got an edge. A few weeks ago, the assistant commandant, General Paxton, asked me to come see him. And we had a great meeting. I've known him since he was the J3 and the joint staff. And he lauded Navy public affairs, particularly the MC community. And he said, that's where I want the Marine Corps to go. I wanna create those kinds of PA professionals at the enlisted level that can get that content in multiple ways and quickly. Yes, ma'am? The rest of the Navy, what's important to sailors and what big Navy's doing? How do we get that out to deployed sailors or what other tools can we use to make sure that the folks out? That they're using it? Yes, sir. That's a great question. And that came up a lot during my trip. I gotta do a better job making sure that the community knows it's there and it's available to them. I talked to the folks at DMA about this. They are getting fleet submissions. They'd like to get more and so that's on me. And that's one of the reasons why I wrote that team PA when I came home. We should be encouraged. It is, I mean, the motto for all hands is for sailors, buy sailors. And I really want it to be that way. Now there's gonna be some content generated in all hands that must come from here, from DMA and from Chinfo, particularly when it's policy related and decision-making that's being done by the secretary and by the CNO. But in order to tell those very compelling stories, such as the senior chiefs, it's gotta come from the fleet. And so I've got, that's on me. I've gotta do a better job and I would ask you to help me do that but encourage those great MCs out there to submit their stuff to All Hands Magazine. And the editors there will work with them. If something needs to be tweaked or changed, we'll do that. I heard Master Chief will testify this webinar. We hear this everywhere we go from some MCs that they're being discouraged from writing that feature length and more personal stories. And there being some of them, not all, but some that they report being told, hey, you gotta do it in AP style, inverted pyramid, 30-word lead, boom, boom and all. Again, there's a place for that. But if we're shutting down the whole ability to be creative, then we're really missing out on great opportunities to share what it's like to be in the Navy. Is that right? I think I got about five more minutes. Anything else from here? Yes, ma'am. I don't wanna speak for DINFOs but it's a great point. And let me have that discussion with Colonel Martin. Who's the, yeah, go ahead. Sure. If I understand the point, really the question, it's making more of the DINFOs courses available to surveillance or surveillance being able to get into the DINFOs courses. We have expanded that ability over the last several years or so. And if you'll contact us and OIA, I'm Bruce Cole, and I'm in the global, B-R-U-C-E, C-O-L-E. If you'll contact me, we can talk about your particular circumstances or your particular circumstances or your particular circumstances, all the folks who are out in the audience. And we can see if we can make a match. Thank you. That's a better answer than mine. All right, one more. Anything? Sir, we have a question from Todd Hack. He wants to know, he's found that a lot of our work, video productions, photos and stories reach a limited audience on Navy.mil. How can we get more media products to reach a wider audience? Well, I'm gonna invite Chris to say a few words as well, but I would say, look, we have, there's, use social media as well. Use Twitter, use Facebook. I mean, and not just, Navy.mil is one way. It's not the only way. Chris, you wanna throw in there? Yeah, absolutely, sir. I've always said that the best imagery stands on its own. If we get great content from the fleet and we do every day, we're not putting it just on Navy.mil. I mean, we're putting it on our social media platforms. We're marketing it through some of our external tools like Vocus to get it to some of the niche markets in technology or in business or what have you. I think the challenge that we have is sometimes getting that metric or that analytic metric back to see where it played. We're pushing it down to the Divids Hub in Atlanta where they're doing individual marketing. We're pushing it obviously up to Daimuk to see how it might play in an all-hands piece. So, you know, to put it quite clearly, I mean, we're constantly marketing that content exterior to Navy.mil. Navy.mil is just one of the many places that we put it. Good answer, thanks. And that's a great segue to last point. Content really is king. I mean, you hear me talk about the three words, content, context, and counsel, but it has to start with content. It's out there and it's being produced every day. I mean, it just is so inspiring to see what our community is doing and the stories are telling about what they're doing. So, keep it coming, keep doing it. And again, we'll just continue to work with you to push it as far and as fast as we can. Listen, thanks very much. I know it's been a rough few weeks and it's gonna be a rough few more weeks as we get through this summer and end of the fall. I appreciate everything that you're doing, all of you, everywhere. And it is one team and everybody contributes to that team and I greatly appreciate the effort and the work that you're expending every single day. It matters. So, thank you very, very much. If you're going on leave this summer, please be safe. Give yourself plenty of time to travel. Have a good time, relax, enjoy the, whatever vacation time you're getting, but please be safe and come back to us at the end. Thanks very much. Please carry on, carry on.