Construction is the second leading industry for death by suicide, yet most leaders don't know how to recognize when someone's struggling or how to have those check-in conversations.

Jessica Hallahan grew up in a household full of addiction and poverty, became a drug and alcohol counselor, then burned herself out at age 24 before founding Journey to Yourself to help individuals and teams build resilience.

We explore how different generations approach mental health from boomers who view it as unnecessary (62% are skeptical according to SHRM) to Gen Z who reports the highest rates of mental health issues and takes the most time off.

Jessica shares why the angry person might need help just as much as the sad one, how older generations actually did care about mental health by going to the bar to "comment" about work, and why bringing your whole 70% is better than pretending you're at 100% when you're not.

Highlights

Highlights:

1. How to spot when someone's really struggling versus just having a bad day by watching for behavior that's different from their typical pattern.
2. Why accountability goes both ways where leaders need to check in but employees also need to communicate when they're struggling.
3. The difference between using ADHD or other diagnoses as awareness versus excuses and what to actually do with that information.
4. Creating open door policies that actually work by leaders modeling vulnerability about their own rough days instead of hiding behind closed office doors.
5. Why Gen Z needs the "yes and" lesson where you can acknowledge bad days and still understand other people have their own struggles too.

Subscribe to Blue Collar BS for honest discussions about leadership challenges you're actually facing. Mental health isn't just a younger generation obsession share this episode with someone who needs to understand why it matters for everyone on their team.

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Welcome back to the show, Brad Herda. How you doing today, my friend?

I am doing way better than you are apparently, based on our pre-show conversations.

Yes, it has been quite the day, quite the day, you know, just right before we press record. This stupid thing is going off. We're having fun in AI land. If it had a throat, I'd choke it. So.

Yeah. See AI is fun because you can't fire it. Well, all you can do is shut it off. can't yell at it. You can't argue with it. You can't, you can try typing an argument with it, but you're always going to lose. Um, so.

You know, I've got mine pro one of them programmed to Yeah, it pro it's programmed to say, wow, that sucks. So what are you going to do? You know, you just need to

Perfect.

People pay a lot of money for that. They pay a lot of money for that cotton.

Wow, okay, that's gonna be this kind of show today. All right. All right. And how's Brad today? Now that we know that my little struggles.

I am way better than you. We just gotta figure out how to cut the pool cover, the new solar cover for the pool so it doesn't get all kittywampus and all that stuff, because the weather is finally warm here, so.

You

yeah, it is that it is is hot and nasty.

So that way we can avoid turning. We can avoid turning on the heater, hopefully and save a little save a little dollars so.

Right? Nice, nice. So Brad, who do we got on the show today?

Today we are going down a journey that we have not ventured before so this is like gonna be the wild wild west We're gonna go into mental health. We have our guests today Jessica Hallahan after earning her masters in public health from Westchester University Jessica became a dynamic speaker stress management educator and founder of the journey to yourself Drawing on academic expertise and real works real-world experience, which is what we're gonna get here She recognized the universal truth

Ooh.

Everyone struggles with stress at some point as evidence pre-show. that realization filled your mission to help individuals and teams build, build that resilience and reclaim that balance and become more sustainable workplaces. And since we are a generational show, we've not touched this topic. Jessica, thank you for being here. We can't wait for some real world leadership opportunities for our audience.

you

Thanks, gentlemen, for having me. so excited. I'm already laughing my butt off. Let's do it.

Yeah, thoroughly enjoying the struggle bus today. Yeah, just enjoying the struggle bus. I love it. I love it. So Jessica, before I forget, which generation do you identify belong to?

says every therapist that shows up on the show.

We found out that I'm a millennial. We'll learn today.

Mm hmm. I don't know. Excellent. So Jessica, tell us, tell our audience how you started down the journey of the mental health path and, then why you're in that helping people with this.

Pop found out. Surprise!

you

Yeah, of course. So the nutshell story is I grew up with a household full of addiction, poverty, mental health, all the things. So I just said, I'm to be a drug and alcohol counselor. once school started there, I was working at a local rehab with men that were reduced their sentence from jail, coming into the rehab, did it for a couple of years and realized that both my clients and my coworkers were really struggling with stress and neither one of them could figure it out. And going to school for a therapy, they didn't teach you. They just said, Hey, by the way, don't burn out.

Mm-hmm.

Kate and this is what bipolar is and like, okay, you know.

You

By the way, don't ever cross that line between work and personal, because it's a very dangerous thing.

dog

very dangerous thing, just don't do it. and then so I went back to school, got my master's in public health, and I actually burnt my own self out at the age of 24, got sick, got high, was in the hospital, all the fun things I said, Okay, this is definitely something serious. Because if I'm 24, don't even know what I'm doing with my career, don't have kids. This is definitely something serious we have to be talking about.

Mm hmm. Okay.

Okay, so that was like last year.

Yeah!

I have been in business for five years, Brad.

Yeah.

You just have to remember Brad is the boomer and he's really going to discourage open mental health discussions. So.

Let's do it. I love a challenge. Let's go.

You're not wrong.

Yeah.

On which part?

Yeah, right, right, there's a things done there.

So as we're a generational show here, What, from your experiences thus far and the clients you've worked with and things, what are some signs across the generations that might be different or unique to, whether it's Gen Z, Millennial, Gen X, or Boomers, that leaders should be looking for? Because we're getting younger leaders in the workplace.

Okay.

That doesn't mean the workforce is getting younger, but the leaders are. So how can how can leaders recognize that there's a something's not right?

Yeah, so I want to point out a harsh statistic first that construction is the second leading dying by suicide So I do want to bring that up for a couple reasons because I think there's a highlight of you know jokes cyber just 2.5 seconds of you know as a man They're usually running the household right there usually the you know taking care of the kids in the sense of like financially, right? They're the ones working overtime. They're the ones that don't know what their schedule are they don't

You

Yeah.

not even just their schedule when they're like, okay, I'll be home at five. And then the truck didn't come in till late. So then this happened or the whatever, right? So there's that uncertainty. And then you have to go communicate that to your family who now you missed the baseball game and all these things, right? So I bring up all these things in the sense of we overlook what it really does look like. It's not always just the person that's sad and you know, things like that. It's also the really angry person. It's a really quiet person. It's the happy person, right? And so

It is just making that time and I know among everything else we're doing to have those check-ins and it doesn't have to be like, Brad, how did it make you feel when Steve made that? It's not that, it doesn't have to be, you know.

Like shit, because he's a prick.

And.

It'll have to be like that right because that's gonna be a response. Let's be real, right? Like that's gonna be a response You're like cool. Now. Can I go back to work? I have shit to do right so it's like that's not gonna if I noticed that usually You know, so see, know, we'll make the the comment we did earlier like Steve's getting a little frustrated with AI blah blah, right? This is normal stuff. We want to throw our computers We make the jokes about choking and all the things but if Steve really got

Mm-hmm.

like a serious pissed off and he really started cursing and you saw him really break the fire alarm thing, right? That might be different and you might, we might make jokes, but to you're like, like he doesn't usually act that way. When I see them act differently to a different extreme, whether it's whatever generation, it's a different conversation. Like you'll see you act a little, you act a little different on that time. You good? You're like, God, this is really pissed me off, man. Cool. Like, was there something I could have done? Or are you just good? Just a lot going on.

Do you wanna talk about it? No, no, no, I just need to shake it off and get back to work. All right, cool, no, you can talk to me. Right, so it doesn't, think sometimes we think we have to make it really deep and like, no, just meet them where they're at. You know, be aware that that's not usually where he's at. If that's how he needs to be talked to, then that's fine. But just having those check-ins are really important.

Mm-hmm.

Okay, so we're gonna, all right, let's go down this path. play some scenarios here. So Steve is the young millennial machine shop worker. I get to be the boomer owner, right? So Steve comes in, comes in in the morning, kind of moping around and whining about, it's snowing out, it's cold, my kids didn't do this, blah, blah, blah.

Great, okay.

Perfect.

all this other stuff and I'm going to be like, I don't really care. Get the fucking work. Right. He may have some shit going on that I have no, right. I am just the go to work, go do the thing. Cause that's a traditional elder response and a leader response typically versus, um, and it might be that that same attitude may have come in for like maybe a week and a week in a row. How, how, how do you help or support?

Mm-hmm.

huh.

old farts like myself that are not that are not EQ savvy right because that bigger thing is being aware and being having that EQ sign of it to to work on that transition to make change because if the older leaders don't make change they're going to have no young people to lead.

Mm-hmm.

Love that. You need to put that somewhere, because that's amazing.

It's recorded.

It's recorded for perpetuity.

There you go.

biggest thing is like, so again, going back to if that guy comes in and my husband, I reuse the word commenting, we don't use he he's not a bitchy and he's not bitching. He's commenting. He's commenting, right? He's also a foreman. So you know, but don't say I'm bitching all the time. I'm commenting.

Well, he's searching.

I know. So I get to see how it's been going. Bill, I noticed you've been commenting different today. Is everything okay? That's going to go really well.

That is not how it fucking goes down. Not at all.

Not at all so you see the younger guy right and he comes in like to your point to your view right cuz your perspective Do you see him in a moping behavior? If he asked his typical behavior at seven o'clock in the morning He's usually like my god or another day blah blah, but he's kicking ass He's doing his job and doing all the things and by the end of day. He's he's not moping anymore He's talking that he's talking to Steve. He's talking to you and like

It's different, like, okay, maybe it's just not a morning person, right? So it's that. But I think the other point was, if he's doing it for a week, if every morning for that week and you're like, well, how do I actually become aware of that? I think the thing is it's creating those habits of check-in. So when am I checking in on my team? Again, I'm not saying like an hour check-in every week. Maybe it's every Monday. It's the five minute huddle. I know some teams are doing like the stretching now before they sign on to like this job site. Maybe it could also be like,

Brad, you good? Everything's good? Weekend was good? You need anything? Steve, you good? Like it doesn't, I think sometimes we think it has to be deeper, but we just create a routine of checking in. And if Steve goes, yo, this weekend was rough. And you're like, cool, are you able to work tonight? Can we talk about it at lunch? Can we? And you give him another option, cause you're like, well, I have job site. have to run on, I have to get things done. I get that. like, maybe it's, okay, you go call HR. If it's that serious, or can we wait till lunch? Are you okay if we wait till lunch to talk?

So you kind of give different options too, but I think the biggest thing is creating that routine of just a quick check-in.

Hmm.

it's not that I disagree. It's more on the the approach because it's the I can definitely see the generational tendencies coming out in the approach. So as a jet as a yeah as a jet X, not going to be as soft with the Millennials and Gen Z's in the approach of what's how to address it.

But do we you can disagree or you can tell me you don't agree. That's fine. You do it.

Okay, tell me

And versus, you know, I can clearly see how millennials and even Gen Z's come across and they're going to be more empathetic with the approach. Boomers and Gen Xers. Do save the drama for your mama. I don't care. Like, get your pull your boots up and let's go. Well, it's actually pull your pants up and let's go. That's what we say.

I think to your point, Doug, I think to your point, tell me if this is what I'm hearing. You always correct me if I'm wrong, so it's fine. What I think I'm hearing is that you're like, if I'm just gonna go, yo, Brad, you good? And he gets upset. How am I reacting? And my biggest thing is what I get defensive about is on me. I'm becoming defensive, it's on me. So there has to be also accountability on both ends. If all I said was, yo, Brad, you're good, and then.

Thank

you Brad got upset because he wanted me to be a little softer. That's fine. That's valid. That's not a big deal, right? It's the fact that like I you have to have accountability on your end for how you're feeling there too. Like this can't just be all on me because I asked you a question. And so I think to your point, it's not just like people are going to get upset. People are going to get upset. And then we have to also be okay with that. And I think that's the issue too, that we all just can't be always happy and rainbows and butterflies and that's okay. I can, I can be upset.

Mm-hmm.

that needs to go on.

We can't always get up to that. can't be rainbows and butterflies. That needs to be heard.

That's good!

I'll be happy all the time.

But not all the time, right? Like to your point, there is stuff you wanna, things add up. Sometimes it just gets really annoying, right? Like you said, it was the fire alarm, it's the AI, it's the kid, it's from the last, things add up. It gets annoying, right? And then there's a point where, like you could talk to me at lunchtime about it, but if you're, the other part is if you are going through something serious, also know you can come to me.

Mm-hmm.

So there's just an if that is something serious to you, let's talk about it. And that's fine, too. We have to have that communication, but you also have to take accountability of what you're going through, too. Right. And what's becoming defensive and how you're feeling. It just can't just be on me that you're feeling heavy. I can support you and I'm going to support you because I'm a team and I'm a leader. But you also have to do what you can do. I think the best way to do this, this is what I I was taught when I was going to school. I said, because you work with people.

Mm-hmm.

Mm-hmm.

You're not always got a hundred percent day. You're not. I can't. Listen, I'm a happy person. I'm excited. You can see me. I'm loud. I got it. Some days I'm a 90 percent. Some days it believe it or not. My husband doesn't believe it. There's a there's a notch that I go down a little bit. Right. Sometimes I'm a little quieter. Sometimes sometimes I am. Right. So it's just showing up for what you are. If I am only 70 percent today because I'm like, whatever, didn't sleep well or whatever, then I'm bringing my whole 70 percent. That's the difference. Right. I'm not expecting you.

Mm-hmm.

Mm-hmm. Yep.

Mm-hmm.

Well, so OK, so that's so let's talk about that for a minute, right? So you're bringing the 70 % to today's workforce in general, right? When that 70 % is there. How do organizations get the message across that even though it's 70 % you still need to show up versus give up and stay home and stay in bed and do those things? How?

You bet.

Yes.

What are some of the techniques and things that you may use to support organizations in that realm? Because there's a lot of. Even with my own kids sometimes. Yeah, it's lots going on. I'm just going to take a day off and sometimes it's very warranted. You just need the break. But but many times it's the like you said, I just didn't sleep well today. Work has been great. Things have been fantastic. I just didn't sleep well. You know I'm going to check out today.

Yes. Yes.

Mm-hmm.

And there's a difference, right? So when I say the 70 % and what I'm saying is like, I'm gonna show up that full 70%. So what you're saying is like, how do I create a work environment that if you're showing up full 70%, I'm still giving you the platform because we all have our days, right? We all make mistakes. I've been on stage before and I stumbled over words like doing best guys, doing my best, right? Let me pick myself back up. I think what happens and the best way I try to explain it, it's like kind of going to gym. I don't wanna go, I don't wanna go, but I love ice cream so I gotta go, right? So it's one of those. One reason why I go.

Yeah.

but I don't like when I go, like maybe it's, it's just getting there is half the battle. Once I'm there, like, okay, maybe I'm still not, it might be my not be my best workout, but I still showed up and I did something. I did the best I could that day with the lack of sleep that I got or whatever the case may be, or maybe the stress that I'm going through or the annoyance I'm going through, but I still did the best I could. So in that environment to bring that at work, my job is as an employee.

Mm-hmm.

Hey Brad, my God, the kids could not sleep last night. Baby was up all night long. I'm here. My main project I want to work on is A, B, and C. If there's something else you need me to work on, let me know. But this is kind of where my head's going to be at. I'm going do my best today. It's communication, right? It's that open door. As a leader, you're doing the same thing. my God, listen, clients were arguing all last night. We were on the phone with this project and that project. We couldn't get off the phone. Long day. Guys, if you need me, I'm going to be in the office. I have to catch up on a couple of things.

reach out to me, I'm going to be fine. Right? So it's having that. That's what an open door policy is, right? I'm leading by that example. Does that answer you? Do I ramble too much?

I

No, you're good. You answered it. So I kind of want to look and explore things kind of like generation by generation and kind of break that down a little bit if you're open to it. So.

Talk good.

I'm open to it, you might have to give me some dates, cause I did.

No, it's all good. So boomers like Brad or maybe a little older than Brad. I know he's not a boomer, but it's more fun to do. I know he's not. I hate Brad.

So, so hey Steve, I'll trade you if the BS is for Boomer Brad.

Yeah.

Do we get to use the S for Steve?

I don't even know where you're going with the S so. Well, we can discuss that later. So. Back on point here, so from a generation standpoint so. I just a quick breakdown here for baby boomers.

You do know exactly where I'm going with this!

Okay.

A 2023 SHRM report found that 62 % of older workers, they view mental health as unnecessary or skeptical. right. For Gen X, so boomers are very skeptical. They don't really think about it. Gen X, they value their independence in a pragmatic solution, but a very private, discrete report or a discrete support for that.

Okay.

Okay. And then Millennials, they're more vocal about it, about that mental health. So, you know, they're outright seeking therapy. They're there prioritizing employment with wellness programs. And then with our Gen Zs, they're the most open to mental health support. And they've also have the highest reporting rate of mental health issues.

Right.

taking a majority of time off for mental health. So at those just high levels there, with those high levels, how can the trades support those younger generations knowing that each generation has some basic stigma about mental health and that those that have been in charge don't view it as a priority, those that are coming up do?

Well, and top that off from the leadership side of it, if I'm going to a job site, I've got five guys that need to be on a crew from a safety perspective. Aaron decides to call in sick today because I'm going to take a mental health day. Now I got four guys and I'm going to be working on safely.

Hmm.

Yeah. Yeah. So I think there's a couple of things here, right? So one to the older generation, right? That you're saying that like they don't prioritize it or to your point or to show them to your team. You're noticing that a group of your your team does not prioritize mental health. I think it's going back to educating them, having that one to one leadership, showing them why is it important, right? And I think and.

Mm-hmm.

Mm-hmm.

I'm gonna ramble for a second, so stick with me. I think a lot of times because of social media and things like that, maybe our older generation are going, well, it's just everywhere and everyone cares about it too much. And now it's it's explosive, right? So now it's all in their face and they're like, it's not that important. And maybe too, what was that?

Yeah, you're good.

It's like work from home. It's like work from home, right? was when work for home. I was like there's no way you can't have this happen and now it's like how do you make that work?

Yeah. So it's just like, it's how do I get them to understand that it's being talked about so much because there is importance, right? And so understanding why there's importance. And so I think for the older generation, when I come at the older generation, in the sense of speaking to them and educating them, it's very much, this is important because yeah, you guys, older generation, most of the time you got done your shift and where did you go? You went to the bar, right? So, and what did you do the whole time at the bar? You commented.

Mm-hmm. Yep.

the whole entire time about work, right? We commented a lot about work. And listen, I was bartending for 15 years. I saw it, I heard it, and I hear it now. Okay.

Come in. What's your call? Can we call you?

Commenting. Commenting.

Okay, aka commenting. Commenting is the new is the new word for bitching.

Okay, so.

Sure is, sure is. You're welcome. I got plenty. I got plenty. I'll be here all day. So I think it's teaching them like, hey, you did care about mental health. You guys just did it a different way, right? So now the younger generation is no longer going to the bars and sitting and taking the shots back and all the things the way we used to.

I learned something new today.

I'm not over it. I'm not over it.

Yeah.

to handle our mental health, right? Or an even older, right? You know, wake up on a Saturday morning, you grab the Miller light and you also have your cup of coffee and we're gonna sit outside of the porch, right? This is what they did, right? And so, but what were you doing? Well, I got an escape from work. You know, it was a long day, right? So we did it. We had mental health. And so it's teaching them at third level going, no, you did it. We are just saying, how do we remove some of the drinking? How do we remove some of the smoking? How do we remove, how do we get rid of that and educate you like,

Mm-hmm.

Hmm.

There's a balance. I'm not going to take your beer away, but I'm going to take your six pack a night away. Right. So that's all I am just going to, you can have beer every night, but I don't want you having a six pack every night. Right. So it's just kind of having that conversation.

Yeah.

Mm-hmm.

It is Wisconsin, so I don't know. Not going to go over well.

haha

Right?

So sorry guys, Philly here.

So let's talk a little bit about the 14 and younger crowd, is which is Jen Alpha, because they're going to be coming into the workforce and they are the most connected generation on the planet from what people see here, etc. Right. They are also getting all of those things that started I've rolled down through the generations are now starting to impact their behaviors.

Yeah.

Yes.

Mm hmm. Yep.

and they're two years away from really entering the workforce in those initial starter jobs and things. Are you seeing anything, anything different or in particular around the mental health space where there might be a behavioral shift or an awareness that's needed?

So I don't work with the younger crowd that young as much as the older crowds, but I can tell you based on what they're saying about their kids and based on just my own research, but not from my own personal experience. So just wanna make sure that part's very clear. Based on my own personal experience, I think what a lot of us are kind of doing is we're teaching about mental health in a very big way, which is great. Like talk about your feelings and things like that. I think the other, it's a yes and and, right? So yes.

Teach about mental health. Teach about how you're feeling. Acknowledgement. All the things. Awareness is great. The and part is understanding that someone else is going through that too. Right. So again, going back to that accountability piece is because I'm having a sad day does not mean everybody around me has to.

Mm-hmm.

Be the same.

Thank you. Yes. So it's just I'm happy. Hey, guys, I'm having a sad day. Is there anything I can do for you? No. Awesome. I have to keep going with my day, too. Right. So I'll acknowledge and be aware that you're going through a rough patch. Right. For whatever reason, some days we just wake up in a bad mood. I get it. Right. I'm not coming. You know, I'm not coming at you for any kind of reason. But it's a yes. And so, yes, I'm having a bad day. And other people are going through similar things, too. And I have the train has to keep moving is my mindset.

huh.

Mm-hmm.

Okay.

And if you're watching Georgia and Jeannie on the Apple TV, you can get a ton of mental health shit in there. Accurate or not, it's not, it is ridiculous. What's that show like? Wow. It is.

Yeah.

and

There's a lot of information. It's the yes and it's just what am I doing with this? Do I need all of this? And even something so simple as like ADHD, I was getting diagnosed by things like that. Why do you need to know? What are you doing with that information? So now, okay, so say they just diagnosed you. Cool, what am I doing with this? Am I learning new time management habits now because I know how my brain works? Am I learning how to do different scheduling or communicate differently because of it? So I think it's again, it's that yes and peace with it.

Right. Use it as an use it as awareness, not as an excuse. And that's some of the things we teach, right? When we get into this behavioral styles and things like that, just because you're a high D doesn't mean you have to be a Dick all the time, Steve.

Thank you.

Hey, sometimes you got to lean in and own it.

I mean, hey, sometimes, sometimes things just need to be said and you're just going to have to get over it Cupcake. How about, no, nope, nope, we're past that part.

Just saying.

Right? Hey, how about how about you bite your tongue right now, Steve? Let's go there.

Nope, that segment, bring it home. Bite your tongue. There you go.

All right, let's bring that segment in bite your tongue. So Jessica, in your experience of your vast life, have there been any instances where you've had to, you wish you would have bit your tongue and not made a comment or said what you said? Because we can't put toothpaste back in the tube. So this is kind of the segment where we always ask our, our guest.

Has there ever been an instance when you said something that you wish you could have taken back?

And what'd learn from it?

And what did you learn from it? No, no.

Hmm. I don't have to say the incident, right? I could just tell you yes and tell you what I'm like, okay, okay

No, don't worry, your husband doesn't listen to the show, it's fine.

That's what I'm like, ooh, see how this is happening? No.

you

you

Mom probably doesn't listen to the show either.

You sure don't? No, I think the thing is, and I think it's your point, like, we all did it. We've all said something numb. We've all done stupid things. We've all hurt people like all the things right. I think the biggest thing is I'm gonna be so cheesy right now with it is very much like forgive yourself and move on. Right? Because me beating myself up that I messed up isn't going to get me anywhere. Right? Acknowledge it. Brad. Listen, I fucked up. I'm sorry, like

Yeah.

Mm-hmm. Mm-hmm.

I shouldn't have said that I acknowledge it. I'm not gonna say this, know, next time that was the wrong thing to say. I'm gonna acknowledge it, but I have to move on. The longer that stays with me is not gonna benefit me, myself or the relationship that I have with that person.

Mm-hmm.

Okay. I like it. I like it. So how are people going to hang on? What was that Mr. Doyle?

Okay.

You chickened out on that answer. You chickened out. You chickened out.

Said you chickened out. Come on. She did. She did it. Yeah. Yeah, it's all right.

She did. She did. It's okay. It's okay.

Chicken out why because they won't tell you an incident

That's yeah, that'd be it. That's a very millennial thing to do. It's fine. She recognizes it and accepts it. Her 70 % is good enough today, Steve.

also don't know if I can think, the only, it's not appropriate. I guess it's like why it's in my brain.

It's all good. how do some organizations want to get a hold of you? Bring your energy and fun and make awareness better. How do people find you get a hold of you? Where do they see you, et cetera?

off recording.

Yeah, of course. I feel like a most active on LinkedIn. So Jessica Hallahan, MPH on LinkedIn. And if you just want more information in general, journeytoyourself.net.

Okay. Awesome. so grateful that you were bringing our conversation today. I know we went into a lot of different directions and we had fun with it, but it is a serious topic and we need to be aware and, leaders need to be aware across all generations and it's different and, empathy and compassion, not always things that are easy for people, but we need to be aware. So thank you so much for bringing your energy today. We greatly appreciate it and have an awesome weekend. Thanks.

You too.