STOP Promoting The Wrong People

In this episode we talk with Evan Hall, VP of Vendor Sales at Bottomline, to challenge a common leadership myth: that your top performer will automatically make your best manager. Evan shares his unique journey from high school guidance counselor to leading a high-performing sales team, revealing why empathy, active listening, and understanding individual motivation are the real drivers of leadership success.

The conversation dives into modern sales leadership, exploring how to build a culture where employees feel seen, supported, and challenged. Evan breaks down how kindness and accountability work together, why listening is the most underrated leadership skill, and how to prevent burnout while driving measurable results. He also shares actionable tips for coaching future leaders and creating a culture that scales without losing its human touch.

Join us weekly as we dig into the real stories behind work culture transformation.

Not theory. Not fluff. Just honest conversations with leaders and innovators who've been in the trenches.

Transcript

Welcome And Evan’s Unlikely Path

Speaker 0:00

Being kind and understanding that they're people, but also being able to manage holding folks accountable, um, that was not an easy thing for me at first. You know, you you want to be able to say, okay, like I'm I'm likable, they they want to work for me. You had mentioned it, people leave because of leadership, and you know, I didn't want any of that to happen. Um, but if you're not holding folks accountable, if you're not setting the expectations, their performance isn't going to be there and they're they're gonna walk out the door anyway.

Breaking Into Fintech And Sales

Speaker 1 0:25

At Elements of Culture, we sit down with experts in leadership and team building to explore the DNA that drives a thriving organization. Hello, everyone, and welcome to Elements of Culture. My name is Taryn, and I'm joined with my co-host Julie. And today we're so excited to have Evan Hall with us from Bottom Line. He's the VP of Vendor Sales there at Bottom Line, and you're based out of our company's based out of Fort Smith, New Hampshire. Excited to have this conversation. Of course, on Elements of Culture, we talk a lot about sales and leadership and all those good topics. And I know, Evan, you've got some uh certainly some thoughts and things you want to weigh in around the leadership uh discussion. But before we get to those topics, do you mind to share with us like what's your journey been? Where what has really kind of brought you to where you're at today?

Speaker 1:12

Sure. Thanks, Taryn. Uh, excited to be here today. I've been with Bottom Line for just over nine years. It's kind of crazy to think that it's it's been nine years already. Um I I started out as a high school guidance counselor. So I was not in corporate America or working in business and decided to make a change. Uh, was extremely fortunate that I had a couple of really great friends from college that worked at bottom line at the time uh and you know helped me break into the company and the corporate world, started on member services and and really worked my way up. Never in a million years thought I'd be in sales or that I'd I'd be any good at it. Uh, and here I am nine years later leading our strategic accounts team.

Speaker 2 1:49

Nobody stands to be in sales. Isn't that interesting? Like no one every time.

Speaker 1 1:54

They're like, I don't know how I got here. It just kind of happened.

Speaker 1:58

Yeah, that's right. It's my favorite interview question, actually. I'll always ask, how did you get into sales and why is it something you want to continue to pursue? I always find that it's pretty rare that someone is like, well, you know, I decided in middle school that I was gonna be a salesperson and uh, you know, here I am following that dream.

Speaker 2 2:15

No, I I I actually haven't heard anybody. There might have been one person we interviewed that said they planned on going into sales. But other than that, I don't know that anybody did.

Speaker 1 2:24

No, it's just the one guy because he's like, you know, my mom and dad were in sales, and so inevitably I ended up in sales at, you know, 16 years old.

Speaker 2 2:33

Yeah. So Evan, you were a guidance counselor. What was the shift? What was the shift that you just decided you wanted to needed a different path?

Speaker 2:41

Um, I think it'll end up tying into some of the things we'll talk about leadership. But one of my favorite things to do as a guidance counselor, I was in the high school age range, was career planning and what what does life look like after high school. But uh what I didn't really fully understand is that such a small portion of the school year, and you are really only helping a very small portion of the kids that are are under your tutelage. Um and so I decided that I needed to make a shift where I could spend more time, you know, helping people pursue those things and understand, you know, what are their goals and what makes them tick. And um, you know, that's where I ended up making the shift over to bottom line. Um, not having had any corporate experience, I really didn't know where to start or what to do. Um and honestly, I member services was a great place to get a foundation because you're you're interacting with your customers every single day. Um, it's not always the most pleasant conversation. You're, you know, they're frustrated or they're trying to solve a challenge or a problem. And so without realizing it, I was already working on my sales chops when I was with the member services team. Uh but it was a great place to be. Um, and then again, through those same friends that introduced me to bottom line, they just sort of helped spread the word to a few other leaders within the business and was able to make the move over to the vendor sales team and and sort of make my way from there.

What Bottomline’s Paymode Does

Speaker 1 3:56

So, Evan, um, bottom line is a financial tech uh kind of B2B payment system. Correct, tell us a little bit about what bottom line offers, just to give a little more context.

Speaker 4:07

Yeah, uh great question. Bottom line uh is a fintech company. They have several different products or lines of business. Um, I support Pay Mode, which is actually the US's largest B2B payments network. Um, and so we really help businesses pay and get paid, um, you know, really focused on fraud prevention, making sure that those payments can get to where they're supposed to get to safely, uh, but then ease of use and making sure that we're really keying in on um what are AP and AR uh departments' biggest challenges, pains, and needs. It's around automating their process, making lives easier, reducing risk, reducing costs, uh driving revenue, those kinds of things.

Speaker 1 4:43

Gotcha. So that yeah, that helps kind of paint a better picture just to understand. So it's really about the so I imagine there's a lot of tech um involved in payment. There's there's certainly, you know, some privacy and and different things that needs to be part of that. In your nine years, I know you said you didn't have other corporate experience coming into this role with bottom line, but how have things changed over nine years and watching, you know, your systems, uh, the way you communicate with your clients, your team, what has changed?

Pandemic Shifts And Digital Payments

Speaker 5:14

A lot. A lot has changed. Um, you know, the pandemic put, I think, a huge wrench into payments. There were there were a tremendous amount of paper payments that were still happening at that time. Um, and obviously everything came to a halt, just like it impacted just about everything else uh in the world. Um, it certainly impacted our business as well. Um but the thing that I think I'm most proud of is the size of our network. You know, when I started here, we were about 150,000 members. We're now over 600,000 members. Um, so it's grown quite a bit in that time frame. Um, you know, we've been through an acquisition, we've seen our revenue explode. Um, our team size when I started on vendor sales was about 20 people total, including leadership. We're now over 120 people. Um, and so we're a really big sales force. Um, and those are are some of the big changes that we've seen from our side. But but honestly, it's that it's become a much more common and frequent thing to hear from people that they want digital payments. You know, uh back then you still had people that wanted to go down to the bank and get in line and grab the lollipop and meet their teller that they see every week and deposit those checks, and it was just part of their routine. Uh, and nowadays it's you know, people are are so adverse to check payments. They want to see those payments come in more safely and securely. They want to get their money in the door faster. You know, with the uncertainty that can happen, um, those digital payments really provide uh access to cash and capital and being able to do things that you're looking to accomplish as a business when you get paid electronically.

Speaker 2 6:46

Who has checks? Who still writes checks?

Speaker 6:49

I you know, it's an excellent question. No, me either. I'm not even sure that if I have a seven-year-old, I'm not sure by the time he's old enough to really understand finances that he'll even know what a check is or that they exist. So um the hope is that we eventually get to a place where there's no more paper.

Team Growth And Network Scale

Speaker 2 7:07

So, Evan, you're the VP of Vendor Sales. Talk to me about your team and how you're leading your team. And one of the big things that we talked about was leadership and the importance of it. And so, one of the things we always see is um people don't, you know, they don't leave companies, they leave people who manage them and who lead them. And so talk to me a little bit about your journey and your understanding of leadership and how that has changed over nine years. And you've been under leaders, I'm wondering good, bad ones through your course of life. I'm sure we all have, but talk to me a little bit about how leadership has changed and what it looks like now for you managing your team.

Leadership Philosophy Emerges

Speaker 7:43

Yeah, great question. Um, I'm extremely passionate about leadership. I really think that it's a privilege, and I'm I'm extremely grateful that I have an opportunity to lead a team of people. Um, I'm responsible for 10 individuals today. So I've got a very small subset of the entire vendor sales org. Um, and I'm also fortunate that we kind of grew up together. Uh, we've got some serious tenure on the team. I think we're probably averaging somewhere around about six years or so at bottom line. Um, so it's been a lot of fun to just see how all of us have grown up as the company has grown. Um, but my biggest thing is that it's not a one-size-fits-all approach. Uh, you really have to understand each individual, what makes them tick, what they're motivated by. And that's really where I get my greatest passion. Um, seeing the smiles on faces as they push themselves outside of their comfort zone, trying something new, um, and of course, closing that deal. Uh, sales is about numbers. We all know that, that's obvious. But behind every metric, there's a person uh and getting to know what makes that person tick and how they operate and what's important to them, both personally and professionally, is something that is a big passion of mine. And that's just sort of refined and gotten better over time. Being a high school guidance counselor doesn't help uh hurt, right? Having had that experience and understanding what are the types of questions that you ask, how do you build those relationships has really helped and benefited me. I'd say the biggest thing that I've I've become um better at or more confident in is being kind and understanding that they're people, but also being able to manage holding folks accountable. Um, that was not an easy thing for me at first. You know, you you want to be able to say, okay, like I'm I'm likable, they they want to work for me. You had mentioned it. People leave because of leadership, and you know, I didn't want any of that to happen. Um, but if you're not holding folks accountable, if you're not setting the expectations, their performance isn't going to be there and they're they're gonna walk out the door anyway because Evan didn't hold me accountable. He didn't help me get any better. He wasn't willing um, you know, to provide the coaching when it was needed. And so that's something that's that's really evolved for me as a skill and an approach over the the years.

Kindness Plus Accountability

Speaker 1 9:51

Yeah, that's so good. I mean, kindness goes a long way, right? Um, and I think you you said something that you're you're coaching them on a personal level, but also in their professional um journey with you. And I think, yeah, we Julie and I had uh the privilege of having a conversation with um a leader just recently, Evan, and he was talking about really meeting their needs within an organization, meeting the employees' needs outside of their professional development. So understanding, I think, number one is what are their what what are their motivations, uh, their personal motivations, but also their personal needs. Um, what does that look like for for you and scaling your team and whether it's your subset team or the culture of bottom line, what are some things that you guys do that really, you know, kind of helps boost the individual to perform um well because you're meeting their personal needs as well as their professional needs. What's the culture like?

Culture, Surveys, And Team Support

Speaker 10:50

Sure. Um it's something I'm extremely proud of. And the the one thing that we, or I should I, uh we we all put an emphasis on, it's not just one individual, um, is that people can add to your culture. Just because you have an established one doesn't mean it's perfect. It doesn't mean that it's the ideal place to be and that there are plenty of things for us to learn and grow and improve upon as we go. So one thing that bottom line does that I think is great is we do quarterly uh surveys, right? So we're constantly reaching out to the employee base to say, how are we doing? How are we doing as a business? Uh, not just in terms of, you know, are we serving our customers and accomplishing our mission and working towards all of those uh business goals that we have, but how are we doing for you as individuals? Is this a place that you want to be and you want to work? So I think that's a really important step for any organization to take. It's just what's the voice of the employee? How is everybody feeling? Um, for me and my team specifically, um, and even the broader vendor sales team, uh, we're all pretty like-minded in that we're we want to understand how people operate, what makes them tick, you know, how do we get the most out of them by showing up for them on a daily basis. Uh, and so from a culture perspective, we want to have fun. You know, it's gotta be fun. Sales is not an easy job. It can be extremely stressful. There's always anxiety. It's the end of something at any given point. The day, the week, the month, the quarter. There's always some sort of deadline that people are like, I gotta get on pace. I'm trying to get to this specific number by this time. I'm going on PTO. You know, you're you don't really ever stop. Um, the best ones don't, right? They're they're always looking for that next deal. Um, and so I really try to find a way to alleviate some of that stress as best as we can, um, whether it's a really well-timed gift in a team's chat, you know, or pulling someone aside and just checking in and saying, hey, how are things going? Are you feeling okay? Um, and so our our culture is is really set on uh making sure that we're we're all working towards our common business goals. But for me and our team, our little tight-knit unit, um, we're a team. Sales is a selling uh team sport. Um and so we're all gonna work together and make sure that we're lifting each other up and and putting um you know one another arm in arm um to get to where we need to go. And it's not about, hey, look at this deal I just closed, I'm better than or I'm at the top of the leaderboard. We all we all are competitive to an extent, and that's something that we want to do. Um, but we're only as good as each other and and we only accomplish our goals and and hit what we need to hit um by doing it together. So that's really the big focus.

Speaker 2 13:29

So, Evan, I would love to hear uh your thoughts on when you're developing um leaders even under you, and you're developing and you used to be a guidance counselor, so this might kind of kind of go full circle here. But what what is the attribute that you feel like you need to coach up the most? That in order for someone who's wanting to um become a leader, um what do you think the attribute is? Like when you think about nine years ago, you know, what attribute was I know you said in the building up of even your own, but when you're talking to people now and you're having those one-on-ones, what does that look like? What is this? Is there one that sticks out? I know everyone's individual, but is there one that you were like, man, everyone needs to be coached up in this? They need a little bit more of this. And what does that look like in in high school setting? Like, what is it that we're naive about everything probably, but uh that you think is a good skill set to have um in at that age range?

Wellness, Celebration, And PTO

Speaker 14:24

Uh it's listening. You have to be engaged, you have to be paying attention, you know, and it's it's so much easier said than done. I think we all know that. And it's a skill that you need as an individual sales rep as well, right? Like you have to be in tune with what your your prospect or your client is is saying to you, the questions that they're asking, the way that they're asking those questions. Um, it's really easy to be distracted by the nine million things that you have going on. You know, you might be thinking about the next one-on-one, you might be thinking about that number that you have to go hit and you're pacing behind, and I owe this presentation to my boss, and I got to go get that ready, and I'm about to miss that deadline, or what have you. And all of a sudden you've missed the last 60 seconds of someone filling you in on something that they have going on. So, really being present in the moment and just listening to what people are saying is a skill that I think everybody needs and can always improve on, myself included. There's there's it's just human nature to be distracted by things and stressors and and items that you have going on. And so, really being able to understand and recognize that in yourself and then finding ways to say, okay, how do I pull myself back into the conversation? How do I make sure that um you know I am being present in these moments? And and for me, that one-on-one time when you're going into those coaching sessions, that I do it before you're even in there, in that room or on the virtual call, right? It's I'm not gonna be distracted by anything, I'm putting aside whatever I um I need to put aside. This is their time to come in and show up, and and they're expecting me to be present and to be able to support them. And so for any person learning to be a leader or first-time leader, uh, or who has interest in going into leadership, that's my first thing. You know, can you be engaged? Can you be actively listening and paying attention? And in the moment, um, the rest will take care of itself.

Rethinking Hiring And Future Leaders

Speaker 1 16:14

Yeah, listening. We all we all need that, right? Uh at different levels. And I think sometimes even in leadership, like we need to be listening to a team. The fact that you said you guys do the surveys, um, you know, and hearing feedback from your team, I think is so valuable. Um, I want to touch on a topic of wellness a little bit because you mentioned the sales environment. Um, as a previous salesperson myself and the sales lead of a team, the the environment, the stress, I remember Evan, there were times where I had just had a big win and my boss is already asking me about like the next deal I'm gonna close. And I'm like, can we just pause for a moment and celebrate this, please? And so it's so true. Like you said, the culture of sales sometimes it's just constant, right? Um, so how do you balance all that? How do you how do you keep your team balanced? And now I know you said you like to have fun, you like to celebrate, but how do you leverage like wellness being part of that? Because as individuals, you know, when COVID happened a few years back, it's just like there's anxiety, there's stress, and we're trying to keep up with everything. How do you guys as a team or as an organization how do you manage that? So you can still be driving those measurable results, but how do you manage that within the leadership team, but also with your your employees?

Generational Shifts In Leadership

Speaker 17:36

Um, you know, it can be as simple as taking the moment to pause and just celebrate the win and remembering to focus on the hard work that went into getting that. Um, it can be a team dinner where we all go out and celebrate together and can unwind and have those moments as well. Um, but for me, it again, it comes back to understanding each individual and what's important to them and and what they need in those moments. Some people want you to be the leader that says, okay, what's the next deal? What are we getting after next? Like, how do we keep pushing the ball forward? Other people need that moment. And, you know, I don't think people take enough PTO, frankly. And so I'm a big proponent of that. Like, hey, you've worked really hard. That's the beauty of being in sales, right? If you're ahead of schedule or you've achieved your goal, I'll encourage someone to bag out early on a Friday afternoon. You know, I've got people on my team that love to golf. If it's a beautiful day here in New England late in the summer, go get started on the tea time early. We've got plenty of people that surf. You want to go hit the beach before the crowds get out of hand, or if you're taking off early. Sometimes it's those little things like that that allow people to understand that you've got their back and you know that they've put in the hard work. Um and you can take that breath and say, okay, like, you know, Evan understands that this is what I'm looking for, this is what I'm hoping to have. Um, and, you know, uh being able to do those kinds of things is is something that is afforded by the hard work that those individuals are putting in. And so if I can reciprocate that in some way, whether, again, that's a pat on the back or just words of affirmation, um, or again, cutting them loose early to get a head start on the weekend, um, knowing when it's time to do that and recognize that in people who may not see that they need that themselves, um, is really important to me and how I ensure that we can accomplish sort of the wellness of the culture, making sure that you're you're not getting that burnout happening because they themselves have put pressure to say, okay, what's the next deal? Even though I might not be saying that or asking that, or somebody else on the sales floor might not be saying that or asking that, they're the ones going, man, I really need that next one. I I'm not even stopping to take a moment to celebrate the win, slowing them down um to help them do that is is uh really important.

Speaker 1 19:41

That's so good. So for those that are looking for more tea time and for surf time, they need to hit you up on LinkedIn, right, Evan?

Speaker 19:49

That's right. Exactly right. Yes, yeah, absolutely. I know you won't, I'm I'm a good boogie boarder. I know nothing about surfing, so that's about my skill extent. I will uh go hit the links if you want to. So if you're interested in in a round of golf, let me know.

Speaker 2 20:06

So I mean it seems like bottom line has a really healthy culture in the way you cultivate your employees. But in your networks or even just people you know it could be personally moving in and out of jobs and stuff, what are companies getting wrong in the area of leadership? Like why what are you hearing and what are you seeing that's happening that's just um really detrimental to a company's culture?

Closing Reflections On Leading Well

Speaker 20:29

You know, I think it again to tie it to sales because it's that's been my experience, assuming that your top performer is going to be your best leader is is a poor assumption. That's not always how it works out. Sometimes, and this was this was true for me, you know, I was successful as an individual contributor, but I was never the person at the top of the leaderboard every single month. It wasn't my strength to just be the person that was 150% to quota and crushing everything and wow look at Evan Go. But that's because I really relished the opportunity to to help others. I wanted to understand how does this one person have success where I'm having success in another area and to slow those things down and sort of highlight that critical thinking and that creativity and and understanding that you know it it takes a very special individual to be a strong leader. And I think there are some pretty clear signs as to you know who will be successful in that kind of role. Can you be empathetic? Are you an active listener? And there are ways to suss that out through obviously the interview process or work or chatting with people and having those conversations. And I'm extremely fortunate that our recruiting team, the folks that I work with on a regular basis are so good at knowing exactly what we're looking for and the type of person that we want to work with and hire that they do a really great job of making sure that when we're talking to people or interviewing folks for that kind of role, that they really hit on the key components that we're looking for. You have to have passion, you have to be you know empathic, you have to be creative, you got to be able to problem solve and most importantly you have to be able to deliver on all of those things. And so it's it's not an easy thing to identify um but those are some of the areas that we're looking for when we're thinking about who's going to make a successful leader.

Speaker 1 22:18

You know, I think we we get to talk with a lot of leaders and we talk a lot about culture on this on this Elements of Culture podcast. But I think sometimes the cultural things is actually implemented at the very beginning from the recruiting standpoint. So what are the types of talent and individuals that you're looking for that you see doing well in their role, not just even as individual contributors, but also moving into their own maybe level of leadership that they might be striving for.

Speaker 22:47

What are some of those qualities that you guys are looking for this is it's funny we've talked a little bit about my experience as a guidance counselor. At the time there was still a very heavy emphasis on you have to go to school, you got to go do four years of college you have to have a great GPA people want to see that you know where you're going. If I can be honest, I don't I'm not always double checking transcripts or asking for schools to send me what they did, right? And so for me it's much more I need to get in front of you. Can I have a conversation with you? Are you engaged with me? Are you asking thought-provoking questions? You know if I make a statement to you in an interview process does your answer align with that statement or that question or did you you know take it out of left field and go down a completely different path. And so you know when we're looking at just in general looking for the the right candidate that you know those are some of the things that stand out to me. But when I think about top performers and some of the attributes that they have and some of the things that would stand out to me as you know hey maybe someday this person will make a great leader it's consistency, it's hustle and hard work. Those things can't be taught or or you know you know you can't have a shortcut with that. Like there there is no shortcut to success. The secret anytime someone asks me what what makes your top performer so successful the secret is there is no secret. They just show up they work hard they're willing to put in the work and the effort it's progress over perfection right they they know it's not going to be perfect every single time even some of our best uh performers will have a caller or two where they go man I I didn't do great there I wish I could get that one back or a do over on that one. You know they really stick to their fundamentals and and on top of all of that when you see them put their arm around somebody else when we're in a team meeting and they're raising their hand on their own I was the annoying person when I was an individual contributor that was always the one extending the meeting with an extra question or what about this or I had something to share, right? And some people really enjoy that because they're like I hey I don't have to raise my hand or say anything. You know, someone else is going to take care. So those are the things that I'm looking out for. You know, are they comfortable in front of an audience speaking up and saying things and aren't afraid that hey if I say something wrong, no big deal. Right? Well we, you know, we can learn from that. That's how you grow. And so when I'm looking for potential leaders, that's really what I'm looking for. Who are those people that are stepping up and going above and beyond um you know sort of their role and responsibility to highlight um how can I help others around me be successful.

Speaker 2 25:17

Evan have you seen the approach for leadership change as different generations have come into the workforce and how they um because I know when I was younger and I came into a corporate setting it was very much the 80s nineties corporate setting you know I was always wearing a blazer and um there was like stocking restrictions and there was just you know there was some stuff there. And um and then you know as the millennials came in things shifted and then we had you know Gen X come in and things were shifting. And for someone like me I think it's always shifting for the better because there's always a pushback in some area. But I noticed leadership styles changing. Do you see that in your area too is and what do we need to be doing to be good leaders for all the generations um great question.

Speaker 26:06

You definitely see a lot more tattoos and mohawks and blue hair these days which I love I think that's amazing that you get to have that personality shine through you know I I think in general um for the most part a lot of corporate America is has realized that there needs to be some personality um some flexibility when it comes to those kinds of things that what it's what makes us human um and when you feel comfortable showing up in your own skin and who you can be you're certainly going to produce no regardless of the role right so big believer in that um but yeah it it's not a bullpen anymore right there isn't just this sort of like beat the drum show up crush numbers get to what you can get to repeat do it all over again personalities are different and I I'd say the one thing that I've seen as a shift in leadership and I've been extremely fortunate to have some pretty great leaders in in my experience here at bottom line um that they all really understand that um that you have to think about the individuals differently. It doesn't mean that we're not holding people accountable again that's it's not an excuse to all of a sudden just have it be rainbow and sunshine and everything is great and whatever you get is whatever you get. We're still a business you still have to drive revenue you still have to hit your targets. But that's not the only focus. And so that's where I've seen it really shift is that there's a a much uh broader openness to okay let's think about these people they are people they're not a metric how do we make sure that if we're going to be identifying these individuals that we can bring them into an environment where we can do both of those things where we can demand the best and to to be your best and work hard and accomplish what we need you to accomplish but also make it not feel like man I'm just a number at a company that isn't attributing to anything that it you know this is just a job and I'm just showing up to collect a paycheck and then that you know you're much more than that. And in my experience those leaders that I've come across are really good at at doing both of those things.

Speaker 1 28:08

That's so good. Evan thank you so much for joining us and just talking about really important discussion on leadership and what it means to lead well um what it means to listen whether you're a leader or even an individual contributor I think that you know listening goes a long way but also recognizing the fact that yes in sales there's an engine there's a process of system but at the same time there's room for humanity there's room for empathy there's room to be to be seen and to to speak up when we need to and I think all those pieces uh really contribute to a healthier picture of what a corporate team can look like and I think that's also what we're moving away from like Julie was saying the the stocking restrictions or the blazers maybe there's more room for the purple purple hair or whatever. But I think that there's the culture has changed it's shifted and it's allowing us to have more of these conversations to reflect on the reality of what healthy leadership and healthy culture looks like. So thank you so much for for joining us today Evan really appreciate it.

Speaker 29:14

Yeah thanks Tara and thanks Julie it's been a pleasure um again it it really is a privilege. I really enjoy the fact that I'm given the honor and the the responsibility to lead a group of people and um I don't take it lightly and and that's I guess the the parting wisdom that I'd leave to anybody listening or watching is is to understand that that's not uh you know something that's just given it it's earned and um you got to show up for your people the way that they show up for you. Absolutely so good.

Speaker 2 29:41

Uh thank you Evan thanks so much