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Purpose, People, and Self-Leadership: Rhiannon Hoeweler on Building Culture at Scale
4 Plays1 month ago
In this episode of MustardHub Voices: From the Frontlines, Julie sits down with Rhiannon Hoeweler, VP of Experience and Impact at MadTree Brewing, to explore what it takes to build a people-first culture while scaling a fast-growing, purpose-driven business.
Rhiannon shares her journey from environmental science and the Cincinnati Zoo to leading experience, marketing, HR, and community impact at one of the Midwest’s most recognizable regional breweries. She offers a candid look at the opportunities and tensions that come with rapid growth—from maintaining culture across multiple locations to turning purpose and volunteerism into something employees actively engage with, not just talk about.
This conversation dives into employee engagement, mental health, burnout, and the powerful connection between nature, community, and wellbeing. Rhiannon also introduces the concept of self-leadership and explains how small, intentional practices like walking, gratitude, and setting the tone for the day can make leaders more effective and teams more fulfilled. It’s an inspiring, practical discussion for leaders building culture in hospitality and beyond.
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Transcript
Introduction to Mustard Hub Voices
00:00:05
Speaker
Welcome to Mustard Hub Voices from the Frontlines, the show that shines a spotlight on leaders in their field. These are the folks that are solving problems, inspiring their teams, and creating standout experiences for their their customers and their staff every single day. These are real leaders, real results, you real actual people.
Meet the Hosts and Guests
00:00:23
Speaker
And I'm your host, Julie Ewald.
00:00:26
Speaker
And today, i am here with Rhiannon Hohweller. ah Rhiannon. Thank you for being here. Thanks for having me. I'm excited to be a part of this.
Rhiannon's Role and Impact at Mad Tree Brewing
00:00:35
Speaker
Yeah. So I guess tell tell me about about you you are a very fun space Yeah, so I am the VP of Experience and Impact for Mad Tree Brewing. We are located in Cincinnati, Ohio, and we are a regional brand. um So we distribute beer all the way from the northern reaches of Ohio into like the middle of Kentucky. And we have three locations in the Cincinnati area. So one in our
00:01:07
Speaker
downtown, what we call, and excuse me, over the Rhine. And then another one in the suburb of Oakley, which is sort of an inner ring suburb. And then we have one in a Northern suburb, which is called Blue Ash in Summit Park. And that's our Madtree Parks and Rec.
00:01:21
Speaker
So how did you end up in brewing? A little bit of a circuitous route. um I actually have an undergrad in environmental science and my master's degree also in environmental science.
00:01:34
Speaker
I went to work when I was done with my master's at the Cincinnati Zoo as a project coordinator for the visitor engagement initiative. um And then I moved my way up.
00:01:46
Speaker
So I stayed there for 11 years and became the VP of visitor experience strategy and fun.
Sustainability and Certification Efforts
00:01:53
Speaker
Uh, and then that title, I know. um and then about five years ago, I moved over to Matt tree to become their director of strategic impact, uh, really focused on getting them to B Corp certification, ah focusing our philanthropic giving in the community.
00:02:12
Speaker
So we are members of 1% for the planet, which means that 1% of our sales go straight back to environmental nonprofits in the community. And then about three years ago, two or three years ago, I moved into my current role, which is VP of experience and impact.
Leadership in Growth and Community Impact
00:02:29
Speaker
And so i um now get the opportunity to lead marketing and HR and our sales team and our private event sales team while also doing the community impact work.
00:02:40
Speaker
So. oh that's That's fantastic. So what what all it does your role entail on kind of like the day-to-day basis? you know What do you find yourself in the trenches with?
00:02:52
Speaker
Yeah. so I think um we are in a state of growth right now. we When I first joined Madtree in 2013, we were 80 employees strong um and we had one location.
00:03:09
Speaker
Now we are 320 employees strong and we have three locations. couple different brands that we put out in the world, not only beer, but a Sway product that's a vodka soda.
00:03:20
Speaker
And so um my opportunity, right, is to lead at a pretty high level. I've got some great team members um on my team. And I think where we are right now is we've grown pretty quickly over the last five years. I think our opportunity to opportunity now is to like button up, right, what we've built. So When you grow at that kind of a clip, you can lose some things from a cultural perspective and or change. ah And then also you're exponentially larger. So there's a lot of opportunity.
00:03:54
Speaker
So any of the things, the process maybe, or the policy that you didn't have quite buttoned up, those like little warts start showing. And so I think now is the opportunity to really button up all that process, get it really locked and loaded before we grow again. so I think that's where our opportunity lies right now as a whole team. um And so my team plays that role through the marketing and sales lens and also really through the people strategy and HR lens as well. I think that's a really big component ah to the next couple of years for us.
00:04:30
Speaker
Yeah. You know, it's, that's so much growth so
Purpose-Driven Culture and Employee Engagement
00:04:33
Speaker
quickly. And I can imagine, you know, as you're saying, it's not just the word showing, but you know, if there's any place where things aren't buttoned up, those little fissures, all of those new, those new, new team members, cause it's not just you have all these great opportunities, but I'm assuming that a whole host of new challenges comes with not just so many new people, but also the, you know, multiple locations, having them being a little bit ah less centralized. Yeah.
00:04:57
Speaker
Yeah. Yeah. Everything you said is accurate. I think there's also, gosh, there's so much a beautiful growth opportunity for the people within our team. ah So we've had a lot of people move from one location to the other to seek opportunities for growth. And that's been really amazing to see and watch.
00:05:14
Speaker
And I think, you know, that's happened through a lot of different avenues that could be people moving from one department to another or staying within the same department, but there's an opportunity within that department to grow. So I think it's just allowed for a lot of like internal growth. And that's been really cool to see.
00:05:34
Speaker
Yeah, I mean, I can imagine for, you know, we talk about things like engagement and even like for workplace satisfaction, being able to have those out those those opportunities for development, for growth, for being able to really kind of expand, um you know, either moving up the chain or even lateral moves, depending where your interests are.
00:05:54
Speaker
I could see that is probably working wonders in terms of keeping everyone engaged and retaining team members. Yeah, I think ah the idea that we're just a growing company is attractive to outside folks. I think that we lead with a purpose is very attractive. So it's ah definitely a talent attraction tool.
00:06:16
Speaker
I would be, yeah, no, I would be curious because, you know, you said, you just said about, you know, having a role with a purpose, being with an organization with a purpose.
00:06:26
Speaker
um ah How, how has that been in terms of talent attraction? Like how many folks are coming there because they' like this, I wouldn't be, this is something I want to be about versus the folks who are like, yeah, I need a job.
00:06:38
Speaker
yeah ah So there's a couple of ways i'm going to answer this. ah One of them is, right, it has been an opportunity to attract top talent to our space. When we can't necessarily pay top dollar, we can provide an amazing opportunity to build a company that is purpose-driven. So that's really exciting. And for some people, that's ah their priority, right? Yeah. So there has been some beautiful opportunity to attract and retain talent. I think It's also been a way to attract talent ah across like all levels of the organization. It is something that people talk about in the interview process a lot. I think the one piece that we haven't quite solved for yet is we can attract talent. They get really excited about what we're doing. And then when we ask them to actually fulfill some of the obligations that come along with that, there can be some grudge.
00:07:33
Speaker
So they love, there's like this idealism about what we are and what we're doing. And then when they need to fulfill that actual obligation, there can be, that's the place where I think we've got opportunity is how do we make that really attractive and exciting in the moment, right? So my example to you is like each member of our staff has to volunteer 16 hours a year. We pay them to do that. We set up all the opportunities There's a lot of it's like having teenage children like yeah ah they don't want to go, don't want to go don't want to go But when they get there, they have a really good time.
00:08:10
Speaker
And so I think that's the that's the place where we need to figure out um how does it feel more exciting when we're in them? like getting them there, if that makes any sense at all. Yeah.
00:08:21
Speaker
No, that that makes a lot of sense. And, you know, i can i can see how, you know, a little bit of a the disconnect between talking the talk and, you know, walking walking the walk. Because, you know, it's something that's like, you care about, it feels good. But, you know, it's like, oh, wait, I actually have to do i to do something. You know, it's a little bit of, you know, it's not putting your money where your mouth is, but putting your time and your labor you know, where, where your mouth is.
00:08:46
Speaker
um But no, I could see that, you know, a lot of folks getting really excited about it, but yeah, it's, it's interesting. And that is a challenge to kind of think of how to weave that in further into, into the culture to make it a little less um like wrangling, wrangling teenagers or herding cats or pickier.
00:09:06
Speaker
Huh. So that's really, so in terms of the volunteer opportunities, what kind of things do you normally line up for them?
Community Involvement and Volunteerism
00:09:12
Speaker
Yep. So we do probably 50 or 60 events per year. So I basically line up any nonprofit partner that's a 1% for the planet nonprofit.
00:09:22
Speaker
I will wind up work with them. So it could be anything from every spring and fall. We work with Rothenberg Rooftop Garden, which is a um school in Cincinnati. And they have a rooftop garden that is just unbelievable. It overlooks the entire city. And every spring and fall, we spend about two and a half, three hours with that team getting the garden ready for the spring and ready for the kids. And then we shut it down in the sort of fall winter time.
00:09:51
Speaker
And the school has kiddos that are on free or 100% of the school is free or reduced lunch. So kids K through seventh grade, I think it is in the school. And so it's a place for them to learn and grow. They do math up there, they do science up there, and they read up there.
00:10:08
Speaker
And so that is just one of many activities. Most recently, we shut down all of our locations for one day a year, and we get out and we plant trees in neighborhoods with less than 40% tree canopy cover. So on October 28th of this year, we shut down every location, and everybody is expected to go out and volunteer in the community. So we planted trees, we cleaned up litter, we cleaned up alleyways, we um gosh, we will do anything. We'll work in garden beds. It's a lot of us. So they have to find a lot of work for us. And so that is ah that was one day and and our team gets four hours of work for that. So that's a unique one. We don't do that all the time. it gives you kind of a scale of like little simple things that people can get involved into like big, massive projects.
00:10:59
Speaker
That is, no, that is really fantastic. And I have to say, but i was in Cincinnati this past summer and, you know, the city has, it seems to be changing a lot. It's really, it's very lovely. And it's it's kind of nice to hear of a local business who's getting hands-on and helping to further make make a place better.
00:11:18
Speaker
your point, I will say like one of the really cool things that's happened over time So that tree planting that I was talking about, we started that six years ago.
00:11:32
Speaker
and I think, um, it used to be just a like a mad tree outing and it has grown into an entire community event. So we have about 20 partners that work alongside us and to see the survey results year over year, there's definitely been this movement and pride in that day that is like a lot stronger than it was six years ago. um And that's been really cool to see the responses of our team, just how proud they are that we're working in community with other organizations. in neighborhoods of need.
00:12:04
Speaker
um It's, yeah, it's just been great. now Well, it's also, it helps a lot that you're making an actual impact. You're something you can see, like you can see these trees growing. You can see these neighborhoods getting more green. You know, it's not just performative. It's like, no, this is something that it's not like, okay, well, one day we cleaned up trash and the trash is gone. I don't know what that's going to mean tomorrow or next week or next month. um because maybe we don't come back for a year.
00:12:28
Speaker
But with like you're like, no, this is something that's continuously doing ongoing good for the community. So no, that's really that's really great. And I could see that some something like that you know would definitely, in terms of getting folks a little bit more energized with the volunteer experiences,
00:12:46
Speaker
that yeah, something like that would would be really
Addressing Mental Health and Employee Well-being
00:12:49
Speaker
impactful. um So I'm going to shift gears a little bit and just kind of talk about, you know, one of the things here, you know, at Mustard Hub, you know, we we talk about people problems, you know, we create a platform to hopefully kind of solve some of those when it comes to things like culture and engagement. But I'm curious about what kind of people po problems or challenges um you kind of been seeing for employers?
00:13:12
Speaker
Yeah. So I think actually it kind of ties back into this whole idea around our purpose. I think it's actually why I think we're so beautifully suited in this moment in time. So um I think, you know, when you look at our our health claims and and what sort of rises to the top, mental health is one of the things that is sort of on the increase, right? And people are spending way too much time on their phones and not connected enough to nature. And so,
00:13:40
Speaker
Our purpose at Madri is to connect people to nature and each other. so we are much bigger than beer at this point. We started off as a local brewery, a craft brewery, and we have grown into this hospitality company alongside being a brewery.
00:13:55
Speaker
But I think the reality of our business is that we really like to think of ourselves as a bigger i network and community hub for all things green in Cincinnati in the region. And so i think...
00:14:10
Speaker
Part of um some really cool work that we're we're getting to be a part of is we're doing research on those trees that we're planting and looking at health outcomes for the kids in those neighborhoods. But I think that applies exponentially to the people that work inside of our business. And so...
00:14:27
Speaker
I think part of the key to success, and we've got to figure this out because we're not there yet, but like these things are interlinked. So our purpose, our volunteerism, our focus on the environment, our connection of people and nature to each other, all of those things are interrelated. And I think if we can keep at it and keep chipping away at it, some of that mental health, like, and some of the burnout and drain that people are feeling right now,
00:14:56
Speaker
think there's a beautiful storm that could be, ah and we haven't totally unlocked it yet, but but we're we're chipping away at it and we're making progress and that feels really exciting.
00:15:09
Speaker
Yeah, no. And that's that's that's one thing. I've had a lot of conversations with you know just all sorts of folks lately doing different things, whether they're HR leaders or business owners or consultants.
00:15:21
Speaker
And it's really, you're talking about like mental health, that's one of the things like mental health care and burnout and all these things that really for employee engagement and satisfaction and retaining folks, you know it's really something that is more and more important. People aren't like, oh no, like work, you just work for, you know, black generationally speaking, it's not like, oh, you know, we're just going to work, work, work. I punch the clock. I come, you know, I complain about my job, um go back and I just keep doing this till get to retire. um No, like people, we want things. We're seeing ourselves as humans and not just, you know, interchangeable work parts. which um So, yeah.
00:15:57
Speaker
Like, look, we're actual people and trying to be able to, you know, think of ourselves as a whole person, whether in work or out of, I think is really important. And i think that, you know, employers, I'm very, find it really refreshing to see more employers being aware of that and providing um experiences, providing benefits, providing things that really more align with what actually people need for their whole selves.
00:16:24
Speaker
Yeah. Yeah. And I think, think interestingly, i serve on a few boards, but I serve on the Cincinnati Parks Foundation board. And one of the things that they are doing right now is tying um with the Osher Center to prescribe nature and the outdoors through Cincinnati Parks as medicine.
00:16:49
Speaker
And so i think there's just something happening that, and I i know for myself, and I I will say,
Personal Leadership Practices and Technology Use
00:16:58
Speaker
um i'm you know obviously with an environmental background, I love nature, just period. But I have all altered my work life. And so every morning when I wake up, I used to get up every morning and work. I'd literally get on my computer and like have my cup of coffee. And I do not ever do that anymore. i get up and i i do have my coffee still. but
00:17:22
Speaker
But then I go on a walk in my neighborhood and I take in the trees and I take in... the sights and the smells and the birds. And that changes the way I lead in my space every single day. And for a long time, I was writing a lot of gratitude down, which was also helping. I need to probably get back into that practice, but just the idea of switching up my patterns, really focusing on me and allowing my brain to wake up and get ready for the day and get myself excited because I really am excited about every single day.
00:17:54
Speaker
But that shift has helped me walk into the office with better energy for everybody that I'm leading and everybody I'm around, whether it's a peer or you know somebody on my team.
00:18:06
Speaker
I'm a better person when I'm energized and excited. I'm a better leader when I'm energized and excited. And if i if I'm not taking care of myself,
00:18:17
Speaker
to do that for everybody else, then nobody's goingnna take care of that for me. So. Yeah, no, that's that's actually, that's really that's really brilliant. And I appreciate you know you you saying that, um because that's something that, you know one, I've and been trying to do. ah The time change though kind of messes with me, but you know being able make some tea, go for a walk, be outside, um you know just taking that little little moment, um you know which is harder to do once you know it's so brisk, we'll call it brisk, yeah in the in the winter months here in Milwaukee. It's getting brisker, briskier, I don't know. Anyway, more brisk. But yeah it makes it hard to do. But the other thing that, um you know, there is, ah there's a organization locally here that called Human Works Aid. And they're doing this great workshop that I'm goingnna be attending next week about, you know, essentially like bringing more gratitude and things like that into your work life, ah which I'm really excited for. And I only bring that up because I think that, you know, again, like you are your whole person and, you know, being able to have these same kind of things that feed our soul and make our quality of life better.
00:19:31
Speaker
in general, having more of that in your work and being able to have intentionality, it makes things a little bit more enjoyable. Like you get to be your seamless, like i say, like you get to be your seamless, true authentic self moving through moving through the day. it makes anything less of a slog personally, if you get to be yourself.
00:19:53
Speaker
So I would like to know ah really quick, a little bit about ah technology um and how what role technology plays in in your role. Yes. So um that's hilarious. i People make fun of my technology, ah lack of prowess.
00:20:13
Speaker
um So technology ah is critical to, I'll say the things that I really love. So we've really started running most things through Power BI, which gives us really quick information at our fingertips. And that can be everything from like headcount to revenue to um our private event sales, right? It is helping us run reports at like at our fingertips in ways that, you know, a few years back, we just didn't have that capability. And so trying to find the information you need like
00:20:49
Speaker
try and find it from 20 different locations. And so I think the power of the reporting system and using Power BI now has really changed the game for us to get us into a much better position to help lead, right? So whatever you can take off the plate and run automatic reports for so that you're not having to dig and figure these things out is like a huge step in the right direction. um And so i I think that for me, anything where you can alleviate some of that,
00:21:20
Speaker
um I don't know, silly, busy work. That's not silly. It's critically important to business, but it's infuriating if you can't find it. or And so I think that's been a game changer for us. And one of our co-founders is like a ah wizard related to Power BI. And so he just like, we're actually, we're just talking about a turnover report. um And so he's pulling that together. We're going through some changes on our HR team. And so um the gentleman who's been doing our turnover reports is leaving. And so our co-founder is going to pull in a report that I can have easily at my fingertips and then it's done, right? Yeah.
00:21:59
Speaker
And it's just pulling from data that's already there. It's just doing the homework for us. And then it's a way to communicate out to our teams so that they know what their turnover rate is. We have it broken down by section and vision and Yeah. So it allows for better management, honestly, and more efficient management. So.
00:22:18
Speaker
Yeah. It's nice when you're able to get like, you know, data tells a story and when you're able to kind of get, you know, like anything, if you don't have all the data, you're telling an incomplete story. You're not really sure, you know, what actually is going on. It's hard to draw, you know, accurate conclusions when you're only looking at part of the picture. you know, it's,
00:22:37
Speaker
you know it's Yeah, no, I appreciate that you're using a tool like that to be able to make actual, you know, actual actionable choices based on on something that's, you know, more holistic. um If you were, let's say, limited to like one, like main metric around people, like what would you say is like the most valuable piece of data you could get your hands on?
00:23:03
Speaker
Oh, my gosh. That's a really great question. um And it doesn't have to be something that actually you currently find to be measurable.
00:23:17
Speaker
but like to Like that, like if you're like, dude, if I just could get numbers on this somehow.
00:23:24
Speaker
Yeah, I think um
00:23:30
Speaker
it's interesting that you say that. I think one of the things that would be really interesting to me is like if you had what is somebody's like baseline happiness score ah in in life, right? And then what does working in one of our establishments look like to them? Like, what does that do to their happiness score? Does it bring it up? Does it bring it down? Is there like, yeah, that would be probably happiness or joy or i don't know, like fulfillments fulfillment, fulfillment, right? What's their base fulfillment
00:24:06
Speaker
before walking in the door? And then what is it after being on the job? Right? And then what does that look like over time as well? That would be so fascinating to like explore and see.
00:24:18
Speaker
That would be really, no that would be really interesting. And I know there are folks from when we were at HR tech making tools that it's hard though because they can make tools that measure that. But of course these are all very self self-reported. Yes. So, but, you know, so there is kind of sort of a way to try to measure some of these things, but you know, it's a, it's, it's a work in progress, I think for all the organizations, but no, that, that is really, that's really interesting. You know, like, is this actually,
00:24:49
Speaker
Is our environment, our work environment actually making their lives better or worse in yeah some sense? Yeah. And then also, I mean, this is weird, but like, how could you benchmark it against any other employer that they've ever worked at?
00:25:05
Speaker
Yeah. Somewhere else, you know. lot Yeah. Like, yeah. has Has this feeding your soul more or less? Are you? Yeah. Like, what is the level of dread you have when you pull into the parking lot? Or excitement. It could be excitement. Yeah. Like, let's just compare. Like, what is, know, what is the excitement to dread ratio? Like, you know.
00:25:24
Speaker
So no, it's it's it's interesting. um no that would be really that would be really interesting. And you know I could see as more and more different kinds of business intelligent tools, as more and more analytics tools and things like that come into play.
00:25:39
Speaker
I mean, there i would say it's not absurd to think there would be a time you know, within our careers to see that something that could benchmark things like that, if more and more businesses are adopting that that kind of technology, you know, it's, you may be able to get anonymized data for a cohort.
00:25:57
Speaker
It's kind of like the um stats that they pull off of like soccer players when they're playing, right? So they're, yeah they are pulling stats from their physical body. um And it's, you know, all sorts of things.
00:26:12
Speaker
Yeah. I wonder if you could, like, it would be so fascinating. It's totally, ah probably absolutely inappropriate in every single way. It's still data like that, but it's really fascinating.
00:26:24
Speaker
It's interesting though. It is, it is really fascinating. And I think, you know, there um we talked to some folks who do different things in terms of personality assessments and things like that. And I think like having those kinds of metrics, um, you know, for, in my mind would be so much more valuable than a personality test. Like, yeah yeah you know, it's like, well well, no, like I i can, I can figure it out. I've been going through my life as a insert four letters here, apparently for for forever, you know, like, but what though, what are, what are the actual quotients? What are the things? Because, um, oh my gosh, what's the name of this guy? Um,
00:26:58
Speaker
does wrote, um, a former newscaster called 10% happier. you know, the idea of like, like what could, I don't, I feel so bad. I can't remember his name. It's Dan something. literally just talked about him today. It's wild. Yeah. It's like, you know, like the idea of like, gosh, if I could be 10% happier, that would be amazing. Like sign, sign me up. You know, if there's something that I can do on an ongoing basis that gives me 10%, like sold.
00:27:22
Speaker
sold I will tell you, i think gratitude is part of that. If you were to write every single morning about gratitude, it is wild what it does to your whole being. I mean, i spent basically 90 days writing out different things. I had prompts in the morning and then I would write. yeah It was the physical act of getting it out of my body, through my hand and onto a paper towel.
00:27:47
Speaker
But it was also, it started my day in a way that I have no, and I am one of the most grateful, like I wake up ah every day excited about everything. That took it to this other level for me that is wild. I would highly recommend it.
00:28:04
Speaker
So this is a good segue. and so So we're wrapping it up. And I ask always, if you want to leave the audience with one last idea, a final call to action, a tip, some kind of piece of advice, really, whatever you're like this, this is, you know, i have a hunch, you know, it could be gratitude related. But otherwise, like, what is kind of this, this number one idea that you want to leave folks with?
The Value of Self-Leadership and Engagement
00:28:29
Speaker
Yeah, I think, um actually, i I think for me, one of the things that I actually had to verbalize outside of my, you know, just get it out of my mouth was self-leadership is critically important.
00:28:43
Speaker
And I had never heard that term until probably a year ago. And I was in a podcast doing an interview like this. And he was like, yeah, you're basically doing self-leadership. And I was like, oh, I love that term.
00:28:56
Speaker
And it is self-leadership is critically important. So anybody who is a leading teams, even if you're just leading yourself or you're leading your family or you're leading something at school, whatever you need to build your own self-leadership. For me, that was walking in the mornings, changing my day, right? How do I set the tone for the day for myself and everybody around me? and writing gratitude. And it changed everything for me, literally. I started focusing on the things that I really wanted to focus on.
00:29:28
Speaker
I'm a stronger leader. My employees' engagement scores went up, not shocking, right? My own personal engagement scores, even though I didn't you know take my own personal test for me, like that went up, right? So setting the tone for the day for me was critically important.
00:29:47
Speaker
And doing that in the morning by walking and writing change the game. And it's something that I will take with me for the rest of my leadership journey and the rest of my career, because it's critically important for my personal success. That may look very different for somebody else, but whatever that self-leadership journey is that you need to take yourself on, and invest in yourself.
00:30:11
Speaker
I like that idea of self-leadership. I've not heard that before. um It makes so much sense. It's absolutely so much sense. It's critically important. I know the next the next phase is going to be my best phase, and I'm in the best position I've ever been in in my life for right now.
00:30:30
Speaker
And it feels great. Yeah. Yeah. I can imagine. Jeez. This has been such a great talk. So guess, Rhiannon, if people want to find you online, just stalk you on LinkedIn. Yep, absolutely. That's where I play the most.
00:30:46
Speaker
All right. I love it. So I really appreciate you taking the time. um Great insights, great chat. um And for all of you who are watching or listening, thank you so much for joining us for Mustard Hub Voices from the front lines. um You know, do me a solid like, share.
00:31:03
Speaker
comment, subscribe, you know, all that stuff you're supposed to do and sign up to get started with mustard hub for free. Visit mustardhub.com. And also while you're there, learn more about how you can build great cultures that last. Thank you so much.