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I I'll give you an example. We had uh a very interesting office in South Africa in Johannesburg and it's it's a great training office. It's all in English for starters and so you can bring people in and out of there. Uh if it rains, you're exporting corn. If it doesn't rain, you're importing corn. So you get really a lot of uh dynamic things going on with imports and exports. Uh they also had a safex which is their exchange.

So you learn trading futures and stuff and how hedging and risk management etc. And so our manager um there need I needed him in in Egypt. So we we moved him and he was clearly willing to move his family to Cairo. And then uh we put another individual in there. And um it was it was okay. Things were going okay. And uh results were a little bit disappointing. Employee engagement scores disappointing a little bit. Not really happening.

And uh one uh day our HR manager got a call from one of the male employee male traders in the Johannesburg office. And he said that um the manager was uh circulating around by email, I'll call it soft pornographic video clips that were supposed to be humorous. And none of the male traders liked it. They didn't want it. They told him to stop. He just didn't get it. uh it wasn't a uh um he he just thought it was you know one of way ways to build a male bonding on the trading desk which tends to be male dominated but we're doing a much better job these days of bringing in you know females on top of that and you also don't want uh females sitting next to male trader and he's watching nonsense right on on a on his screen so we uh I had a tough conversation with the manager and I said this is not going to work.

Uh, and I actually I I'm not going to stand for that. Uh, you know, our policy and to be clear, our policy at Cargill with things that are inappropriate, they can't Cargill cannot stop you from receiving them. It can stop you from saving it on a Cargill computer or resending it to someone else. We we can control those. We can't stop what's coming into you. And it's therefore you violated, you know, Cargo's policy on on doing that.

And uh we're going to bring that to a screeching halt. So I don't ever want to see that again. And by the way, you just sacrificed your bonus for the year. And bonuses can be uh significant in the trading business. Can be um and uh he says, "Okay, I understand. Apologize. Life goes on." And uh about 3 months later, he decided to quit cargo. I mean, he just wasn't willing to do that. He thought I was nuts or cargo's policies were nuts or whatever.

So he uh moved on to something else. And so therefore the next time I went down to Joeberg to visit the office and visit customers etc. Um sitting at a conference room there was a a lineup around the conference room for people who wanted to thank me for making the change that I did because as a manager you don't always see those things. You're not always sure. You're sitting 5,000 miles away in Geneva in this case.

Um, and uh, you know, something's not right, but you can't put your finger on it. And you got to take responsibility cuz I'm the one who put them there.