[00:00:35] Speaker A: All right, everybody. Welcome back to the camp, guys, Podcast, episode four.
[00:00:41] Speaker B: Well, we might not release it in this order.
[00:00:43] Speaker A: Okay, whatever.
[00:00:45] Speaker C: Yeah, we don't know that.
[00:00:46] Speaker A: So I'm just glad you're here. Thank you for hanging out with us. I'm Jay Oliver, the executive director here at Crowders Camps. Here at the table are my boys. What's up?
[00:00:55] Speaker B: What's up?
[00:00:56] Speaker A: Nate's here. You should know their titles if you listen to all of the seasons here on the podcast. We're just gonna have a great time today, talk about some really cool stuff around the table.
I hope your camp's being blessed and you're in a great season of great fruitfulness. Man, just before we start, I was thinking about this podcast, and, guys, y'all can chime in anytime how fruitful and awesome it is to work in camp ministry.
[00:01:21] Speaker C: Absolutely. It's the best.
[00:01:22] Speaker A: I mean, I was 18 years in the local church, and, man, when I started doing camps full time, I just saw, man, the blessings of being in the spiritual incubator.
[00:01:33] Speaker B: Yeah.
[00:01:33] Speaker A: And just seeing kids grow.
And today we're going to be hitting a word, two words called core values.
[00:01:42] Speaker B: Before we get started, a couple housekeeping things. If you have a question for the show, you want to answer it on air or you just want to answer privately, you want to know what we do, you can email podcastrowderscamps.com. that's podcastrowders with an S. Camps with an S dot com. Also, if you're being blessed by this podcast, make sure to leave us a review on Apple podcasts or Spotify. Also, if you have a group chat with all your camp coworkers, send this in the chat. Let them know that you're listening.
And if you have some great ideas and you'd love to be a guest on the show, shoot us an email. We would love to connect with you and talk with you and see what ideas you've got to share with the camp world.
[00:02:20] Speaker A: We'll talk about anything. Anything.
[00:02:23] Speaker C: Absolutely.
[00:02:24] Speaker A: Anything.
[00:02:25] Speaker B: Sure. Yeah, yeah.
[00:02:27] Speaker A: Food, insurance, staffing.
Yes, Anything. We want to be a resource for those that don't have. Have the resource. And maybe you just need an idea. We got a bunch of ideas we'll talk about. I haven't. I have an idea today. So let's talk about core values today. It's very critical, even in the name of the word core.
It is at the very center of who we are and what we do. And, you know, if you're a camp there and your core values still are words like integrity, you know, things like that.
I probably would challenge to say you not visit them very much.
You know, in our area of a line of work, we have a week to two weeks to transform a whole entire summer staff team to do the vision of the camp. And I'm sure every camp person listening right now is thinking the same thing. You're exactly right. So how do you transform, you know, 50 or 75 and some of you camps are 100, some are staff. So how do you transform their thinking to your core values in two weeks?
[00:03:40] Speaker B: Yeah.
[00:03:41] Speaker A: And to me, my number one answer that is if you're personal, if you're full time and part time staff, don't, don't know your core values, it's going to be extremely difficult. Yeah.
[00:03:53] Speaker B: And they have to be designed. I think what Jay's point was getting at in the beginning is they have to be designed so they're easy to memorize and easy to live out. Using a lot of big buzzwords. Sounds great, but in reality it's not something easy to remember. Most of our core values are just a couple words, but they mean a lot. And I think a good reason for that is because we wanted to make them easy to learn.
[00:04:18] Speaker A: Yeah. Yeah.
[00:04:19] Speaker B: Whenever we first started, we had four days to train staff. That was the way our schedule went. That's what we had housing for. That's what we, that's what we did.
[00:04:28] Speaker C: Good old days.
[00:04:29] Speaker B: So you can imagine only having four days to train staff was, I mean, it was like a whirlwind.
[00:04:36] Speaker A: Yeah.
[00:04:36] Speaker B: Like we had to get it concise real fast.
[00:04:38] Speaker A: Right. And we spent a lot of, well, not a lot of time, but I at least three or four sessions just talking about core values. Let me, let me put myself on the spot here. How do you guys feel like me as the leader of the camp that I've indwelled the core values into our year round staff? What do you think we've done? Well? What do you think we haven't done?
[00:04:59] Speaker C: Well, I think, I mean, every win meeting, you know, we're intentional about the core values. Say we're not meeting the need, seeing it. We're not, you know, we're not meeting it. You know, we're talking about that in the win meetings, you know, going into the weekends, you know, we missed the mark on something like that. Or are we not campers first? You know, in that situation, I think we do a good job in the win means on that Monday of being upfront. Are we actually matching the standard of what we're wanting to do with these core Values.
[00:05:29] Speaker A: Yeah, it's just so everybody knows. Our win meetings happen every Monday morning. We meet as a whole entire team. We talk about the week. I give a little challenge of some leadership stuff. And I try to constantly keep those core values in front of our team because everything we do should reflect a core value at some point. I mean, you know, when you're. When you're making food, how does that, you know, reflect the core value?
[00:05:55] Speaker C: Right.
[00:05:56] Speaker A: Well, it can, very much so. By camper first was one of our camp core values. Hey, there. Is one of our core values. Great customer service. We'll get into all of ours in a little bit. But, Nate, how you think we. We've done as a team to keep those core values in front of everybody?
[00:06:12] Speaker B: Yeah, I think we've done a great job.
I have a little bit of corporate experience, and I came from a nonprofit that I worked at right out of college. It was a media company in Georgia. And everyone there, we had core values, but those organizations, but didn't really talk about them a whole lot. It was not really talked about from a leadership standpoint consistently. Right. There may have been a once a year meeting where you would go over them again, but it wasn't really talked about on a week to week basis. And it. I don't know that it really impacted decision making.
[00:06:45] Speaker A: Yeah.
[00:06:46] Speaker B: And I think we do a good job at keeping them at the surface and using them to help make decisions. I think sometimes we can weaponize our own core values to create some either bad behavior or just to get what we want. Right.
It's really easy to, you know, get somebody to do something that you don't want to do whenever you say, oh, see, you need me to need.
[00:07:14] Speaker A: Yeah, yeah, yeah.
[00:07:15] Speaker B: One of our core values, Right?
[00:07:17] Speaker A: Yeah.
[00:07:17] Speaker B: Well, in reality, I think sometimes people weaponize those. And so I think for us as leadership, what we're starting to have to do is kind of put some bumpers on the bowling lanes, if you will. Right. Like boundaries. Hey, just because, see, a need meeting doesn't mean that it is beneficial for the organization or the most productive for the organization for the executive director to walk around cutting grass now, is it great? Is it fantastic? Yes, it's good.
[00:07:44] Speaker A: Calling me out.
[00:07:45] Speaker C: He loves cutting grass, man.
[00:07:46] Speaker B: It is. He loves cutting grass. But it doesn't mean. It doesn't mean that our maintenance team can walk up and say, hey, you gonna cut that grass today?
[00:07:55] Speaker A: Yeah. Yeah.
[00:07:55] Speaker B: Because it may not be the most beneficial to the organization.
So I think sometimes you have to balance some of our core values. To make sure that people are actually channeling them and not. Not weaponizing them a little bit.
[00:08:09] Speaker A: I think it's extremely important for an organization to have their core values out there on the table, especially for new employees. And you know, I'm thinking more year round than I'm thinking summer, summer staff right now. Because why Our number one core value is we yell and that is about maximizing our platform for Jesus. Right. You know, also I'm big in evangelism. I want to see kids come to know Jesus. So we yells number one has always been number one. It's going to stay number one because we want to maximize a platform for Jesus. Well, if I hire Nate Flowers and Nate's not a believer.
[00:08:45] Speaker C: Right.
[00:08:45] Speaker A: Or nor does he even care about reaching people with the gospel Jesus Christ, he's automatically not going to line up. Yeah.
[00:08:52] Speaker C: Mess with the chain of the core value.
[00:08:54] Speaker A: Yeah. It's not going to line up with that core value. If somebody hates people, you know, they're not going to line up with our core values. What's up, buddy? You know, of being a relational microwave. Right. So there's a lot to core values. So I think we, we have them. I think they look great on paper for a lot of organizations. And as camp leaders, we've got to really start thinking about are we using our core values not to weaponize them.
[00:09:18] Speaker B: Right.
[00:09:19] Speaker A: But to train and release the vision of the organization. Some of you wonder why you're not growing and you're not growing because it's total chaos, you know, in your organization, nobody knows where they're going. You know.
[00:09:33] Speaker B: Yeah.
[00:09:33] Speaker A: A core value is nothing but something that was written on a piece of paper 10, 15 years ago and it's still there today.
[00:09:39] Speaker B: I think the other thing is the core values, whenever you live them out consistently. We're not talking about core values on a piece of paper. We're talking about. We actually talk about them. What I have noticed in the past couple of years is as we have grown and scaled up, we went from 2021, we had 7,000 campers to this year we're 10,000. It's kind of our range of growth in three years. And that's post Covid come back all that. Well, if you look at that, the only way that we were able to make that sustainable is we had to grow our staff infrastructure. We had to grow in efficiency and productivity. A lot of times, though, we can make decisions based on the staff comfortability and efficiency.
I'm thinking about equipment that we purchase, software that we buy different Things like that, where we optimize and think about this from a staffing perspective. Right. Like, the staff is going to save time, the staff is going to save money. And yes, all those are great. And being efficient is important. But first, let's go back to our core values. Nowhere in the core value does it say anything about the staff being comfortable.
It does say something about the campers being the priority.
[00:10:50] Speaker A: Yeah.
[00:10:51] Speaker B: And so what is the camper experience first?
And then how does the staff work with this as we've grown? With software or even just buildings that we built? We don't really build a whole lot of buildings that staff get to see and campers don't.
[00:11:09] Speaker A: Right.
[00:11:09] Speaker B: Yeah, really, like one of the. One of the people that have always said is like, there's really nowhere for our summer staff to hang out.
And what we found was that, well, we didn't want to spend the money to build a building that campers were not going to see.
[00:11:22] Speaker A: Some campers first. Some camps, you know, hang out places nicer than their cabins.
[00:11:27] Speaker B: Yeah, yeah. And that's one of those. Again, a decision was made at some point of we have to.
We have to have this for the staff, which may have been a good decision at that time or may have been a bad one. We may have said, hey, we got to take care of our campers first.
[00:11:41] Speaker A: Yeah.
[00:11:42] Speaker B: I remember visiting another camp where the staff lounge was air conditioned, had 14 sofas, had a full kitchen, had all this stuff in it. And then you go in the cabins and there's no ac, the mattresses got holes in them, and the bunk beds are falling apart.
[00:11:59] Speaker C: It's awful.
[00:12:01] Speaker B: So then you're seeing the disconnect. Right. We're taking care of these staff significantly better than we are the campers. Now, I truly believe the staff probably needed a place to hang out. Yeah, they probably did. But the decisions that were made along the way, somehow the core values were not ingrained well enough to where that person didn't say, we should take care of our campers first.
[00:12:21] Speaker A: Yeah. I think the number one nugget I want to give you today, for all you listening, is that we have to be consistent with the story. And I think that's what a great bunch of core values. Now, we started out, I think, with five. We now. And now we're up to seven. Just because the Lord just put some stuff on my heart over the past couple of years and I added to them. But I think we've done a good job being consistent with our story. When our summer, summer staff comes in for training, we're consistent with our story. We'll have people that says. They say, I have an idea, and the next thing comes out of their mouth is, that's core value.
[00:13:01] Speaker C: Yeah, exactly, man.
[00:13:02] Speaker A: It's awesome. That's how indwelled ourselves. Yeah, it's a great culture. Which brings up my second question is what kind of culture do you want to create? Yeah, you know, do you want to create a culture of chaos or do you want to have something? I believe I'm going to chase a rabbit right quick. I believe one of our biggest issues with this upcoming generation is that they don't have a foundation. They have a ceiling. And that ceiling has a lot to do with their thoughts. Whatever they think is right is right. And so there's no foundation, which I'm gonna go and tell you is God's word is the greatest foundation that we can have. So they don't have a foundation. They're literally walking around with these ceiling thoughts.
[00:13:44] Speaker C: Wish we could see it right now.
[00:13:45] Speaker A: But yeah, I know, right? I want to build something I can hold over my head, these ceiling thoughts. And the moment that thought process crumbles, the ceiling falls in.
I want to create a culture where we have a foundation. Number one is God's word, but number two is these core values that we can always look back to them. And when we build a building, is it camper first. How we place our staff on day one of camp, is it, hey, there. The best customer service possible. You know, are we. Hey, buddy. Are we building relationships? Our goal is to never walk by any camper without saying something at all.
[00:14:21] Speaker B: Right?
[00:14:21] Speaker A: And that's why it's hey, buddy. So we'll get into ours. I know you guys are just chumming at the bit and you got your pen out. You want to write ours, all of ours down. You're welcome to steal them too. It's free. I stole them. Them. I made them up out of the vocabulary. Our first one is we yell. And that is to maximize our every platform we have. Jesus. It's not necessarily blood vessel yell. It's the way we present ourselves. We want to always have intentional programming, which. Oh, yeah. Oh, yeah. By the way, all these core values should go into how we program camp.
[00:14:54] Speaker B: Yeah.
[00:14:55] Speaker A: It should be how we set up our dying hall. It should be how we talk to our people when we're emailing people.
[00:15:01] Speaker B: I remember. I remember one of my most impactful conversations. I had summer staff come up to me and talk to me about this after the fact that. Just tell them how they were telling me how it made so much sense. There was one year staff camp. I think it was 2022, 2021. I was in charge of leading the we yell core value talk, where I talked about this core value. In particular. The core value says we yell. It's all about Jesus.
So it's all about maximizing impact. And in that, there was a time right beforehand where we had presented the code of conduct. A lot of you have a staff manual. You have a code of conduct. It might have things like how you should dress while you're at camp, how you should dress while at the waterfront, all these things. For our staff, we do have rules about what they can and cannot wear.
And for a lot of people, it can feel very restrictive, right? It can feel like we're Quakers.
And I looked at all them straight in the face and I said, guys, I'm not asking you to dress this way the rest of your life. I'm not asking you to dress this way the rest of the year.
What I'm saying is this summer, everything we do is about. We yell. It's about Jesus. So why are we asking you to wear this thing? Because it's not about you. Yeah, it's about Jesus. Why are we asking you to not wear this thing, this type of bathing suit, this outfit, this whatever it is? Why are we asking you to behave this way? It's not about you. It's about Jesus. And whenever I reframe that, a lot of people stop seeing it as a rule. They started seeing it as, okay. They're not telling me that I'm going straight to hell if I wear this. What they're saying is we are all about maximizing our platform, and the way that we dress impacts our platform.
[00:16:47] Speaker A: We got a certain prime time, you know, when all these thousands of kids are here, and we've got to maximize every inch of this property to. To give God glory what he's done.
[00:16:58] Speaker C: I tell summer stuff all the time, like, hey, this is a mission trip for these two months. It is almost like a local mission trip. No, you're not going to China or anything, but it's a local mission trip, so put all that focus on the campers.
[00:17:11] Speaker A: I think two great ways to reframe somebody's idea what being on summer staff at camp is. I know we're talking a lot about summer staff, but we also, after we talk about, we yell. We've. We've started really teaching them how to present the gospel, right? Yeah, we're. We're. We're a Lot of group based camps, but our summer staff will always have opportunity to counsel with a kid afterwards and potentially lead them to a relationship with Jesus. And I don't trust what they know.
I want them to know what we expect of how to lead someone to Christ. And also another tangent here.
I make them verbally agree not to counsel anyone on such topics as abortion or homosexuality. If they don't agree with the stance of the camp, I just tell them for them back to me or their youth pastor. If you, if you know, I don't agree with. And I go through what we would, what we, what we, what we believe. Yep.
[00:18:16] Speaker C: That's all on day one.
[00:18:17] Speaker A: Yeah.
[00:18:17] Speaker C: That you talk.
[00:18:18] Speaker A: It's, it's definitely a fire hose.
[00:18:20] Speaker B: I think also I think whenever we say we yell it's all about Jesus. This core value, it also gives some freedom that like on those, what I would call like secondary issues that are really cultural right now, it's giving a lot of freedom to be able to say, I'm not really here to talk about that today. I'm here to talk about what Jesus did for us on the cross. And you can refer them back to someone else. Right. It gives them some freedom. Whether they agree or not is irrelevant. It's all about Jesus here. And then those other things, if they don't agree with us on, then we can just refer them back to you. Refer them back to youth pastor. Refer them back to another pastor figure in their life.
[00:18:59] Speaker A: Yeah. So all you camps listening that you have, you know, 100 individual kids come in, you hire 75 summer staff and they're sitting in cabins with these kids. You may be disagreeing with what we just said.
[00:19:11] Speaker C: Right.
[00:19:12] Speaker A: You got to understand we are group based. So not only if Sarah comes up and wants to talk about abortion or whatever, sure, yes, I'm going to give her what the Bible says. But it's really not my, my role, not a summer staffers role if they're not totally secure with talking about that issue. And they need to refer them back to the youth pastor.
[00:19:33] Speaker C: Right.
[00:19:33] Speaker A: That brought them or their small group leader, et cetera, et cetera. So you got to make sure you, you, you get the context of what we're saying here. We're more group based in the summer. You guys may be more individually based. That conversation between one counselor and one kid that's been there for a whole week may look a little bit different than us being having to be responsible to the group leader as well. With the content that was told.
[00:19:57] Speaker B: Yeah, yeah.
[00:19:58] Speaker A: Our second core value Is hey, buddy. Yep. Very simple term. I use the word buddy a lot. A lot of these core values come from something I've kind of went through in my life or my bad habits. And I say, hey, buddy a lot. And I wanted to make sure that our staff knew that it's. It could be somebody's first day at camp. You know, they may have never been here before.
[00:20:21] Speaker C: Yeah, tour guide.
[00:20:22] Speaker A: Yeah, you got to be a tour guide. You got to be somebody that can look at a kid and say, hey, buddy, how you. By the way, Noah Carter produced. And over here in the corner, he's the best. I just want to say shout out to Noah, but, hey, buddies, us becoming a relational and best friends with anybody in 20 seconds or less.
[00:20:39] Speaker C: Evangelism tool.
[00:20:41] Speaker A: And I think that you will constantly hear our summer staff be like, hey, buddy. Hey, buddy. Hey, buddy. So it really gets into it. So instead of us saying, be nice, you know, or let's use a big word. Be relational.
[00:20:55] Speaker C: That's a big one.
[00:20:56] Speaker A: Relational is our core value. Well, that's kind of boring, you know?
[00:20:59] Speaker B: Yeah.
[00:21:00] Speaker A: Hey, buddy is like something that they will go out joking about. Hey, buddy. And I tell them, man, you can high five. You can say, hey, hey, darling. Hey, hey, boo boo. Whatever you want to do. But hey, buddy gives. Gives the meaning across of, let's be relational to every single person we see. Because if our summer staff's not being relational, we did a terrible job in summer and picking them and training them also in staff camp.
[00:21:24] Speaker B: Yeah, let's draw the line for people so that they know how a core value like this transcends not just how the staff operate.
Whenever I took over kind of our camp store and retail operations, one of the things I said was, we're going to choose products that help this core value. I don't know if anyone has ever tried to talk to a middle school boy lately, but they are a lot easier to talk to with a blue slushie in their hand.
[00:21:52] Speaker C: Yeah, it's 100%.
[00:21:53] Speaker A: 100%.
[00:21:54] Speaker B: It's a lot easier to be able to bond with that middle school girl whenever she's excited about this drink that you just made in the camp store. Right.
That lollipop as big as her head. Right. Those types of things is very easy for a staff member to be able to put that in a kid's hand and say, I hope you have a great day to see a kid walking across the camp. And you say, hey, is. Do you like that drink? I'm. I remember the first time we made It. Right. Being able to use that as a connecting point. Right. So it no longer just impacts how the staff acts, but the products that you sell in the camp store are now a relational incubator. Right. It's another factor for sure.
[00:22:32] Speaker A: Amen.
[00:22:32] Speaker B: Use. So that's just one example of how core value can permeate through the rest of the org. Not just what you think.
[00:22:38] Speaker A: Yes. Let's chase this little rabbit right quick. Chick Fil A has hurt us all.
[00:22:44] Speaker B: They have set a very high standard.
[00:22:46] Speaker A: You gain too much weight. That's not what I mean.
[00:22:48] Speaker C: My pleasure.
[00:22:49] Speaker A: My pleasure has hurt us all. Because if you go to another restaurant and that person says, my pleasure, you're like, yeah.
[00:22:58] Speaker B: You're like, oh, Chick Fil A started.
[00:22:59] Speaker A: Yeah. You're trying to snake it from Chick Fil A. Yeah. We've tried to figure out little, you know, campy statements like have a campy day.
[00:23:08] Speaker C: Have a campy day.
[00:23:09] Speaker A: That the kids that are in my email. Yeah. That are in our retail space spaces can say, have a campy day just so we can expand the relational brand just a little bit. And I'm, I'm sure if anybody listen to this, has thought of that same idea, you automatically go back to Chick Fil A. You know, it can't be in my pleasure because everybody knows. But hey, have a campy day. If you say that at your camp, you're getting it from us. Right.
That kind of hurts though, because they've set the bar so high. I don't, I don't know how in the world. And maybe you can email
[email protected] how in the world does Chick Fil A get a bunch of teenagers? These are not. Most of them aren't 20 somethings.
[00:23:51] Speaker B: Yeah. You go there for the dinner shift and it's mostly high school and college.
[00:23:56] Speaker A: Age kids and they're all saying, my pleasure.
[00:23:58] Speaker C: They got a great culture there.
[00:24:01] Speaker A: Yeah. I'm assuming they keep this core value or this responsibility up front with a lot of accountability.
[00:24:10] Speaker B: Yeah.
[00:24:10] Speaker C: Yeah.
[00:24:10] Speaker A: So why are we. Y'all remember NC State motto. Why not us?
[00:24:16] Speaker C: Yeah.
[00:24:16] Speaker A: You know, why can't we feel like we can hold people to that certain level of accountability.
[00:24:22] Speaker B: Yeah.
[00:24:22] Speaker A: Of saying, hey, we're going to be. You pass a kid on the sidewalk, you're gonna speak to him.
[00:24:29] Speaker C: Yeah.
[00:24:29] Speaker A: Hey, buddy, have a campy day. You know, I think it's all about keeping people accountable. We're getting to a point where, you know, we feel like we can't be as upfront with people because my hurt Their feelings. They might potentially quit as a summer staff. They're getting paid beans anyway. And I think we got to move past that. We've had plenty of summer staff quit playing. Staff quit. And God's always taking care of the details. And if you believe in God to take care of the details in your organization, I think he will continue to do that. The next one. Number three. See a need, meet a need.
[00:25:02] Speaker C: Yep, that's my favorite one.
[00:25:03] Speaker A: Yeah, this came from a actual. I think it was evangelism explosion I took in college. And they. They just. I don't know where it came from, really. See a need. Me need. Basically, if you see somebody in need, meet that need and share Jesus with them. Yeah. So I'm all about cutting grass and picking up trash and all that. But see, you need meet is if you see it, don't wait on somebody else to do it. You know, you get that blessing of going and doing. How. How's that core value kind of panned out in Yalls life, I think.
[00:25:32] Speaker C: Just also thinking also the camper priority. So I'm seeing the need. Meeting the need. But is it prioritizing the camper, you know, first, or is it prioritizing, you know, myself, you know, I might have to do a few things on the computer, but is there something we need to do before the retreat? Picking up trash, you know, something like that? So seeing the need beat the need.
[00:25:52] Speaker A: We also got a term now.
[00:25:54] Speaker B: Yep.
[00:25:54] Speaker A: This is a now thing right here at Crowders camps. So a now thing is, hey, man, it's Friday. The group's coming in. This is a now issue. Right now issues kind of take priority over any other. Well, we need to get this done. But that's not a now issue.
[00:26:08] Speaker C: 100%.
[00:26:08] Speaker A: We could take care. What about you, Nate? See any meeting?
[00:26:11] Speaker B: Yeah, I mean, I have found a lot of joy in During a meal shift work in the dish station.
There have been multiple times where we've had staff members or volunteer our high school intern program. They'll say that they're exhausted, right. And so I'll tell them all for a meal shift to go take some time off and I'll literally do the whole station.
And I have the best time because I literally can go and talk to campers and say thanks so guys. And it's a three second encounter. But it can change how they perceive the dish station. It's a really messy place normally and it's a great option again. It's one of those things where I saw the need from a camper perspective. Because you got to have a place to take your dirty dishes when you're done eating, for sure. But also, there's a need on the staff side. Right. Because they were tired. So using moments like that to say, okay, I see there's a need on both sides of the coin here, so it's probably important. So now I need to take care of it.
[00:27:11] Speaker A: Isn't it great, though, to serve in something you love to do?
[00:27:14] Speaker B: Yeah, like, it's one of those things. The dish station is also good in this particular case, because it's one to two hours of my day. And then once I'm done with it, I'm done with it. It doesn't take up any more space in my mind. Just like, I'm. I'm just done.
[00:27:28] Speaker A: Just think, man, if everybody. If you saw a need, you went and met that need. But if everybody was working in stuff that they actually enjoyed.
[00:27:36] Speaker B: Yeah.
[00:27:37] Speaker A: For me, grabbing a weed eater is not an issue. Grabbing a blower is not an issue.
Yeah, it's not worth picking up. Honestly. I walked over a piece of trash on the way up here.
[00:27:46] Speaker C: Good job.
[00:27:46] Speaker A: I should have reached down. Did you see it?
[00:27:49] Speaker C: Oh, you didn't get it.
[00:27:50] Speaker A: I didn't get it. Oh, man, I didn't get it because I have my hands full and I didn't get it. But we don't have any groups here right now.
Back to the office.
[00:27:57] Speaker C: But good job, Good job.
[00:27:58] Speaker A: But any. Great to work in. In. In the spot where you're excited about working. So just think if everybody did that.
[00:28:05] Speaker C: Yeah.
[00:28:06] Speaker A: If everybody worked and seeing the need and meeting that need in the areas that they already loved, man, we would be absolutely invincible.
[00:28:14] Speaker B: Yeah.
[00:28:15] Speaker C: The production of being able to get things done, too, it's just like skyrocket.
[00:28:19] Speaker A: Yeah, exactly.
[00:28:20] Speaker C: You know, they're wanting to get done.
[00:28:21] Speaker A: There's some people that are creatives, and they're not necessarily the trash picker uppers, you know?
[00:28:26] Speaker C: Yeah.
[00:28:26] Speaker A: But they'll take care of you. The worst area really well.
[00:28:29] Speaker C: And the barn's pretty.
[00:28:31] Speaker A: They're really proud of it.
[00:28:32] Speaker B: Yeah.
[00:28:33] Speaker A: And they take care of it.
Need core value number four for us is. I have an idea. This goes all the way back to when I was in youth ministry. Nathan Vest, our operations guy, who you'll meet here pretty soon, I would always go up to him. He's always been the person that I'll have the idea and he'll create the. The idea. We've. We've done so many crazy stuff like bull riding with garage door springs hanging from the Top of a. Of a gymnasium.
[00:29:01] Speaker C: So good.
[00:29:01] Speaker A: So I'll go to him and say, hey, man, I have an idea. So it just became the little coined tone or word quote. Hey, I got an idea. He knows every time I say that something's crazy, probably gonna come out of my mouth.
[00:29:15] Speaker C: He's ready to go.
[00:29:16] Speaker A: Yeah, sometimes.
[00:29:17] Speaker C: Sometimes, sometimes, sometimes.
[00:29:19] Speaker A: But it's really spread out in our staff now because we want to be as creative and as productive as possible, so we want to constantly reinvent and experiment. So how you guys. How have you guys seen that work out in our organization?
[00:29:35] Speaker C: I think we've set some boundaries, you know, the last year. You know, instead of someone just saying, oh, I have an idea, and then they go do it. You know, we have our chain of command.
[00:29:44] Speaker A: Ye.
[00:29:45] Speaker C: You know, we. You know, we go to our management team. You know, we go to the executive director, and then they ultimately get the call instead of someone just aimlessly going to get the idea and. But the idea might not be the best idea.
[00:29:57] Speaker A: Yeah, it's a good idea. It's a good idea. And they become a bet, right?
[00:30:01] Speaker C: For sure.
[00:30:02] Speaker A: Just because they get some people with some wisdom and longevity behind it. Because we do have an intern program here called Camp Leadership University. We would love to talk. To talk about that on the show as well, for all you guys thinking about how can you start a program like that.
[00:30:16] Speaker C: Yeah.
[00:30:16] Speaker A: You know, they come in with their youngness and ideas that are raw, and some of them are great, and. But we had to. Most time. Most. Most of the time, we have to, you know, tweak some stuff. What about you, Nate? I have an idea. You've been in the. You've been in the creative side of Crowder scamps, too. So, yeah, you've kind of been in a lot of different sides.
[00:30:33] Speaker B: I've seen it in a lot of different ways. I think the. The biggest part of this core value is that we're consistently willing to challenge the norm.
[00:30:42] Speaker C: For sure.
[00:30:43] Speaker B: I think about how many times the menu will change before the summer comes around of what we're serving in our food area retail menu, what we're selling in our camp store, all the way to the schedule. There's a lot of stuff that Jay will throw a wrench into the program team and come up with a new idea because he doesn't want it to be predictable. Right. It comes from a place of the core value of, like, we want to be consistently getting better, consistently optimizing everything we do. And it requires new ideas consistently. And I think that commitment to Continue to grow is a big part of leadership. Right. The commitment to continue pushing what we do and changing what we do. There have been multiple times where we would try something and it would fail. Like. Absolutely. But I still think it was a valuable experience.
[00:31:36] Speaker A: And we have a great story right there.
[00:31:40] Speaker B: There have been multiple things, even the past year that I could say that did not go the way that we thought they were going to go. And we learned something out of it.
[00:31:47] Speaker A: Yeah.
[00:31:48] Speaker B: And. But we weren't afraid to have the idea.
[00:31:51] Speaker A: Yeah. Now it's. It's terrible when. When the idea costs a lot of money.
[00:31:56] Speaker B: It is.
[00:31:57] Speaker A: I'll give. I'll just be flat out honest. We're going to be honest on this program. We spent $19,000 on laser tag equipment last year. And my idea was that we was going to charge was $3 a game, $5 a game.
[00:32:10] Speaker B: It was more than that. It was like 10 bucks for a game. I think for like either 30 minutes or an hour. Yeah.
[00:32:17] Speaker A: And we, per session, didn't hardly make any of the money back.
[00:32:20] Speaker B: Yeah. Now nobody really wanted to pay the extra cost.
[00:32:23] Speaker A: Yeah.
[00:32:23] Speaker B: When they got here.
[00:32:24] Speaker A: And Jesse with Savannah Bananas, he says that every. Every price point is a pain point.
[00:32:30] Speaker B: Right.
[00:32:30] Speaker C: Yeah.
[00:32:30] Speaker A: And so if you're asking kids to pay another price after they pay the price to come to camp, that's a pain point for parents. And what we're trying to decide as a camp is, you know, do we raise our price? Why not us? You know, what do we raise our price to offer everything a la carte. So there's no pain points in between the process there of doing that.
[00:32:52] Speaker B: Yeah.
[00:32:53] Speaker A: The, the last one, the last core value of the original five was there's two things everyone says. And for all you listeners out there, you're like, what? That's a core value. You gotta know the context in almost every tour that we do.
[00:33:09] Speaker C: 99 of every single tour.
[00:33:11] Speaker A: Yeah. And you. You will catch people saying it. They say two things, man, this is awesome. And I didn't know this place was here.
[00:33:18] Speaker C: Every time, man. Every time.
[00:33:20] Speaker A: I mean, because they literally live 45 minutes away and they're like, I had no idea that I didn't even know there's a mountain near.
[00:33:29] Speaker B: Yeah.
[00:33:29] Speaker A: You know, but they say that God gets the glory, we get the servant. God's created a great ministry here. And I know all you listeners out there, you. You have a great ministry, too. And that's the last one we. We've. We've. We summed up for probably eight. Eight years.
[00:33:46] Speaker B: It wasn't until really it was nine years. Because you didn't have the sixth one until last year.
[00:33:51] Speaker A: Yeah.
[00:33:52] Speaker B: And then you had the seventh one this year. So really for five years. No, not nine years. We had five core values consistently.
[00:34:00] Speaker A: And I love it because we'll have some of our full time staff, they'll end their prayers with God. You get the glory, we get to serve you. You know, just creating that servanthood, leadership.
A lot of our summer staff, they'll use that too. God gives the glory, we get to serve you. I'm so proud of how we embed our core values into our team.
[00:34:19] Speaker C: I just think it helps the guy gets the glory. It's just we get to serve him. So biblical man.
[00:34:24] Speaker A: It resets your heart and your motivation. I try to keep our team not to be task based. I want us to be mission focused. And that's a nugget for all you guys too. So last year I added another one. It's called hey there, Context on theirs. Just offering the best customer service possible. I was at a football game. We were sitting in the wrong place. There was some people there with some season tickets. They just kept on yelling at us, you're sitting in the wrong place. You're sitting in the wrong place. Not one time that the season ticket holder ever say, hey, can I just help you? But instead, it almost became a feud, you know, right there. Made some our girls that was with us, our daughters cry. Our daughters. It's not your daughters. It's my daughter.
[00:35:08] Speaker B: Yeah.
[00:35:08] Speaker A: My daughter's drive.
[00:35:10] Speaker C: Yeah.
[00:35:11] Speaker A: Whoa. And it was. It was so. It was so infuriate, infuriating that nobody said, can I help you? And so I came back to our staff and said, guys, God's. God's kind of just nailed me with this. Why are we not offering the best customer service? Every camper you see, every retreat kid you see, it may be their very first one.
[00:35:31] Speaker B: Yeah.
[00:35:32] Speaker A: And a lot of times we do camps week after week at the week and our summer staff and even our full time staff at your place and at mine, we will get a little bit lazy and think it's just a regular number.
[00:35:44] Speaker C: Regular Monday, same week, same people.
[00:35:47] Speaker A: Same people. Yeah. Everybody knows where they're going. Everybody knows where cabin 18 is. They don't know what cabin 18 is.
[00:35:52] Speaker C: Cabin 20.
[00:35:52] Speaker A: Nobody knows. He's a guy here. Yeah. And it helps us kind of reframe our brain to offer the best customer service. Always say, hey, what you need where you head? What can we do for you? What'd you guys think? Whenever I broke that out that day and all started another core value.
[00:36:09] Speaker C: I just remember now you talking about that story. Now you got a story. And now you're. You brought it to the camp. And now we can now avoid, you know, situations like what happened to you at that stadium. So, you know, that. That's a really good reminder of us, you know, trying to avoid, you know, that same, you know, tragedy, if you will.
[00:36:30] Speaker A: Right. It was. Well, let me tell you another story. We had a. Some of our staff was giving a tour and another group was here setting up. Yeah. And their sound person was kind of being rude walking through the worship center and stuff while we was giving a tour. And that really made our staff kind of ill about that.
[00:36:49] Speaker C: Yeah.
[00:36:50] Speaker A: That's the moments where we had to reset. Hey there.
[00:36:53] Speaker B: Yeah.
[00:36:53] Speaker A: Because all of them are campers, mission focused. It doesn't matter if you're 50 year old. If you're a 50 year old person and you come to camp with a group, you're a camper, right? Yeah. That's another mentality that we changed. What else have you guys solved? This core value. Hey there. That's really helped us out.
[00:37:09] Speaker B: I think it positions. It positions people to meet the needs of campers.
I think about, like, moments where this has come about.
There's a girl who has come to camp for the past couple of years, and she came with her mom and she. 20, 21. No, 20, 22. One of those two years, she came up to the dining hall and she was kind of wandering around and she apparently had missed lunch.
And I was like, okay, well, I have some things up here. Maybe I can give you something to hold you over till dinner. Like, here's what I have. And one of the things I said was an apple, Right. I had, like, just a plain apple that we normally set out during meal service. People to grab and go. Well, she was like, okay. And then so they got an apple. The mom tries to go get a plastic knife out of the dispenser to cut this apple.
[00:38:01] Speaker C: Wow.
[00:38:01] Speaker B: Out of the. For the. The girl to cut it in apple slices. Right. And so I just looked and she would, like, reach over. I'm like, hey, do you want me to, like, cut that for you? Like with a real knife? Like, do you want to go cut it in the back and bring it back out? And they're like, oh, that would be great.
So me just like literally watching these people wander around, turn into that moment. Turns out, comes back to camp next year. I'm wearing my name tag that says Nate, the Mom comes up to me, I'm at the dish station that day. I remember I was at the dish station, and I was literally bebopping around, throwing plates and saying, hey, what's up, guys? And throwing a plate out there. I mean, it was great. Well, this mom came up to me. She's like, oh, my gosh, I remember you. It turns out that day my daughter was going through a lot of stuff, and she had had a friend pass away, and it was just a terrible year for her. She was going through a lot of stuff that day at camp when she missed lunch that day because she was in her cabin crying with her mom. She ended up giving her life to Christ that day.
And she found a lot of restoration in her relationship with her mom that day.
They were able to have a heart to heart in that cabin, and they missed lunch because of it. And she said, I will always remember Nate that gave us an apple because that was such a transformative day. I would have never had that opportunity if I wouldn't have just saw them wandering around, poking around the kitchen and being like, hey, what can I get for you?
[00:39:26] Speaker A: Yeah, yeah, that's good.
[00:39:27] Speaker B: And so that's just like a moment where a core value came to life.
[00:39:30] Speaker A: Yeah. You know, you the apple, ma.
[00:39:32] Speaker B: Oh, man.
[00:39:35] Speaker C: Guys, I'm.
[00:39:36] Speaker A: I'm here.
[00:39:36] Speaker C: I'm here, I'm here.
[00:39:40] Speaker A: I love it. You know, there used to be a lot of stuff that I would get ill about.
[00:39:43] Speaker B: Oh, yeah.
[00:39:44] Speaker A: I mean, about the only thing that really will get me when a group's here, somebody drives across the office grass in a vehicle. That's worse, man, because they're blocked in. But I've come to the realization that this is their camp. And that used to be our motto. Not main motto, but we used to market with that. Hey, this is your camp. When we first started to give group leaders that own, that feeling of ownership, this is our camp, and it is their camp.
[00:40:11] Speaker B: Yeah.
[00:40:11] Speaker A: You know, now we don't want people spray painting, you know, in. Inside the cabins and stuff. Right, Right. But there's certain things that we've got to let go of as leaders and quit making it because honestly, tarts on the grass, tarps on the grass. That's. That. That's. That's a huge deal, though.
[00:40:27] Speaker C: It is.
[00:40:28] Speaker A: And the reason why is we got.
[00:40:29] Speaker C: A sign for it because it kills.
[00:40:30] Speaker A: The grass for the next group, right? Yeah. Then the next group. The next group for sure. So that's like a domino effect. So we made this huge sign that says, only leave tarps. Out on wreck field for 30 minutes. Because if you do it. And they do that in June, July.
[00:40:43] Speaker C: Yes.
[00:40:44] Speaker A: It's a dirt field instead of a wreck field.
[00:40:46] Speaker B: Yeah.
[00:40:46] Speaker A: So certain of the things that we've kind of come to terms with and we made signs and. And we can give some encouragement, love for sure. Now I don't do this.
[00:40:54] Speaker B: I know one other example.
[00:40:55] Speaker A: Yeah.
[00:40:56] Speaker B: Do you remember the little conversation that we had a couple of years back where we were talking about outside food?
[00:41:04] Speaker A: Yes.
[00:41:04] Speaker B: People bringing in outside food, whether it be a church group or a parent or a camper smuggling food in. Right. We consistently before this were always like, hey, we want to avoid outside food. We have a, you know, cafeteria that will do all your meals, and we have a camp store for retail. We want you to buy stuff there. It was our way of trying to make a little bit of extra money to help pay for camp. Right. Well, what we found was that these people that were coming in, these moms, mainly the moms, actually were so heartbroken and upset that they could not go buy chocolate chip cookies for their campers and give them to them. They. It was to them that was a ministry ending conversation. As soon as you told them they couldn't have their chocolate chip cookies, they were like, oh, my ministry's done.
[00:41:53] Speaker A: Yeah.
[00:41:53] Speaker B: Yeah. And so what we found was, was that, hey, we just needed to have that conversation and figure out what was most important to the campers. In this case, the moms were coming to camp, too. They were campers. And what we found was that the little bit of money we might make was not worth the hard conversation.
[00:42:11] Speaker A: That whole thing was just all about money.
[00:42:13] Speaker B: It was so, again, to stop it.
[00:42:15] Speaker A: Again, camp leaders, raise your price.
[00:42:17] Speaker C: Yeah.
[00:42:17] Speaker A: And I hate saying that because when I first started doing camps 20 years ago, my. My vision statement was this. Do camp as affordable as possible with all the bells and whistles.
[00:42:28] Speaker B: Yep.
[00:42:29] Speaker A: That means if I could get moving lights. I used to have these lights. I think we called them MXPs or something like that. But they was basically just hooked to the music. They just make way, you know, lasers.
[00:42:40] Speaker B: Like this, lights, little dancing for during worship.
[00:42:43] Speaker A: Yeah. It was like DJ beautiful. But I would do anything I could to have every bell and whistle ye at an affordable price. But I'm telling you, us as camp leaders, we're sitting there, you know, Nichola and Diamond, our groups like the story you just talked about keeping them from going. I remember Summit church guy comes up to me. Some of the pastors came up on the last night of camp and like, hey, Jay, we want to feed our whole group now. Whole groups. 175. We want to feed our whole group hot dogs. What can we do? You got to got a grill I can use waste over to our other location to use the grill over there. I said the only thing I would ask you to do is to potentially, potentially do not do it in front of everybody.
Because I didn't want, you know, Jerry's group that, you know, he brought seven people to camp, see their group leaders handing out hot dogs to everybody and feel bad about it. But I've stopped that because I just. We're here for. For the experience, right?
[00:43:43] Speaker C: Yeah.
[00:43:43] Speaker A: We want these kids that have the best experience. You got a young lady that don't eat nothing but cheese pizz. Domino's, right?
[00:43:50] Speaker B: Yeah.
[00:43:50] Speaker A: Let their group leader go get him a cheese pizza from Domino's. We want them to hear the gospel, have life change, be discipled. And that gets to our last core value, which is brand new. Just been here just about three or four months now. But campers first. First, a nugget for everybody in this room.
Go read Savannah Bananas. What's Jesse's last name?
[00:44:12] Speaker B: Jesse?
[00:44:14] Speaker A: Oh, I don't remember, but I hope to have him.
[00:44:16] Speaker B: It's called fans first.
[00:44:18] Speaker A: It's called fans first. It will wreck you. I went on a cruise and I have to go off to places to actually read books around here because I have no time. But I started reading this book and I was just like, wow, we've got to have a camper first mentality. Guys, this is not just about the administrative side. This is about programming.
[00:44:36] Speaker C: Right.
[00:44:37] Speaker A: This is about food. This is about helping, getting campers to choose tribal names. Why in the world. Here's a great question for you. Why in the world would mean they and Noah. Noah sit in a room and decide what the tribe names are going to be. The summer tribes are battles with big groups. Yeah. When we could put it out on social media, have some kids, give some ideas, and also have ownership in the camp.
[00:45:03] Speaker B: Yeah.
[00:45:03] Speaker A: How about that favorite shirt? The shirt that you think is going to sell out in your camp store this summer? Why not put the designs up on your social media page? Cause that interaction with campers and parents get them excited about it. Can you imagine that young lady that maybe sent in a design? Hey, what do you think about this one? And we printed it.
[00:45:25] Speaker C: Yeah.
[00:45:26] Speaker A: Her life would be changed with positivity. I mean, she would be so pumped. It was pathetic. So that's where campers first. Now, you guys, you were out There in the audience. How did that change the way you guys think about your departments and your ministries?
[00:45:43] Speaker C: On the program side of things, we've already seen a huge impact of simply just doing the campers first core value with kids camp. We already had a plan for the theme for kids camp.
We decided to, hey, we're going to put out some themes and we had a huge bunch of votes. These parents, you know, showing their kids, you know what, what's, what's up with this kids cam email and our whole theme changed just because they simply chose it program camp.
[00:46:12] Speaker A: Now hang on, why did what it change was something more relevant to the kids.
[00:46:15] Speaker C: It was way more relevant when we.
[00:46:17] Speaker A: When we had a bunch of 20 year olds trying to figure out exactly what's going to be relevant to a nine year old. Sure.
[00:46:22] Speaker C: So a new movie's coming out, you know, when it comes to Sonic and everything. And all these kids are loving, loving that next level kind of thing. So that's why what our theme is going to be for next year on.
[00:46:33] Speaker A: A stud camp side of the table, we wouldn't put out. Hey, what, what, what do you guys think our theme should be? Because we have spiritual. A biblical.
[00:46:41] Speaker C: Right.
[00:46:42] Speaker A: I encourage you listeners, listen to this. We have a biblical plan, a seven year biblical plan. Yeah, I won't and this is going to be another whole podcast. But I'm all about giving them something different than the church gives them 100. You know, the church every Wednesday night they're talking about something. But then as Jesus died on the cross and rose again. Do you want to be saved? That's great.
We go into some very deep dive stuff here. Our morning sessions are almost, you know, year one of theological studies. And I think our leaders are accepting that and they want that. That's one reason why our camp sold out in four hours. So the proof's in the pudding. So go ahead, continue on.
[00:47:21] Speaker C: And also, you know, with program camp, we started doing the votes for theme nights. So we have all these students on social media, you know, checking that out. Nate and B have done a great job of just simply just posting that on social media, just doing a little story and you know, we've seen great results from that.
[00:47:37] Speaker A: I can even see. Get as far as what's your favorite camp food?
[00:47:40] Speaker C: Exactly.
[00:47:41] Speaker A: If everybody comes out says that chicken sandwich or that orange chicken, we gotta keep it. We wouldn't know. We have a sign based on your votes in July.
[00:47:49] Speaker B: Yeah.
[00:47:50] Speaker A: This is your favorite camp food. Yeah, man, I voted for that.
[00:47:54] Speaker B: Yeah.
[00:47:54] Speaker A: That's so cool.
[00:47:55] Speaker B: The Other part that I've seen is, like, in multiple different departments. Mine is that I would see this as, like, food is the main area, but there are multiple different departments that I think it has changed. We are now, how do I say? Not afraid of the work.
[00:48:13] Speaker A: Yeah.
[00:48:14] Speaker B: In order to put the camper first, a lot of what we're experimenting with in food service is a couple more, like, homemade items. Like, we're working on, like, a homemade focaccia bread for a pasta night, like, from scratch. It's a lot of work.
[00:48:28] Speaker A: Yeah.
[00:48:28] Speaker B: But the campers love it. Okay, maybe we should do it. We've talked about we. Whenever campers arrive on the first day, we put warm cookies in their cabin. Like, that's what we do. We've done that for two or three years now. So whenever they show up, there's a box of cookies, chocolate chip cookies, waiting on them. Them.
[00:48:45] Speaker A: Hopefully that one kid don't go in there and eat them all.
[00:48:48] Speaker B: Hopefully Cookie monster. Yeah. We can't always control that, but yeah, we put a box of cookies when they show up. It's a lot of work. You know, we're baking cookies on a day when normally what's already pretty busy, and we're trying to get them into cabins on time and all this stuff.
There's that. And then the other thing is just having options, you know, with. With a lot of our food service and retail, we're looking at, okay, instead of having a set meal of this is what you're serving. Right. It might be a meet in three or whatever you serve at your camp. We're doing like, multiple different options. For example, what would it look like for us to serve burgers and chicken sandwiches on the same day to give people options? Because we believe that we don't want that lunch to be a ministry ending event. If someone doesn't eat beef and then they come in and the only option is a burger, well, then all of a sudden their ministry that day is highly diminished because they're super hungry all day. Right.
So just ask yourself what's possible and what work are you willing to do for that camper first experience?
[00:49:52] Speaker A: And let me define camper first. Camper first is anybody that drops onto your location past the gate, if they get past the gate, they are considered a camper for a long time. You know, it was. It was all about, you know, how. How is our Instagram feed working? Are we getting a lot of likes? That means the kids like us. And then you'll go through periods of time where you're like, okay. Who writes to check.
[00:50:17] Speaker B: Yeah.
[00:50:18] Speaker A: You know, who. Who actually chooses to come back to camp. And it's really not fair to compartmentalize a camper. A camper's every single person. We've learned. And this is a nugget for you. If you are a group based camp. I've learned to kind of capture the motto, take care of the leaders, they'll take care of the kids.
[00:50:38] Speaker B: Yeah.
[00:50:39] Speaker A: And I think that might transfer over to if you're an individual base camp summer staff. See, we're. We're group based at Crowders Ridge and at Crowder Springs. We're individual based because without great leadership, you can't give camper first ideas or answers. So it's very important that you do that.
[00:51:02] Speaker B: Yeah.
[00:51:03] Speaker A: So I hope you guys can see the difference. And really knowing your core values and living those core values out, I mean, here's three great guys on my team. They all know the core values. They know exactly what they mean. They try to work them into their programs.
I think it's incredible. So if you've not went over your core values with your staff, I would break those bad boys out, Just kind of see how you can spice them up a little bit. That's not something that's got to have a board approval, you know, or anything like that. I mean, the core value is how you run and what kind of culture you want to build at your camp. So have a campy day.
[00:51:37] Speaker C: Yes. Have a campy day. Yes.
[00:51:40] Speaker B: See you guys next time.
[00:51:41] Speaker A: See you on next episode. God bless.
