Simon Mathews

I think that's where you get a foundational relationship that you can build a culture on top of, if that makes sense.

Yeah, I think I'm going to reject the premise of bragging on myself, first of all.

They're major leaguers for a reason, right?

And I think that overall, what we were able to do a really good job of in Cincinnati as a collective pitching group was...

identify and preserve and then create a feedback loop that like got guys back to what they're supposed to do.

Right.

So a great example is, is Tony Santay on who just had an absolutely monster year out of the bullpen with the reds, 80 appearances, right.

Just took the ball every single day.

And this man is a gigantic human with an angry fastball and a banger slider, right?

All we're trying to do is keep him on the rails.

and keep him available and we were able to put in some systems that were able to identify earlier hey as tony starts to get tired or feel the effects of the fact that he's on track for 80 appearances he's going to pitch every other day for six and a half months right um

How do we, how do we get him back to that?

And that's looping in different departments.

That's looping in strength and conditioning and sports science, as well as pitching, as well as the front office and analytics group.

Right.

And I think that's, that's where I thrive more, more so than anything is like, I'm not going to be the one who feels like I have to solve the problem by myself.

We're a majorly group full of subject matter experts that I want to bring in and

And I welcome and need their feedback, right, when it comes to keeping world-class athletes at the peak of their potential.

Uh, that's a great question.

Um, I think being really diligent about the work in between, um,