 How do we keep everyone engaged with transformation? Right, keeping your staff engaged during transformation or even just done it daily, just with all the changes that happen. I think it's critical in every organization. And I don't think when it doesn't happen well, it's not nefarious or somebody was trying to keep someone out of the loop. I think a lot of times there's just not a formalized internal communication strategy and plan of how we're going to pull people in, keep them informed over time, let them know when impacts are going to happen to them. And then you're always sort of playing catch up. And if you're doing that by the time you get there, you know how it is in any kind of decent size, human community, the room or mill will start to flow. And so then you're going to walk into a room that's already full of anxiety. We like to recommend get on top of this from day one, make everybody be a part of it. You might not be an active part, but you should at least know what's happening within the organization. And to an earlier point I always like to make is, and then you understand why that's happening. Now, not everybody might agree, but if it is always in the best interest and they were allowed to voice their opinion, we can at least capture that, right? It is great to also hear when there's staff that don't agree. We know why don't they agree? Maybe they really are voicing a concern that needs to be taken into consideration for the plan. Doesn't necessarily mean the plan has to stop. So I think that's important too, but you want that communication to flow both ways. You really do want honest input that you'll consider and you want to give feedback back out on your progress to keep everybody moving. Then you just got to think about the intervals because change fatigue is something we hear often too. So really it's like not everyone has to be in every meeting on everything at all times and really think about who needs to be in which parts of that transformation effort a little more involved than others.