 Moving on to the topic of talent, we know that the war for talent is real and having the right talent strategy is essential for organizations to stay ahead. Having managed large complex international teams, what's your philosophy in hiring and cultivating high-performing teams? Getting a right fit is the most important. Finding people is always a challenge. There is always demand for top talent and therefore the challenge for us is always once you get them on board is to find enough of a career path and interesting things to keep your talent with you. It's never just pure dollar and cents. I mean obviously you need to reward them for what they are doing but at the same time you need to keep them mentally challenged especially the very good ones. And also I personally find that having a very strong team culture where it is very cohesive actually can also help bind the people to your team because it becomes less of a push factor and I mean whether you like it or not at work there's bound to be friction. So if the team is generally cohesive but when they come to disagreement on work matters you know it doesn't blow up and there's more teamwork to be able to get around those issues. Try and build people from there and from various backgrounds. I always keep an open mind. I take technical capability as a given up to a certain level and therefore when I'm looking for people to join the team I tend to look for the softer attributes such as characters and attitude which actually can make and break someone regardless of their actual academic talent. I'm hearing three different themes culture, diversity and soft skills. Perhaps I can elaborate more about having diverse talent. Essentially it's very easy for organizations to hire people from the same industry because it's easier to adapt to reporting requirements and industry nuances. However that might perpetuate group think and there's a danger of solving problems the same old way. So what we encourage organizations to do is to broaden the talent pool, look beyond the immediate industry that they are in maybe adjacent industries or industries which has best practices in terms of finance function and you know they could bring something new to the table and one example that I've done recently was placing a candidate from a pharmaceutical industry into a logistics business. So the impact that the individual brought to the table was tremendous because he was very customer centric, he was very focused on getting the operations right and lifting up the morale of the organization because he was handling a much bigger team and then he was subsequently asked to do a role that is managing a smaller team. So he was very used to inculcating the right culture, the right beliefs and really setting the organization up for success with a high-performing team. Just to add to your point on soft skills, organizations are getting larger, more and more complex and more international. So the ability to gain trust, gain credibility quickly when you join an organization is so crucial. That's where you get the resources, you get the right data to make decisions and that will help your team make better decisions moving forward. I think overall if you have a good attitude, you have the right spirit towards teamwork, I think that will help cultivate a high-performing culture as well. I myself industry right from manufacturing to healthcare which is totally different because once it's manufacturing base with factories everywhere and the other one is actually a service provider where people are the assets of the organizations versus a whole lot of bricks and mortar. The reality of it actually there's not a whole lot of difference when you are hiring people from a background perspective. I mean yes it is helpful and people tend to go back to their comfort zone but if you hire people with the right attitude, a can-do attitude where you know it's just where they don't say that I've not done this before and therefore not able to do it but if they are willing to find out there's lots of answers out there either from professional advisors even if you were to go to the internet and google there's lots of ways to find your ways around. I've not found crossing industry to be a challenge personally I found it extremely interesting because you know you learn a new way of people thinking, new way of measurements and very very enriching personally. And after hiring them as you mentioned the key is to keep them within the organization right and having purposeful leadership, having a thought of their career trajectory giving them motivations to push out of their comfort zone is definitely something that we try and encourage our clients as well to create a retention culture. Thank you in total agreement with you on that.