 Based on your own experiences as a new director on various boards, what are the most important steps in onboarding new directors, particularly diverse new directors, so they can really bring their full range of experience and expertise to the board and not feel like they have to conform to pre-existing board norms? What are the specific steps that chairs can take and what can other board members do? First of all, I think one of the issues that we sometimes have except in really big companies and very professional companies is that we don't have a good onboarding system in place. You might get to meet a couple of board members, you might get to have a tour, and we sent a few papers on what the company is, but this idea of, for example, meeting employees during the tour, having one-on-one, sitting on meetings so that you really understand the dynamics of the company when you first join it. Boards should not be operational, we all know this, but they really have to understand the operational dynamics in order to ensure that when they're doing the strategy, they're doing it in a way that fits in with that company and companies differ wildly in their culture, in the way that things get done, in the reasons that things don't get done. So bringing in your experience is important, but really understanding the difference in the companies that you are on the board of and how they work, and I don't think that happens enough. The other thing that I think is very important in the onboarding process is that women are helped to get into the right committees. Sometimes women get assigned to be a non-executive director versus an executive director. Sometimes women are put in the human resource or recruitment versus the other more important committees, and so these kind of little things might help, first-time board members or female that may not have as much experience in the process. Something else that needs to be done is actually having all the board take courses together about differences in board experiences. Things happen, loss change, ways of doing things differ, and so to really be updated as a group together and to build that kind of relationship. I don't think that also happens. A lot of times you just come in, you sit, you listen, you make a few recommendations and you leave, and that whole chain of decision-making is really cut short to those two or three days. Perhaps expanding it is something very important.