 Okay, I have something I want to talk about. Cool. I have an issue with team self-selection. So I have this hypothesis that people who choose to be on the same team with people who are more like them could have the potential to actually decrease diversity in an organization, is that a risk? Absolutely, and that's why I never just let people go and self-select without any instructions, without preparation, without talking about diversity and what makes a good team and giving some guidelines for how they could choose, what to think about. Is there coaching included? Like, do you coach people during the events or is it more or less a free form activity where people are guiding themselves? It's not as much as coaching but I'd say more facilitation. Where I ask people, we ask people about their choices, if that's the right choice for them, it's the right choice for the company, if that's the best choice for the team. And people actually quite good seeing that being, just choosing people they like to go out with, they have a beer with, or just exactly like them is not a good idea. And this comment about how trusting people, and I guess maybe I'm discovering, maybe I'm guilty of some of the lack of that in thinking like, oh, I know better. Maybe I need to reflect on that a bit. Yeah, but I think it'd be a really easy case because it goes through iterations. And iteration one, you might go with five other guys who are exactly like you, or Canadian, or the same age and whatever else you are like. But. That describes my personality entirely. Totally, yes. But what would happen is we'd have a conversation, asking if that is the best combination of people. If you have thought about, if that would make the best team, about what you can learn, what you can teach, and if that's overall the best idea for the company. And I'm pretty sure that you would be smart enough to think pretty quickly. So one of the other things I think Heidi was talking about with dynamic reteaming is sharing or getting to know more people across the organization. So building relationships across the organization. So is that something too that people, I guess, could be thinking about when they're doing a self-selection event? Am I just going to work with people who I already like and then I'm not building new relationships? There's a danger that people do that. I have not observed people doing that either. I think they are actually quite reasonable in their choices. They do think about how they learn and what they get something out of. And that's not just sticking with your mates. So you've written this book and you've been talking on it a lot. Is there something new you've been working on or something, what's next for you? What's next for me? It's taking the idea of self-selection and actually looking more at organizational design. I'm currently experimenting with sociocracy and holocracy. Awesome. I still don't know what I think about it, but I'm five months into the experiment and I'm still withholding judgment. Okay, well, I think I'm going to look forward to talking to you maybe in a year or two and find out how that went. Me too. Awesome. Okay, well, this has been a great conference. This is your first time in India? Yes. Do you think you'll come back? If I get invited, absolutely. Awesome, yeah, I'm hoping to come back for Agile India 2018. Yes, I hope to see you next year. Yeah, maybe we'll see you there. Awesome, thanks. Cool, thank you.