 The world has really changed since COVID. Boards and CEOs are treating their succession planning with greater urgency. And what I'm hearing is that leaders have to be prepared for the unexpected. What happens if a high-performing CEO unexpectedly becomes unable to serve out his or her duties because of health reasons? We've seen this happen with some of our members, and it's also clear that companies that have a perceived deep bench of leaders are rewarded with high valuations and confidence from their investors and from customers. So I think COVID has really accelerated the process of developing that deep bench of leaders and giving them greater exposure to boards of directors and solving organizational threats and opportunities. It's not just CEO succession either, by the way. It's other C-suite positions where our members need a deep bench and plans to go outside the organization if necessary to sometimes get fresh new ideas and diversity.