 So I'm really excited with the OMOO Development Program that we've got on the books at the moment. We've actually talked about it for a long time, but we actually haven't delivered. So this is the first time and opportunity we've had to deliver, what I think is a really exciting program. And I think it's an exciting program because while we can give people all the competencies and technical skills, there's elements to the job. These are senior leadership roles in the field that support both volunteers and career staff. And that can be really complex. And this is the first time that we've actually got a program that will help them along their journey, which is well and above just the competency component. And it's drawing on the peer program. People have been doing it for a while. It's not just, hey, congratulations here. You got a job and away you go. This is about, hey, congratulations. You got a job and we're going to help you grow into your job as well. And I think that has been, if it's not only for the individuals, not only to the volunteers and the career staff of these guys and girls support, but it essentially to the whole organization, I just think it's such an important thing that we're doing. And I'm so excited that we've finally got it off the ground after the period of time we've talked about it. So the feedback has wholeheartedly been, this has been a long time coming. And we need to make sure that this can continue for the future of CFA until maybe it's a point that it's business as usual and we're continuing to extend our thinking on leadership. But I've only got to spend the shortest amount of time with the group and it seemed to me to be incredibly positive for our organization. So at this stage, we've got a group of really engaged people. We really need their feedback. We're looking to run it through to July and then we'll take it from there. There are some great stages coming for that group. So important training, such as media training, which will be happening on the 14th of November. And that is an essential skill for all of our leaders, myself included. So really hoping that participants get a lot out of that. And we'll continue to develop and grow the program in terms of a toolkit to be developed for all of our OOs that has been developed in the past, but has been a bit ad hoc. So we're looking at rolling out something that is really there for our people when they step into the role. The organizing program staff have looked at matching the mentors and the mentors together. So I found when I was connected with my mentor that there was some similar background, some similar life experiences. I suppose the most notable thing was that we both had a similar set of values in terms of how we do our job. So it was really, really quite rewarding. I think we're both pretty optimistic about the program and how it worked together. If I reflect back on my transition to becoming an operations officer about 13 years ago, I can see now how a beneficial program like this will be. And so it's actually, yeah, I'm pretty optimistic that we can do some good stuff here. And a message from the deputy made a lot of sense in respect to moving into a new position where you had a lot of self-doubt. That you may not be prepared for that position, but until you commence your role, you can't really improve or fulfill that role until you are in it. And that made a lot of sense, but what this program helps provide a bit of certainty as to some support and preparation to assist you in a new role. And that link has been missing in the past. So it's given us the opportunity to bounce questions off each other, which they have other people have answers for, or they've experienced that themselves at their brigade or within their catchment. So having that information readily available, or even just being able to pick up the phone and contact the mentor, and just ask him a question whether they have experienced it to be able to give you a bit of guidance on which way you're going to travel. I think the program gives us the opportunity to broaden our networking and understanding of the various roles that our positions as operations officers undertake within the organisations. And then share the challenges and experiences that we've had so that people can put them into their toolkit, so to speak, and use them to progress their way through their career and deal with what they have to do on a day-by-day basis. It's interesting for me, so I was obviously a long-time volunteer, a long-time career firefighter, and I had my tickets as a truck driver and a breathing apparatus and the latter platforms and things such as that. At no stage really, unfortunately in our development, were we given leadership training. Yet when we kept promoted off station, what's my role? It's not so much driving trucks. I haven't driven a truck for years, but it is about how you lead an organisation or a community. It is a leadership role that we're required to play for a broad community base, and we need to help develop our people to go on that journey. I think it's so exciting and, to be honest, so important for the development, not just for the individuals but for our volunteers, our career staff, our brigade, our organisation, and ultimately to the state and the community we serve.