 When we go to organization or when we listen to many leaders, the notion that people at the center of the organization is something that you see every leaders agreeing to. And yet last week I was at the PMI celebrating 50 years anniversary and there was one number that was provided that says about 85% of employees are disengaged at work, meaning that they go to work but they're not there for many different reasons. What do you think need to happen really so that employees are kept engaged and then people are really at the center of organization as people preach? People, I think decision making needs to go back to the front lines, so the role of leaders in the future in my opinion isn't to call shots at all. It is to facilitate and coach people underneath them to be able to call the shots. So decision making should be done at where there is most information, which is often on the customer service line, on the market here that's writing the ad, at the salesperson level who's talking to their prospective client. And how to get people engaged again is by giving them the responsibility and the ability to innovate, be creative, try things out, take ownership of their work, feel like they can actually make an impact. So just give people back the ability and really give them the trust and freedom to do as they see best. Because ultimately they do have the most information. So it's absurd to assume that someone who would be five levels up would be able to make a better decision, right? So that's how I sort of think about this. You're kind of in that newer generation that's in the process of disrupting the workforce and disrupting organizations today and you're going to be playing a really pivotal role as a leader in that. So how would you work with people who are kind of mid-career professionals and make them feel comfortable shifting from this idea of being a producer to being an innovator and being comfortable with failure and change? I think the capacity of any single individual to change things is way beyond what people normally think. So I truly, truly, truly believe that even someone, say, be it middle management at a Fortune 500 company, he or she can make his or her team a really sort of beautiful example of driving this cultural change within that organization. So I think I'm personally very much an optimist of individuals, middle management's ability to actually transition and lead by example, right? Because that's something that we see a lot when having worked with companies, maybe even bigger companies, when teams start doing things differently and they start celebrating failure, taking risks and then reaping the rewards, people get interested in that. People love success stories even within an organization. And the one thing that I maybe want to underscore is that experimentation and trying and testing a lot of things out, it's actually all you're just doing is being proactive, right? So now the majority of knowledge workers, 99% of the time they're being reactive, they're being bombarded with work and the ability just to step back and be like, okay, which 30% of my work can I axe, which actually doesn't create any value, and then start using that time for being proactive, start testing, experimenting, like that can bring immense results even in the metrics that they're measured on, right? So we've seen marketing teams, sales teams, that'll start spending one day a week on experimentation, trying things out and getting phenomenal results via that. So that's something that I maybe want to underscore. The fact that being experiment driven, hypothesis driven, trying things out is actually just a system and a methodology to get to your results maybe better, quicker, faster, more efficiently. So I don't think, I think it's just, and usually what people, employees, team leaders really love about this new way of working is that they get a lot of freedom and a lot of responsibility to try things out. And they either take that themselves or then they're sort of agreed on a team level, but that's something that people tend to really enjoy.