 Well, if we look at new CEO appointments, 80% are promoted from within. That will only, I think, continue in the future. So it's really about looking at multiple levels in the organization, the next CEO and beyond, and really opening the aperture to different profiles. We're seeing a shift from general management to more CFOs becoming CEOs. We're also seeing CHROs be put into succession plans with all of the supply chain crises operationally driven executives are also being considered. And it's really up to both the CEO, the board, and increasingly the chief people officer getting involved in the development of the internal candidates through assessment and coaching, exposure to the board, analysts, investors, putting them in the right business rotations and ideally supporting women to seek external board positions. So identification, opening the aperture to different profiles and then really proactively many years ahead providing a really robust plan to get them there.