Can you tell us a little bit about that?

Absolutely.

So end of last year, I started really trying to figure out why are some of our clients...

I mean, we've been doing this for now seven years with Uplevel in Your Business, and some of our clients are now...

They started at 1 million with us, and now they're at 8, 9, 10 million.

I have about 25 clients over 10 million, but most of our sweet spot is 1 to 8 million.

But We started trying to really analyze why are there a few of our clients that are still just stuck? And why are some of our clients so quickly able to break through those barriers and get to that higher level? So we started analyzing it and digging in and we did about 30 test cases to try to figure out like, Diet is kind of a postmortem, you know, like what happened? Where did we go wrong? And surprise, surprise, it all comes down to the CEO.

What does it look like for an early stage firm to work with you guys? And kind of what is the right point for a small firm to reach out to you guys? Like when should they reach out to you?

That's a great metric.

I mean, if they are overhauling your whole emotional and mental space and that's what you wake up to, that's a pretty damn good sign.

You've got to change things and they probably need to go.

But listen, I'm a big fan of opportunity plans and giving people a chance to, you know, be a part of resurrecting their position.

But I'm not as fond of pit plans where you shove it at them.

I want them to show their opportunity and show that they're going to commit to step back up.

And if they don't, they don't.

We don't discuss reasons for terminations, period.

That's a great metric.

I mean, if they are overhauling your whole emotional and mental space and that's what you wake up to, that's a pretty damn good sign.

You've got to change things and they probably need to go.

But listen, I'm a big fan of opportunity plans and giving people a chance to, you know, be a part of resurrecting their position.

But I'm not as fond of pit plans where you shove it at them.

I want them to show their opportunity and show that they're going to commit to step back up.

And if they don't, they don't.

We don't discuss reasons for terminations, period.