And Phil, if we just stick to the senior executives specifically, how do incentives vary based on industry, company size, etc.? What are some of the factors that might drive?

Yeah, so there are a million different ways that you can structure incentive programs.

And I think that there are a few factors in play, right? So what we already touched on a little bit is what sort of behaviors are you trying to drive? But I also think that it's important to consider the background of the executive team and where they sit on the I need to pay my mortgage and send my kids to school versus I'm trying to drive generational wealth and how far along they are in their careers.

Right.

So there are people that are towards the end that are CEO and chair, in which case some of your tools for rewarding or incentivizing people that might exist if you are kind of earlier in your career, like you could get promoted or you could get a bigger job.

Some of those fall away.

And at the same time, you've got much more flexibility in terms of how you structure incentives, because it is a status and recognition thing and not a I need to have money to pay for things thing.

And do you have thoughts on that and