You know, as a business owner, former business owner, myself, like, obviously, it's not ideal when someone leaves, you know, leaves your organization for a small period of time, whether it's parental leave, or you know, Disability Leave, or they just quit. And it's harder, as you know, the smaller company, you are, right, you have key personnel risk. But I also think, from the position of privilege that I was operating, which is the ability to, like take four months off, which almost no one can do. The only way that this becomes not just a privilege activity, and the way that it becomes equitable, is if companies and or governments are enabling people to take it, right, guaranteeing health insurance or a job when they return or a stipend or some portion of salary. And this happens in Australia, like every civil servant has access to that happens in Sweden, every citizen can take six months off to do an entrepreneurial thing. This is not inconceivable. But so the reason I set out to do this research was to say, alright, what's happening on the individual basis? And can people roll that up to what would happen to the organization if they had, you know, better engagement better, you know, tenure at the organization, more creativity? And then can I work with organizations to show them? And you know, and find out really, I mean, right, I had a hypothesis, but I know, it doesn't seem like I'm unbiased. But to find out really, if it's positive or net neutral for folks. And so I think the case for businesses is, number one, you know, we see this now with quiet quitting, whether you think that's real or not, or the great resignation, or the great reorientation, there's a million different terms. But indisputably, people are more kind of restless and feeling more empowered to leave and switch and prioritize other things over their job. And so that's been happening under the surface, right, like the who called burnout, a workplace crisis, before the pandemic, like levels of disengagement at work, were at record levels before the pandemic. And so it's about taking these folks inside of the organization, and getting them re inspired, getting them kind of like healed and energized, creative, and, and providing to them things that that the business can't I mean, even if you're working in nonprofits, like not everything you do is going to be inspiring, you're not going to live your, your like life potential through the job that you have. And I think a way to give people that sort of experience and also have them be good employees is to give them their own time to do with it, whatever they want to do. And I think benefits accrue to the business and the individual through doing that. So it's really about like, helping organizations, the individuals, you know, have positive experiences, and helping leaders to step back and say, What happens when I leave the organization? Does it totally fall apart? Does some things actually run better when I'm gone? How do the people feel that they're kind of empowered to step in and have a growth opportunity while I leave? So it's, it's this, like, 30,000 foot view that you just cannot see when you're when you're in the thick of it?