Yeah, I think that's so great. And I talked a little bit about the framework, which it spells out pace. And so we talked a little about about the preparation phase, we talked some about the assessment phase, which is what we call the cultural audit phase. Well, what's next is the commitment phase. And we see a lot of organizations starting later. So they didn't prepare, they didn't assess. But again, they are well meaning so they see something happen, or you know, there's discussion, they say we want to do better. And so they start with commitment, this is what we're going to do, right, they put out that d i statement, This is who we want to be, and they start there. And so we recommend, we really got to start back with preparing with assessing which something that's important to share, I believe there needs to be an anonymous survey to employees. And then you want the focus group, right? You want the conversations, but you want to give both outlets recognizing that different people are going to feel comfortable sharing. And only then do we recommend, once you have that data, actually making a commitment, because then your commitment is based on your organization, your volunteers, your donor, your team. And so often people have asked this, can you just give us an action plan. And we say, ethically we cannot. Because what your employees are facing is completely different from another nonprofit, right? We work with a lot of nonprofits down the street from each other are in the same sector, but their opportunity strengths, threats, weaknesses are completely different many times. And so really only building a strategy based on that data. And then once you have that strategy, this is a pitfall, right and so much strategy, making sure that you actually have measurements attached with every single action in the strategy, making sure you have a team or a person assigned to everyone on this to everything in this strategy. And then actually being willing to again, right to shift to change, as you start to implement.