if there's a system of deferred compensation, which usually happens in architecture firms, in a lot of other companies, like lawyers or in banking, for example, in the finance world, you'll you'll see the new partners have to take out loans. They have to use their own personal finance to buy into the firm. But that can be risky, certainly for architects, because the salaries tend to be a lot lower. So we do we often see deferred compensation plans emerging. So basically, the profit that would be going to the new partner that gets used to buy out the firm from the departing partners, let's say, but that can cause cash flow problems. It can cause financial instability to the rest of the firm, if not balanced out and thought and well thoughtfully planned, it can be very difficult for the younger partners, because now they suddenly realize all their profit, all of their money for the next 10 years is being tied up and going to somebody who's retiring. Essentially, we can also see the issue there when the younger partners suddenly realize, well, what is it that I've just bought so we often see the younger partners not being financially astute and literate, and they don't realize what it is they just purchased. They don't realize that they're becoming leaders of a firm. They don't realize that they're becoming business people, and they suddenly find themselves in this contractual agreements to be buying out an asset, and it's only when they start to see the numbers going and also, you know, when we've seen things in the past where, you know, hard times on a practice like COVID or an economic downturn can mean that that buyout process, that deferred compensation process, now gets prolonged, or it gets delayed because there wasn't enough profit in the first place to be buying out the partners. So that also means that, you know, again, the kind of financial instability of the practice kind of comes to comes to light, and if the business hasn't been well run, we can have. Quite a lot of mess that can impact and then trickle down through the rest of the firm. We also see that if it's done poorly, you know, this is going to be difficult to retain the talent that has been nurtured. Okay? So if there's a sudden leadership change, or the leadership change transition hasn't been managed smoothly. You can suddenly find yourself with all your talent just going, we don't want to be working under these people anymore, and they there's a sudden exodus from the practice. Again, very problematic for a firm. We see that sort of thing happen in acquisitions and and mergers where it hasn't been smoothly navigated. So with the smooth leadership transition, a proactive approach to succession will result in a seamless transfer of responsibilities and will maintain the stability of the business if done well, if given the right amount of time, we will see the finances of the business improve. That becomes absolutely brilliant. So, you know, we've got smooth leaders to transition and increased financial stability and growth. So a well planned succession plan, a well planned succession can secure funding sources. It can maintain the cash flow. It can increase client confidence. It can if well marketed as well, we can see, like, you know, if you doing this over a period of time, and there has been thought leadership marketing campaigns installed for all the new leaders. And you've been building up their reputation, reputations. And these people have already got a good sort of standing in the wider architectural world and the construction world, and then the world and the client world that you're operating in. These people now become the owners, the leaders of the of the firm, fantastic. This can actually mean that the business can get a new refresh the perceptions of it can can change it's a growing, expanding company, and we can see the business grow and win more work, preserve preserved firm culture. So the chance to retain and even strengthen the firm's identity, when values and client relationships go across generations, this can be very interesting. So actually seeing firms, you know, firms that have got one leadership operating with another client, with one leadership, and then there's a transition in both those companies and those companies grow together that can enhance and create very deep, long, lasting relationships across generations, that can be very, very successful and create a very stable architecture firm. It's been interesting to see, you know, in the US and in the UK, some of these large starch tech firms who have gone through their succession plans. I know a few, maybe, maybe a year or so ago, I did a an interview with one of the with the journalist who had documented the succession plan of Grimshaw and rshp and some other large UK firms, and here in the US, when we look at place, places like Cobb and stern and what they're going through and how they've managed their succession plans, we can see this preservation of firm culture and the moving away from a single, single person to more of an organization and a more complex kind of identity. Olsen kundig was a very good example of a firm where their partnership has grown. There may be a 350, person firm nowadays, and it's a multi generational organization. That's the kind of identity of it and the brand of it has come quite complex, but is still retained and is well communicated. Succession plan done well, increased staff loyalty and engagement when there's a very visible path to leadership inside of the organization, this becomes very useful. So often we'll see firms struggling with staff retention as a result of there not being a clearly articulated career pathway inside of the firm. So we see this a lot in some of the clients that we, that we work with, that there's, you know, there's, it's great. There's performance reviews that are happening quarterly, having these discussions, and, you know, good leader is able to stir up a. Vision inside of individuals and have them think bigger about their careers and where they're going. But we want to make sure that the business itself has got a framework in place for leaders to be able to rise to the top, and also for the leaders of the firm to be able to identify people who could be fantastic leaders of the of the practice, and that they know what sorts of skills that they're looking to identify. It's not just design skills. I'll keep reiterating this, because I think at the you know, we get design is is massively important, but and certainly with smaller organizations where you can't, where you don't have the ability to have such a large leadership partner team, where you've got financial expertise, you've got HR expertise and business expertise, and you've got your Managing Partner, and then you can have the architects who are like, kind of the prime prize designers. We don't have that breadth of partners. Then you are looking for people who have core abilities competencies in the domains of what a partner needs, and we'll talk about that in just a moment. But we want to make sure that there is a pathway to leadership and that that's discussed, and people can see what it is, and they can locate themselves where they are on their growth and they want to be making x amount of dollars or pounds, then you can have a conversation with them of like, yes, we'd love to be able to pay you that. Here's what we would need for you to be demonstrating in terms of skill sets and experiences. And there's, here are some trainings that we can give you. Here's some trainings we can point you in the right direction of, here's the sorts of things that you should be doing. And there is a pathway to a partnership or or leadership, I think I mentioned already, you know, enhanced reputation and client confidence. So a firm that manages this process well, is strongly communicating, you know, we've got a clear future. It's reassuring to clients. It's strengthening those relationships. And you're building those relationships cross generationally, which, again, just goes to more towards the financial stability of of a practice and the continuing the legacy. So some principles for successful planning. Number one, start early. I think it's very common that we'll see practices try and do this either too quickly.