From Leadership Crisis to Championship Culture

Well, I'm excited about this next presentation that we have, and I know we've seen Alex present a few times here, and every time he's coming with something new and exciting.

And you're going to be in for a treat because.

Alex and his team have pushed a pedal to the metal and in terms of AI agents, and it is a learning revolution taking place.

I guarantee you, you're going to be wowed by what Alex is going to present. This is a world first.

Yeah, well, I think. I think so. And, like, for me, I've been watching how people learn for decades, and so this really aligns with some of those principles to help people learn for performance. So. So y' all are in for a treat.

Well, thank you for having me here. This is once again just to be on this virtual stage with so many amazing people and most definitely covering a topic that is front and center worldwide. This massive crisis, which we'll jump into in just a second. But just want to thank you, Gerhard, for having me back and allowing me to share this with. With your audience.

Take it away.

All right, beautiful. So thank you, everybody, for being here. Jump into chat, get into the conversation. This is a topic that's. That's really, really important. There is a leadership crisis, okay? And the. The crisis stems from leaders not being prepared or not being equipped.

Through the changes. You know, there's all this change management stuff that everyone's talking about. How can you manage change? We're going to get into that, but there's a real, real crisis on our hands. And I'm excited to share with you what we've discovered, the breakthroughs that we've discovered, the results that we are seeing from these breakthroughs. And so how do you go from crisis to a performance culture? And that's what we're going to dive into. We're going to dive into what's causing the crisis and how companies like ours are solving, how companies in general, other organizations internally, are solving it by focusing on that skill, just simple skill development. Because when you as a leader, tell the person you hired for a specific role that they were qualified when they were hired to do, when the results aren't being met by the company, and you go to that person and you say, I need you to do better in the skill that you were hired to do.

You might actually get the opposite effect.

Put it in chat. When you force results, rather than investing in people's growth, you may start getting pushback like you've never seen it before. Because when you tell someone, I care about the results more than I care about you. You get that same pushback and that same impact from them, which is, well, you care about your results more than me. I care about me more than your results. And I'll show you. I'll prove to you how. Let's take a moment, kind of dive in. Watch this. Quick, quick two minute video, Two minute video. And then we'll dive into more of the content. But this will give you sort of a deeper understanding of what we're about to be discussing. What if the success of your company isn't about KPIs or credentials, but about how deeply your team believes you care about them? In a landmark study called Project Aristotle, Google sought to understand what makes a team truly exceptional. They expected to find answers in education, experience, or even sheer intelligence. They were wrong. The single most powerful predictor of high performing teams was a sense of psychological safety and demonstrating high levels of emotional intelligence where individuals feel comfortable taking risks, asking questions and offering ideas without fear of ridicule or retribution. It turns out human beings perform better when they are treated like human beings. Now imagine this. Every employee in your organization, regardless of title or tenure, with instant access to the world's most common comprehensive platform for personal development, emotional resilience and mental fitness. They come in the form of micro lessons that are on demand, live interactive coaching that happens every single week. Every lesson available in every language on the planet and delivered by instructors chosen not for their fame, but for their soul. They don't just teach to impress, they teach to uplift. This is fuel, not a wellness perk. A strategic advantage. A platform engineered to develop confident, capable, emotionally intelligent people. Because that is the real edge in today's workplace. You say your people are your greatest asset. Invest accordingly. Equip them with tools to thrive, not just survive. Fuel their growth and you will inevitably fuel your company's performance.

So.

What look like a simple maybe commercial.

Within it is the recipe for the success of any organization. Okay, I highly recommend everyone check out the Google's Aristotle project. I have a couple of people from our team in chat there so they could maybe share some of those links. If not request and we'll get you the studies that we have and we'll send them out to you. So just put it into chat. Hey, I'd like, I'd like one of those. Hey, I'd like to see that. As a matter of fact, as I go through some of this content here and some of these facts and you want to get the source of where we got this from. Remember, request it and we'll make sure we get those out to you because all of this is backed by evidence and science and things that we've done research on. So the leadership crisis is real. Okay. This is from a Times.

Article that came from several studies. Again, you can request it and we'll get it over to you. So put it in chat if you're interested in it. 82% of managers lack the talent to lead effectively. Okay. That's a.

Significant number because most managers are armed with a question. And you might be seeing this in your own experience in leading people. You might be seeing this from your managers in your organization. Again, get in chat. Let's get active. I love how active this community is. Every time we speak this community, this is super active. So get active. Most managers ready become task managers. When they speak to their teams and they ask the question that they're armed with, which is, how can I help you? They typically get asked to help with a task. And so they become task managers and they don't understand why they don't have time to do things to be able to work on the team. They're stuck working on projects for the team. And the truth is, a manager, which is just a leader, right? A leader isn't there to do tasks for people. A leader is there to develop the talent on their team. What's sad is 4% of leaders actually possess the skills for high performance, for actually developing high performance. Okay. And that becomes extremely challenging in getting results, especially in times of change. You know, we're not facing a talent shortage. We think there's a talent shortage out there, but that's not the problem. It is a leadership shortage. Okay? We are missing leaders that can actually develop the talent on our team. And so we have to go beyond that. If you're experiencing this right now, if you're looking at 2025 and 2026, and you're like, why are we starting to see a slowdown in different areas of our business? Well, because the traditional solutions are just not working. If you're still just focused on skill training alone, you're missing a big part of the puzzle. You're not investing in people. We're going to get into that deeper in just a second. We're going to show you an example on how to do it at scale. Okay? Remember in the beginning of that video, what if your success, the results of your company wasn't about how much skill someone has, but rather how much they know you care about them? So stop for a second right now. You can get in the chat. Maybe not. Maybe you want to keep this close, close to yourself. How much are you investing in the well being, the confidence, the desire of your team versus you're in sales? I need to teach you how to do a better sales skill.

Sometimes it's not about skill, it's about the desire to use that skill. You hired that person because they had that skill, but do they have the desire to apply, do they have the confidence to apply it? That's why the traditional methods aren't working. You know, we've spent billions, billions on leadership training. That doesn't work because we're training knowledge, not growing the people. We have to stop focusing on knowledge alone that has. That ship has sailed. It's not about what you know, it's about what you can do with what you know. And more importantly, how confident are you in applying the thing that you know, the skill that you have, the skill that you were hired for? How confident are you in applying that? And for everyone here, how great is your leadership team at helping people apply those skills that they're supposed to have?

Okay, if you. Emotional intelligence is the new secret sauce. And actually it's not that new. It's just, it's been avoided by so many organizations. But the best organizations in the world focus on this. I can start giving you an entire list of names of companies that focus.

I wouldn't say solely on emotional intelligence, but majority of what they do for their people is supporting the person. And then the person finds the desire, the passion to apply themselves because they know that the company wants them to be great, not them to get better results for the company. And that is the shift. And so again, this goes back to Google's Aristotle project that found that psychological safety. Okay, let's break this down for a second. Let me stop sharing my screen for just a second and be a little bit larger on screen here.

Psychological safety means this. I can be the best version of me knowing that I'm not going to be judged, shamed, attacked, that I'm part of this community that I'm contributing to and it's safe for me to contribute. Just take that for one second. It's safe for me to contribute. There's so many people in your organization right now that have the answers, that have the ability to do things, that are just afraid to even say anything and, and don't feel like they, they can show up as themselves. So if the highest performing teams have a sense of psychological safety and emotional intelligence, which is about empathy, communication, listening.

Being vulnerable in, in the Moments you need to be vulnerable, right? That combination of psychological safety and emotional intelligence perform produces the best results for performance, period. In any team. Any team, not just sales, in any single team. How much psychological safety and how much emotional intelligence are you pouring in to your team today? Okay, Think about that and think about if it's enough or if it's not enough. Okay? If it's not enough, there's a way, there's a solution to scale that. Okay?

This is the piece that's most important about everything we're gonna talk about today.

It's a leader. Remember, it's not a talent shortage. It's a leadership crisis. Your leaders have not been equipped to be able to support the growth of each individual person. Your leaders have, most of them have been hired because they were good at something and then they are now leading a team at the thing that they were good at. And they've not been equipped to actually help produce better talent on their team.

If you look at the best performing.

Industries, performance wise, something where performance only gets better, only gets better, never gets worse, there's an industry that exists like that couple of them, you can see that we have some athletes on the screen right now. That's because the sporting industry has perfected the model of performance culture. Performance as a culture, that is the culture in sports, that is actually also the culture in the military. Performance. Nobody in the military has a role that they got because of a resume. Nobody gets a job in sports or in the military because of a resume. They only get it because they can do it over and over and over again. And this is, and this is the part where we have to get better at helping our leaders develop our teams. And so it's, we're here to change leadership from an event to an ecosystem. From leadership based on a request to leadership as an ecosystem as a constantly evolving part of the business where everyone that has a sales leader, a marketing leader, customer success leader, accounting, you name in any department, they know or you know, right? That those leaders can develop the talent. Their results are going to get better this month. It's not going to be as good as next month. And the following month is going to be better than this month and the following year it's going to be better than this year. Just like in both models, the performance culture models where performance only gets better never goes down. Because in business today, we don't always rise. We often lower the bar for people. Okay, we often lower the bar. And, and so this is about creating an ecosystem and equipping people that can now take.

Methods, strategies, approaches and apply them, not teach them, be able to apply them and have people be able to learn something and be able to apply it in their area of expertise because they are now being supported to apply their skills rather than being demanded to get results. Very big difference. It's a huge shift, but yet it's a simple shift, right? It's big because of the results and impact you're going to get from it. But it's simple in its understanding of. Okay, we should be fueling our team's desire to apply themselves rather than forcing them to learn a new skill and apply themselves. Okay. Care is the real catalyst. Simon Sinek. I'm sure everyone is familiar with Simon Sinek. He's got this amazing quote for those of you that for some reason are not paying attention. I'll read it because it's on screen, but I'll read it here. When people are financially invested, they want a return. When people are emotionally invested, they want to contribute. Screencap that. Read that to yourself every single day. Read that to your leaders every single day.

Make this part of your culture. When people are emotionally invested in, they want to contribute. And what do we need today? We need engagement. There's a leadership crisis, but there's an employee engagement crisis as well. Okay. And so we need to be able to emotionally invest and so that our people get emotionally invested. The real driver of performance is emotional investment. People who see, feel, and are supported always outperform those who don't. And I wanted to read that note verbatim. That's why I'm looking down. Because people who feel seen and supported will always outperform those who don't. Again, I can just keep repeating that alone. That could be the entire conversation all in and of itself. People who are seen and feel supported will always outperform those who don't. How many people in your organization feel like they're seen when they produce a result? Not the effort, but the result? Okay, got a bigger question. Please put this into chat. This is. We're seeing this in every industry in the world right now. Okay, let's see if any of you are experiencing it too. How many of you are seeing your top talent start to either disengage or leave?

That's the big. That's the crisis right there. It's not about retaining everyone. It's about retaining your top talent. Because to recruit top talent, you must retain top talent. Top performers want to work with other top performers. That's why there are certain organizations that just constantly get A flow of, of incredible people that want to work there because they retain top talent. They show that you can grow here, that you can apply yourself, that you're part of something where you can be the best version of you. And we're just giving you the environment to thrive in this place and the tools to be better tomorrow than you were today. And it's by showing how much you care. Now how do we do this at scale? How do we equip every single leader in your organization to be able to identify the people that want to grow, that need to grow and identify those people that may be in the wrong places altogether early, the earliest possible Right. And then how do we equip them with a way to improve themselves? They're skills too. But really it's about showing them that we believe in you. And please go apply the skill that we believe you have. We believe you got it, we know you can do it. How do we do it at scale? Okay, so our philosophy is human taught, AI supported. Gerhardt started this conversation saying that, that we've really leaned in and put the pedal to the metal and creating.

Investing in AI. And we probably now do have one of the largest, if not the largest.

AI instructor platforms on the planet. So every single one of these instructors has, has some, has a course inside Fuel, lesson course content inside Fuel. We've now taken every one of their knowledge bases and we've turned it into GPT, into AI. And so I love starting with, with this one because this is something all of us want to get better at, which is having a strong mind. Angie Noak has a company called Brain Code Centers here in the United States. I think it's the largest or one of the largest facilities to help people strengthen their most important muscle. And so you come in, they do an assessment, then they give you ways to strengthen your mind in different areas. You might be a mom that has a lot of stress. You might be a CEO that's got a lot of stress. You might be an athlete that's got a lot of stress. Your mind prevents you from doing your best. They help unlock those hurdles or break down those hurdles and help you train your brain. And so she has this course on neuro priming for peak performance where if you're overstimulated or under, under motivated. Let's do this one for just a second.

If you feel like you can't get your brain working, suffering from fatigue, maybe life feels lackluster. If you're bored or uninspired or grumpy, you are most likely under motivated.

Okay. She then teaches you in this lesson on how to specifically overcome that. And there's a practice, you saw, it was just three minutes long. It's a practice. You can apply what she teaches you, but maybe you have more. Maybe you just woke up and you aren't at your best. Well, here's how you can engage with our AI instructions who are closed loop system. This isn't like going to a ChatGPT or OpenAI where answers over time start to get diluted because it comes from all these different places. No, this is a closed loop system based on their knowledge base. And here's how it feels.

Hi Alex, I'm Angie. How can I help you today?

Hey Angie, can you help me invest in cryptocurrency? I'm trying to make an investment in crypto.

That'S outside what I focus on and would rather not guess. However, I can help you with topics related to mental health, brain health, or neurofeedback. Is there something in those areas you'd like to discuss?

Actually, yes. I woke up today with massive brain fog and I'm trying to figure out how to get refocused for the day and, and really, you know, get a plan in place for every day so I'm more focused daily.

Let me ask you something. Have you noticed any specific habits or routines that might be contributing to your brain fog? For example, how's your sleep hydration and phone usage? Understanding your current habits can help us create a plan to improve your focus.

Okay, so here's. So there's Angie that can help me with.

With my focus, with my mind, personal, personally, every individual person in your team now has access to this to ask questions to help them with whatever they have going on. There's lessons taught by humans, practiced and supported by AI. Here I have a scenario. Let's say I have some things to do with sales. Todd, who teaches leadership, he's got all of these courses, he's got all of these lessons, teaches leadership, sales mindset, all of these things. I can come in here and watch this experience.

Hi Alex, I'm Todd. How can I help you today? Hey Todd, I have a big sales meeting coming up tomorrow with a CEO of a large organization. And in the last conversation he mentioned that they are really thinking about rolling this out sometime next year. But I know there's value for them this year. How can I get that message across to them?

That's a great opportunity. Alex, you might want to focus on a few key points. First, emphasize the immediate benefits they could gain by rolling it out this year, use specific examples or data to illustrate how it can positively impact their operations or revenue right away. Next, ask open ended questions. I can actually do an entire role play with Todd and have, and have him be that CEO and given examples. But Todd's only going to use the knowledge base that he has, his expertise that he's been teaching. By the way, 5 million people have been through his, 5 million students have been through his courses worldwide. So he actually knows exactly what he's talking about. If I wanted to get deeper into customer service, we have Chip Bell, right? So here's a library of AI instructors that can help you with anything you need. They can recommend lessons, they can recommend courses, they can recommend ideas, they can give you an entire plan just for you. You can tell them about your age and your situation and they're going to customize that experience for you. Again, non dilutive, not based on what's all out there, but based on their knowledge, based on their expertise and them being able to apply it. If they don't know something, they say they don't know it. And very soon they're going to recommend you to somebody in a platform that does know it so that you can continue the experience and not be like, oh, I guess if he doesn't know it, I'm stuck. No, there's going to be a way to connect all of those things. And since this is a platform for your leaders to be able, it's for everyone in your organization, but this is really for your leaders to be able to help develop themselves and the talent on their team. As people engage and ask questions, we start to learn about knowledge gaps and what's really important to them and we start giving leaders the ability to support each individual. This is the thing that's been missing. Okay, we are still supporting teams, but if you look at the military and you look at sports, they don't support teams. They support the individual that will then play better in that team. They don't set team goals, they set individual goals that then improve the team performance. This is something you all can take away. There's a big note you're going to take from this presentation today when the number one thing is stop setting team goals and start setting individual goals and watch your team goals get blown out. Get blown out because you're going to get everyone to achieve their individual goals or not. And if they don't achieve their individual goals, that says something about them too. But how do you do that? How do you support their growth in sports? They do this Thing now where after every play, coaches watch the play on a digital platform on like a tablet. And then when they have time to sit with the player, they can show them in real time. Hey, based on what you did during this time, during this play, here's what you can do better. You probably want to stop doing these things. Here's where you want to focus. Focus on this and stop doing that. Right. We've. I kept this on screen on purpose so you all could read this. This is an assessment. This is just basic understanding based on what PJ is watching, based on what PJ is learning for himself. For himself. Not stuff. You're signing them. That's them being obedient. That's a good employee listening to their boss watching something that's separate. But when I'm autonomously going to search for things that I want to grow in for myself, I can. Now, you know, if you asked PJ, you're PJ's leader and you're armed with the question every leader is armed with, how can I help you today? That's the question that leaders are armed. What can I help? How can I be of service? They spin it around in a few different ways, but it's the same exact question. And you know what people tell them tasks. We don't do that anymore. No, we don't want to help them with tasks. We want to get them to be a better person, to apply themselves in every task. Better. So when we know that PJ is working on managing fear and enhancing leadership capabilities, I can talk to PJ and about those things. I can start with number one, acknowledgement of self improvement. Hey, pj, I just want to commend you for the efforts you've been putting in to growing yourself. It's really, really special. Thank you for doing that. I'm noticing that you're really leaning into mindset and leadership. I'd like to help you. You know how this says right here?

By providing opportunities for mentorship and leadership training, I can help PJ with those things and just recognizing, just recognizing him and giving him a chance to do those things in your team, you're now helping this person grow. Rather than asking them how you can help them, you're just starting the process and helping them. Instead of asking, stop asking. People don't know. They can't tell you that they're trying to enhance their leadership game. They don't know how to use those words. You know, Heather, she's trying to enhance her inter, interpersonal skills. You couldn't ask Heather, how can I help you. And her response would be, I need help with my interpersonal skills. You couldn't do that. But by watching and actually understanding what people want to get better at and leaning into their strengths and getting them to do better, number one, acknowledge. Number two, support them in the area they want to get better, you instantly show you care. And the results, well.

The magnification of those results are hard to measure. But you can look at companies, right? Companies like Wiz that just got acquired by Google, actually are companies like Google or companies like Salesforce or companies like Netflix that constantly invest in human personal development. And not just skill development, they're focusing on improving where that person needs improvement, not the results you're trying to get for your company. Okay, so the importance is giving every person on your team access that's been missing. The ones that have, they can afford a coach and they go and do that. The ones that don't, just don't. They're stuck. And so number one is giving everyone access. Number two is giving your leaders the ability to assess how to help the people in their team.

You've seen this, I just gave you an example of this, is making it personalized and completely scalable. By the way, I could speak to Chip about customer success or service and how to apply. He has this course on one of a kind customer experiences. By the way, every single person that's in this experience right now at this event, watching this, download this, and if nothing else, watch this. Just for you and your team, the types of ideas that Chip gives you on creating customer experiences where the customer says, wow, I cannot believe they did that for me. He's done this for Fortune 500 companies all over the world and it's brilliant. So I highly recommend this. But what if my first language wasn't English? What if it was another language? Well, you can communicate in that language to this AI and get support that way too. So just understand scaling this means being able to help everyone on your team, not just the people on your team that speak one particular language. So how do you help the organization at large? Because you're hiring people from different ethnicities, different age groups, and they're going to have different questions. And leaders cannot be there for everyone at all times. But now they can. Human wise, they can't. But now they can actually support that individual growth by giving people a chance to invest in themselves in a way that they see fit and then fueling that passion. Okay.

All right, so.

This is if anyone's ever followed Stephen Covey. He's got an amazing. He said so many amazing things and does so many amazing things in general, has done so many amazing things. He has this brilliant quote again. I'll read it. For those that are listening and maybe not watching the screen. Always treat your employees exactly as you want them to treat your best customers.

That's a powerful message as well. Screencap this again. Read this. Give this to every leader on your team. Make sure they see this every single day. You want to treat your team the way you want your team to treat your best customers. And if you think about how you tell people to treat your best customers, think about what you do with your. You ask your best customers what's their challenges, what's their pains, how you can help them with their challenges and pains. Think about how different that is. When leaders say to their team members, I need you to get this result because that's my pain. Not asking you about what your pains are or what your needs are. I'm telling you we need to get this result. So get it and get it faster. Oh, you're in marketing. We need more leads. Figure out how to do that. Well, they probably have the skill, but what they don't have anymore is the desire. All you do is fuel that desire. You do not need to teach them another skill. They should be choosing to learn those skills because they have the desire to grow in their field. But we have been killing desire, we've been killing creativity, we've been killing the emotional commitment to our own careers because all our leaders want is the result from us, not the passion to get to that result. They just want the result. And so tailored leadership, okay? Tailored career development with. With a platform like Fuel, you can tailor career development because you can watch the strengths of people and where they want to grow and how to help them grow and get those assessments. Those are real game time assessments of how you can help people grow themselves. Not the team, but that individual. Okay?

And it's not something that's coming, right? It's not something like, oh, this is coming soon. It's something that's here right now. It's effective right now. We're not even 11 months into being live and we're almost past 30,000 users in the platform. 50 different countries already have accounts inside the platform because it is a crisis. Employee engagement crisis leadership crisis. The way to solve it. Leadership. Leadership effectiveness is the way we solve this. Okay? So for everyone on this call, we have something special for you. Okay? Those AI instructors are only available for a select group of organizations inside the platform right now. Scan this code or type in that, that domain right there. And the first 10 people that schedule time with us, you will get the AI instructors for you and, and your team of 50 for free for the first two weeks to really test out what it's like to have unlimited access to.

Instructors in all of their individual areas of expertise. We might be able to do it for 12 or 13 of you, but really the first 10, we want to get a nice closed group. And it's not just you, the sales leader or just you are going to have access to this. We're going to give you 50 seats, 40 for to, to test out and, and have an experience with those AI instructors that we just shared with you. And of course all of those assessments and all of that feedback and all the library will be available for you as well. But most importantly, we are proving this out at scale and, and we'd love to test it out with some, with some new partners, but we can only do it on a limited scale. So if that was interesting, if you want to, to have access for yourself or for your team to that type of library of AI instruction, scan this and we can also get into what's important to you. But you can have first view, first access to this.

Well, what I like about this is, and I think it's really revolutionary that you go to fuel, you learn from the instructor like Chip Bell or Sherry Cooley or Brian Biro or John Murphy, but then you get access to the agent and the agent gives you access to the Instructors cumulative knowledge 24, 7. So you get decades of personalized experience that adapts to your learning style. So you, it's almost like having a digital twin instructor teach you with in and it's totally private. There's no recording, there's, there are no spies.

That's right.

You can.

Exponentially learn. Stephanie, help me. You are the learning expert. Is this a revolution or am I just too excited about this?

Well, it hits on so many things that are valuable, right. You know, answering a question that a learner has, they're already self directed, they have a question, they realize that there is a gap between what they want to do or what they know and where they want to go, right. So they have that challenge and so they want to know what the answer is. And they're getting that customized information and the entertainment factor. So keeping learners engaged and entertained along the way, it's going to keep them motivated and interested. And you know, what we know about learning, it aligns with that. And that's what I was Saying in the beginning is, it's really exciting. Congratulations.

And Alex has shown earlier is that you set boundaries. You don't allow the virtual agent to sidetrack the student by answering questions that are not relevant, like cryptocurrency. And that is smart. I have not seen this anywhere.

Yeah, that's really important because, I mean, if you're going to, if you're going to have your employees train, you want them to train on exactly what they need to know, not a random conversation that's just wasting everyone's time.

And we're already seeing this from experts out there that, you know, AI models dilute themselves over time because they're pulling from so many things. They start to dilute their own answers because they've answered it so much. They're like, well, they don't need to know this little piece anymore. I've answered this question so much, but I'm the first time asking this. I haven't had this answer a million times, but the system is like, well, I've answered it. We can leave this part out. As a matter of fact, there's some in, in, in, like graphic generating AI, you're starting to see certain colors start to disappear. The AI stops using them because it feels like it's not necessary to show this color anymore. It's not that relevant. And it's its own choice. And, and so it's starting to dilute it. Which again, by the way, I use it every day. I use all the different AI platforms every single day, knowing that that's a possibility. But in fuel, we wanted to get away from that and say it's only what you know, so it doesn't get. It's not going to answer a question 78,000 different ways. This expert is going to answer it the way that this expert knows it should be answered based on the knowledge they have. And so it's. It is, it is fun. Stephanie, you nailed the entertainment part. It is super fun.

Oh, good. Yeah, I like that. Having those guardrails, it's so important. And, you know, if we have our employees go out and say, like, teach me how to do this chat GPT or any of the large language models, there's no oversight of what's happening. We don't know if they're getting the right information, if they're learning it. But I know we could talk about this on and on. Right.

Thank you so much. Yes, thank you so much, everyone. Thank you again, Gerhardt. Thank you, everyone here. Thank you.