If you're missing a genius, here's the order in which you should actually approach that conversation. One is to adjust roles; two would be find someone else in the organization and borrow laterally or even borrow someone deeper in the organization if possible. The third one is rely on somebody's competency because we've seen it's so natural to say, you're pretty good at that. And then it turns into what looks like a mandate for a day but they get all the way to burn out. Now I wish I had more stories about teams that are missing discernment.