Mario Harik

We'll figure out the transition plan.

Let's see if later.

So effectively, it's how you think about the people that are working on your team and who are working for them, who are, again, the top performing people that you want to retain that's an A player and who are the people that if they move on, it's not a big deal.

Actually, you can potentially get to a better outcome as well.

And we take that very, very, very seriously.

I personally think the biggest lever in creating a lot of alpha in business is who you have on the team and how they work with each other.

If that is rock solid, if people who work for you are all A players, it's a beautiful thing because they push each other in a beautiful way and ultimately they deliver alpha.

Ultimately, they deliver better results.

Ultimately, they deliver a better environment for employees where employees are much happier to come to work because part of them being an A player is how they manage their teams.

So that's why we think of that talent evaluation process as being very important and making sure we have the most amount of A players on the team, especially the higher up you go in the company is very, very important.

Well, high level, I think you have to look at every person in a very customized way based on what makes them great.

I always start, for every person who works for me, I look for the things that makes them a beautiful professional.

What makes their brain beautiful?

What makes them actually a great team member?

And I believe in them.

I believe in their ability to do amazing things.

And I think if you look at the human psyche,

People want to be appreciated.

And when you show someone that you believe in them, that you truly believe in their ability to be great, they have a much, much higher odd to actually be great than if you're only focusing on where they are falling short.

Now, once you have that, it doesn't mean that where they're falling short should not be discussed.