I would say being a business owner and being being a leader here at coastline recovery has brought its own challenges to me from a personal perspective. I’ve had to really dig deep and take a look at some of my character defects and some of my strengths to see what I can bring to the table as a leader and how I can band the staff together to work together in a positive way. And in order to do that. Me and Justin I would say have gone through a rigorous process of trial and error figuring things out some stuff work some stuff did not work. But I think at the end of the day and you hear it a lot you know with people that own companies especially some of the larger ones how important the cultural fit is. And so what we did was instead of trying I think instead of trying to identify a culture that we wanted to have I think it just kind of stemmed from who we are and what we wanted to give to our clients. And you know we are very passionate guys. I would say we are very direct at times. We like to have a lot of fun and I think a lot of those strong characteristic traits kind of melted together into what coastline is today. And I think that the cultural fit is is one of the most important things we look for through the hiring process. We’ve turned people away that were extremely qualified that just did not have the right cultural fit. And we’ve hired people that maybe didn’t have an extensive background in this particular industry but knew that they would fit well in our community here and that they would be able to learn based on like who we are and what we are. And I think that has proven to be one of our most powerful tools we’ve had in some cases three or four different interviews that we’ve brought people back for. Just to make sure that they were the right the right mix.