Unlocking Business Growth & Career Success with Carl J. Cox

0:00 The topics and opinions expressed on the following show are solely those of the hosts and their guests, and not those of W four WN Radio it's employees or affiliates. We make no recommendations or endorsement for radio show programs, services, or products mentioned on air or on our web. No liability, explicit or implied shall be extended to W four WN Radio, its employees or affiliates. Any questions or common should be directed to those show hosts. Thank you for choosing W four WN Radio. This is Beyond Confidence with your host w Park. Do you want to live a more fulfilling life? Do you want to live your legacy and achieve your personal, professional, and financial goals? Well? Coming up on dvparks Beyond Confidence, you will hear real stories of leaders, entrepreneurs, and achievers who have stepped into discomfort, shattered their status quo, and are living the life they want.

0:48 You will learn how relationships are the key to achieving your aspirations and financial goals. Moving your career business forward does not have to happen at the expense of your personal or family life or vice versa. Learn more www dot gwpark dot com and you can connect with vant contact at dvpark dot com. This is beyond confidence and now here's your host, w Park. Good morning everyone. Of course, it is exciting to be here with you because I'm with you all, so I hope so that you're continuing the kind of circle that we always have talked about. And I want to share a story about one of our audiences who reached out.

1:33 The gentleman's name is John, and what John shed was that they had unexpected snow. Usually he is in Georgia area, so like just recently they had i snow. And then he knew that an elderly couple lived next to him and they had a couple of faults that year. So what he did was he had already talked to them ahead of time and said, anything that you need, let me know, I'll get it for y'all. And even though the couple had bought the groceries and everything needed, but they needed something to be picked up and John went aheadn't picked up and delivered to the door. And it's so beautiful to do that because you're just giving that time being kind to somebody else with no strings attached.

2:28 So do do that. And I want to thank each and every one of you who have got a book, because I'll share with you not just because I've written it, but our readers have reached out to us that they have changed their lives. And also part of the proceeds go to keywod dot org. So if you have not got a boox, do get a boox. I'm sure you're seeing a couple of them in the background. Entrepreneurs got in an expert to influencer do that and help us help other entrepreneurs. Welcome our guest. Welcome Carl. It's wonderful to be here today. Great to have you, so, Carl. Usually we start out with a childhood or a youthe story. Is there a moment or a person that left a positive mark on you.

3:21 More than one for sure. You know, I grew up I had a pretty tough actually upbringing, and so I didn't actually get these from my mom and dad. There was actually typically we're getting that positive resource from somebody from the outside. And one of my good friend's dad had you know, he had success in his life, and he told me two things which really made a huge difference. He said, one, as you're thinking about you know, this is getting closer to graduating from high school and he said, Carl, get a degree and people think they know what you know. And that was like, really, are really insightful. And then the second big thing he said, get a great first job and meaning that you know, really try to go somewhere where they're going to train you to be great at what you do. And those two things were really I actually share that with multiple other people I meet with, and especially young people in their careers. And once again when there's a lot of different ways to quote unquote be successful, but that message to me was really impactful for me and my future and being able to provide for my family and to help others out as well.

4:32 Absolutely, it is so powerful because it's setting you for success right from the get go. So tell us how how did that teaching impact you and that did your life? Johnny take you. So I ended up going I attended the University of Washington, and I actually had cam down three different ideas I wanted to potentially do. I was like, one to be a teacher, that was one of the ideas. Second thing was going to engineering, and third on was the thing was to go in a county. They all fit within the concept of these three degrees or something that I thought i'd get hired from, you know, if that makes sense.

5:13 I ended up through going through classes. I had this really fun and enjoy who knew that anybody could love accounting? And I found out there was a professor Sevzek at the University of Washington was an amazing professor, and he just this is going to sound interesting to be when I found fell in love with numbers, and when I found out everything wasn't black and white. It actually required judgment in being rational and to think through different ideas around it. And that's when I fell in love with actually with the profession that because if it was just black and white, I was like, well, a computer can figure that out. But when you realize there's judgment in making decisions, that's when it became very very interesting. So that was that was really really impactful of me moving forward going to the accounting profession. And then I ultimately I you know, good news. I was like, Okay, well you want to go hard. The good news with accounting is they recruit you if you're doing well with grades, and so I did pretty well with grades. To the process.

6:18 I did the process of meeting with other people, and I was able to get one of the back then Big six now Big four firms. It used to be Cooper's Elaborate, now it's Price Waterhouse Coopers. So I was able to be with one of the largest global accounting firms in the world and one of the best things they. You know, Universe Washington is one of the usually typically top twenty twenty five business school accounting program, but you know, the reality is in a hard term, you're taking fifteen credits, right or maybe eighteen credits. That's literally fifteen eighteen hours excluding study time. You know, when you go into public accounting, you're probably working sixty five hours a week plus in the busy season. So I learned more and that first six months then I probably learned it in all of my four years at the University Washington. And it was hard, it was brutal, and I didn't like every minute of it, honestly, you know, but it teaches you so quickly how to be more effective at what you do. And that's once again why I recommend people if they get that opportunity to be at one of the best places up front, you get trained by some of the smartest people in the world. Who've already thought through how to train you better than you could train be trained. And once again, it just puts you ahead of the game, right head of the curve in terms of people just start out in a general job opportunity.

7:37 Absolutely, that is so powerful. And as you said that you didn't like it, and I can share it you Like, one of my initial jobs was very much the same, and here's what I'll shared. Like, you know, especially if you're working for a startup, you learn in dog years. I heard. You end up learning so much that it's like, huh, I've only worked for a year, and that sets the foundation. So it is critical that you get into that first rate job. So there's so many professionals right like, Okay, you've got a good job. But then sometimes it is keeping up with the joneses. It is, so we are going to like, you know, let's look at it from two different perspectives. One is from an organizational perspective, one is from an individual perspective. So let's say we're talking about a young employee. You know, they're they're in their fantastic job and now they're working so many hours that they don't even have time to strategize around their numbers.

8:45 They're focused on their career. What would you tell. THEMM, well, this is interesting. It's it's so interesting that I literally am dealing with this. I got four kids and two of them are officially in the workforce now, and and you know they're they're doing great job at what they do. But they complain sometimes right of like this is hard, right, this is hard, and you know the reality is this is really do great things come from things not being hard? Now, I think there's a long term perspective you have to recognize, is this is something I want to do forever? You know, what is the minimum expectation of a certain threshold I should be learning before I consider leaving. Like I marry my high school sweetheart, so I had a different perspective than a lot of young people who didn't who aren't married, because I had somebody else to think about. And one of the problems is that the Ferma is at a lot of people didn't have their rings left on their fingers, and for me having a hope of having a long term marriage, I was like, this is really fun, this is really interesting, but I'm not sure if this is the best long term place for me to be at.

10:00 And so when a recruiting opportunity came about and after I'd earned my CPA, I was open to it because I recognized the place I was at was it doesn't mean you can't, It doesn't mean people haven't had successful marriages going through public accounting and going through that process. It's just I saw so many people had lost it because of all their life and focus was in the sixty five hour weeks of working at a large firm, right, And so I made that decision to leave, And it was one of the best decisions, but hardest decisions, because there's so much pressure when you're working so hard and you don't have time to think. And this is where I think it comes down to is when you have those periods going to your question, when do you stop and think, well, you can't do it. When you're working sixty five seventy hours a week, you can't. You can't think you know it, just you're just surviving. But when you do have that break, it's super important to think about where do I want to five years from now, Where do I want to be three years from now, And so you start thinking about making those decisions of switching.

11:08 You know, or staying or going even deeper because you really love what you do. And I think that that decision making is super important in any person in their young career. Once again, and think what is the goal? Where is the end? Where? And you have to be at some point you have to enjoy the process even when it's hard. Yeah, right, Because sometimes we get to our destination and we're not happy. Right, We've got there, we've arrived, and it's like, well, what happened the past two, three, four, five years? And so but I get concerned when I am a little bit different. I'm not a big, huge believer in what I call work life balance. Well, let them explain that for a moment. I think people believe that things have to be equal. That's not how life works, right, Life is not equal. I mean even the reality is if you work a typical forty hour week job, a typical quote unquote corporate forty hour week job, that's way more time than I'm spending at home by definition, right, and so at least waking hours.

12:20 Right. And so this concetant of balance I think is wrong. I think what's important is you determined where you want to be great at and when you start getting a place where you could become wonderful and great at a position or a role. I think that's when joy starts coming in, right, when you actually find success in how you do things. And that's for me, is when you get to that, it's it's very rewarding because like, wow, I'm when you start becoming once again an next what I call quote unquote an expert something right, But the problem is, you can't become an expert on day one. It takes time an effort to get there. So that's the hard thing, right is That's why I go back to where do I want to be three to five years from now? And then being willing to put in the hard work and what you hopefully can measure success along the way, how you're getting closer to that arrived destination where you're joining the journey, but you're really trying to get this outcome of expertise success where you feel like you quote unquote or where closer where you want to be.

13:30 So what I'm hearing is having that vision like Okay, what am I working towards? What is my north star? And when you're clear about that, then you can it's very easy. Well, it's not. It might sound simple, but it's not that easy. And yet if you have the roadmap, you're able to create a roadmap where you begin with the end and then that can be your financial your personal health. And I absolutely agree with you and that that you cannot balance sit out always. Like when I'm talking with my clients saying that find that work life harmony, it might be that, especially as you mentioned in accounting, you know, there may be seasons, like especially during the tech seasons, you're going to be very busy, but then during the summertime you can harmonize by like you know, taking more downtime during when there is a seasonal downtime.

14:24 And so from that perspective, let's say, so you've talked about the work perspective, what about the financial perspective. What kind of strategies those young ones can have. Well, I think just like your your life of where you want to be from a career perspective, that should come in line with where you want to be from a financial perspective. And this is once again they have the data. I don't know we're exactly at VI with inflation and everything, but I think it's around eighty five thousand or something like that effort or sixty five to eighty five thousand is where once you could pay for your basic expenses. Getting beyond that, you're not any happier. Okay, now this isn't always you know. Once again people argue with me, what do you mean by that? What I think, what I've appreciated is when I've developed what I really love is having freedom, and when I've recognized when I get really good at a job and I'm really getting things done, it actually creates more freedom because people can trust that I'm going to do the work that they do.

15:41 So I do recommend that people have quote unquote, whatever their financials or goals are going to be. I'm also a believer people should set some stretch goals because it's amazing you could push us sometimes harder, five or ten percent more. It gets so much more out of that outcome, right, just by spending a little bit more time, not a lot more time. It's a little bit more time, one more call, right, staying five or ten minutes later to make sure you finish the project, as opposed to it hanging through the entire weekend, right, but to ultimately get to this whatever your financial result should be I think it's absolutely critical to once again get to where you try and rive at. And we also I grew up on financial assistance, government financial assistance. As mentioned, I did not have the best upbringing. But we've raised all of our kids that our goal for them is to contribute more to society than they take away from it. And since I've graduated from college, I have not taken any financial assistance, and I never planned to take any financial assistance from the government. And my hope is once again is to quote unquote give more than take away from it.

17:00 And that for me is one of those goals I think we should be having as people is don't rely on the government to save you, so to speak. It should be so you should be able to be self reliant. And more importantly, if you had the means, the capability, you should have being helple to provide for others. And that to me is whatever that threshold is for you. Now, one more thing, an important aspect is you shouldn't feel bad making a lot of money. Agreed, because here's the thing, as you mentioned that, and what a noble goal and noble values to pass on to your children. That I was in a very similar situation. You said, don't feel bad about making more money. So initially, like you know, when I transitioned from the corporate job into my coaching, I would feel bad, like, oh, this is something I should be helping people. And one of my coaches told me something very powerful, that you've got to keep the lights on in your home. And think about it. If you know that you can keep your lights on for like next ten years, then you can go and help out a whole lot more people than not because now you have the freedom and not the worries to worry about what's my next day going to look like?

18:16 That's right, That's right. Yeah, I think that's great advice. And and and the other part, which is, you know, one of our goals here at forty Strategy and with forty Counting is you know, we want to give over a million dollars to charity and through the companies, and we're in progress of doing that, and well, we can't do that without making a lot of money, right, and we try to give you know, percentage of our revenues to not just the bottom line, but part of our revenue to charity. And so that is what drives me to earn more to make to make more is to give. And so that's the way how I approach it. Once again, other people, I have no problem once again with people who don't. If they choose not to give, that's that's These are personal decisions for people. But for me, I know, I feel better, you know, when I can to do that.

19:07 Some people have the gift of doing the things that I wish I had the compassion and the empathy for which I don't. I'm one of my gifts is to be able to create businesses, add value in businesses, and to help create wealth and and so that's what I love to do. And then I get to then share pass along those profits and gifts to others for them to do what they're great at, right for the things that I'm not best in the world at, if that makes sense. And and so that's that's that's where once again, that's what rewarding me. And then I also try to create a connection with these organizations where it matters right where what they're doing, what we're trying to So it's not just blind money so to speak, it's like engaged relationships right with with the people and connections that what we're helping provide for it, and that's for me is what helps bring a lot joy.

20:01 Absolutely, and you bring back to the point, like you know, you were talking about sixty five eighty five thousand, after that, it doesn't bring your joy. At the same time, let's say it's not about the money, it's about giving back. It's about the impact. And when you are creating impact, it automatically brings joys. So everything that you have shared does apply to anybody, regardless you know, whether people are getting ready to retire or they're in the mid season. It's about setting that vision and working towards it and narrowing down your values. You know, what is going to be the charter for your life. So I've looked at from individual's perspective, what about from organizational perspectives? What strategies that they can have because I'll tell you one thing, when people are laid off. I've been very fortunate. I wasn't laid off. I made the choice to transition, but I get so many clients who were earning multiple six figures and all of a sudden, you know, they are let go. So what strategies can organization put into place that people are on the first cut?

21:13 Oh, Wow, that's a great question, and and you know, I it's it's an interesting question behind that of like what you know from an organization protective. Does the owner have a duty right for their employees right? And this is the weird part. When an employee gets an opportunity to go somewhere else, there seems to be no problem with that true right, So an employee gets an opportunity to go and take somewhere else. There's a difference I think between smaller and larger larger companies. But at its core, you know, organizations have to successfully generate profits, right otherwise they are not for profit and they can actually perform and grow and do the things they need to do from the employee side behind things, and of course this depends on the different type of organizations that there are.

22:21 I do think there's somewhat of a responsibility on the employer side that they should be developing and they should ideally have an organization where they're trying to develop people and to help grow them, but also recognizing that not everybody's going to stay through the process, meaning we have a duty I think to help grow people and give them the best opportunities to help them move through for where they're going to accomplish on the flip side is the employees have to return that favor. Right, and this is going to sound bad, Well that's the truth, right, Gallup says about what gosh, I haven't seen. The latest data is a thirty percent roughly let's just say, you know, roughly thirty percent of employees are engaged, fully engaged your work, all right, Right, So does an employer have a duty to maintain the seventy percent of unengaged non engaged employees?

23:21 That is a really good question, and that kind of comes back to, yeah, forming that symbiotic relationship. So it's not just the owner's responsibility. The way I see it is that it's it's a handshake, just like a hug. Any of that, you know, both the parties need to be involved and be engaged and be committed to each other. So when I ask you the question, what strategies they can put in places that it's not about not letting go if people are not working in because as we know, companies are for profit, they're not nonprofit organization. And even in nonprofit organization, their operating costs are so high that the actual money that reaches to people is quite less if you want to look at it. In the big scheme of things, it is about those employees who are engaged and who are committed, who are not hopping, and then it could even be that they're not expecting that curveball.

24:30 It's it's one of the I think toughest things that happens, especially in larger corporations, is when corporations will use a reduction in force to get rid of highly effective but highly paid employees, right. And I think that's when it's the hardest hit. Is when somebody is doing all the right things, but they've grown up in the path the chain and they're just making too much money for the employee right in terms of things, And that's tough. I mean, I have had multiple relatives and people that I know closely have gone through that. It is it's like a divorce, so must right when you get laid off for the first time. It's this very personal rejection right of who you are, if you'res.

25:24 And so many people identify themselves with their jobs. And as you mentioned that, you know thirty percent of people are moving from one job to another, and yet people do take pride as you mentioned, if people are growing. So in that kind of a situation, I would say that, you know, provide resources or have some form of of course, you know, employers cannot say you're making too much money so you're going to lay off because. That they never say no. Then that employe is going to come in sue them. But the key is like, you know, educating people like you know, what are the here? So that way it is kind of understood, like you know, and then the employee also then this goes back to both sides. You said what is the responsibility of an employee, so also employee kind of being aware of like you know, what is my limit over here? Like you know, yes, I want to grow because millennials and Gen Z they want to grow really fast every year every two years, Like I want to get promotion, which can lead to empty food syndrome. But the key is like you know, both sides being aware like okay, am I reaching to a level?

26:30 So does that mean that I need to be on the lookout? So that's that's the whole where the key is because you dance in strategy. So having that strategy both for organizations and the professionals. Yeah, it's you know, it's interesting look from the employer side, right, there's value in keeping great people as long as you can, you know, to have what I call, you know, the appropriate when you can keep highly engaged employees to low turnover because you're because there once again is that truly symbiotic relationship which things are win win right for each of them respectively. That's what all companies should be moving for.

27:21 I mean, the goal from an employer standpoint is they're increasing that engagement right to the people that they have the organization right so they are engaged. This is where once again I think companies make a mistake is they don't try to make sure engagement at all levels, not just at levels that are the senior most positions, like why not having opportunities On the other side, and then, as I'm saying this, truly if we can't continue to grows somebody, as I said, it's part of our duty as an employer to help share with them, Hey, have you have great opportunity? Have you consider education? Have you considered these other opportunities? How do we help make you be successful? Now, sometimes we have to go from an employer perspective really look at what's what are they what's in it for them? And I think most employers don't do this, So this is where I think they could get really deep engagement. And it's something that one of my friends, Scott Valor, talked about. There's some great books out there that talks about this concept. But when And let me give a quick example. So I had a friend name Scott. He grew a company from his countertop with like twenty bucks and grew it into an agency that had over four thousand insurance agents across the United States over like a twenty year period actually I don't know exact period, ten to fifteen year period. And one

28:51 of his most important people, his supervisor for the call center, was getting ready to leave, and the person said, and for Scott, this was awful because he's like, I can't lose you. You're one of the most important people that I have in the company. And the person trying I said, you don't even know why I'm here. And Scott said, what do you mean. You know, you said, do such a good job and you leave the team and this is a renewal time. I can't afford to lose you. He says, well, you don't know why I'm here. He said again. So Scott's finally said, hey, look, I'll do whatever it takes to keep you and he repeating, what you know, why why am I here? And he finally said, he broke down. He said, the reason why I'm here is I'm trying to provide enough money to pay for my daughter's braces so she could have straight teeth. That was his why. His why had nothing to do with his own personal growth. It had nothing to do with his management techniques. It had nothing, No, it had to do with him having enough money to help provide for his daughter's braces. And I I think as employers, when we understand what's really the why behind the why. Look, everybody's not going to be a CEO, right and not everybody's going to be an entrepreneur. But when we can connect with what people's real why is and provide opportunities so they can get to that outcome to help provide for their real why, that's one I think this whole different level of experience and expectation takes place. But you

30:24 have to be willing to go down a path that most employers and most employees aren't willing to do because they don't fully trust each other right. And so when you get past that trust to get to there and use it for good and not for evil. Right, when we go through this process, that's not I think when companies are different, when they create different opportunities and create different relationships, that are really a win win for the long run. Are those are the companies that have crazy high engagement, right, and have really good customer relationship scores and have a place where people ever want to leave, right. That's what's awesome is when people create that type of company and that type of organization.

31:07 Absolutely. So you have mentioned that you know your company wants to give one million dollars in charity, and that is phenomenal. So tell us, I'm assuming that you have your team members. How are you nurturing them and cultivating them and what's your strategy? First of all, I guess I'm not perfect at this, even you know, from my own perspective, and so let's let's say I'm not throwing rocks out of a glasshouse. I think developing employees is challenging, right, and so but what I have found is one of the mistakes I've made in the past is sometimes out how to hire people.

31:54 Two just kind of get is done and without a whole lot of guidance, and especially when I'm busy, like I might be traveling around meeting with other clients and doing other things, and I will say, oh, just take care of it. And what's interesting is I won't have as much engagement in what they're working on and doing. And for me, what I'm learning is for me to care more about what they're doing, even though I'm not directly responsible for it, from that aspect of where I can help engage them, critique them, learn and help make sure it's doing better. And that's something I said I'm still working on myself. I don't want to use this as a I've perfected this process behind it, but when I have had relationships where I like to have people have autonomy in their jobs, so I just to clarify, and what I'm saying is I'm not talking about checking everything they're doing and watching over their shoulder, but to follow along and care about the quality of the work that they're doing. I think that does matter. And that's the side of us that I'm literally had made a change even this year where I'm actively working in our CPA business more deeply rather than being quote unquote just working on the business, but working in the business directly more because I want to make sure the company is set up and growing in the way that I think

33:26 is going to best serve our clients. And to do that separated, do it away is not going to be as helpful for me or nor for our clients, nor for our employees. So that has been honestly a little aha moment. I even had myself over the past couple of months, and it's like, Okay, I'm going to be more engaged and I do these things and not just quote unquote delegate it, but to be more engaged with what's taking place. What would you say, if I'm bringing your advice to you, is your vision for yourself, like for the next three years and for your company?

34:08 Yeah, so actually we're working. That's really funny, you said, this book, a very well known book. It's interesting, you know, because my life is doing strategic planning and execution and then I have a CPA firm as my two things that I do, and so you'd think, oh, I'm really great at this, and it's amazing how hard it is, like anything, doing it on your own right versus working with somebody else. Is why I've hired so many coaches throughout my career is to help give me independent feedback. But just for multiple different reasons, that classic book Think and Grow Rich had come across my path, and there's this actually on YouTube, there's this great little twenty minute summary of it. And I am super excited because I'm developing a big hair inadacious goal again for my business.

35:02 So we've had a great first five years with the current current businesses, but my goal is to make sure I get this right. But to three x I mean just being three x my personal wealth in the next four years fantastic. And so that's the big, hairy inadacious goal that I have. And then beyond that too is to also give my goal that million dollars to substantially exceed that as well. And and so that's that's where I'm heading towards. And it's I've never been more fired up I So I'm super excited. We have two business As a matter of fact, we're I'm developing a whole concept of this forty strategy of forty brand where we can help provide and bring in services that fall underneath brand, where we can help small businesses with and provide them to help create value. And it's super motivating for me and I'm excited how we're helping out clients with So so there you go. That's our big hair inadacious goal, and we're developing the plan. I mean, the plans are not fully in place. I'm developing as we speak. And you know, if we had this conversation in about two weeks three weeks from now, the plan will be fully baked out. But I do have the general direction where

36:35 we're heading. So it's very exciting. Well, I'm very excited for you and for your company. So if anybody from our audience wants to connect with you, learn more about you, where can they connect? They can connect a couple different ways. First, first of once, gets Carl Jacox anyone who's listening, that's the best way to search from that perspective, c ARLJ. C Ox. You could course do a Google search, but we have a website forty strategy dot com as well as forty Accounting dot com. Feel free to go look at that information, and of course you can find us on LinkedIn. That's where we tend to do a lot of information. If you want to find that, you could also send me an email at Carljcox at forty strategy dot com. If you want a free copy of my book, let me know.

37:21 I'll be happy to do that. Lost at CEO An Entrepreneur's Guide to Strategy. Feel free to send me an email at Carljcox at forty strategy dot com. Will be happy to send you a book. All fantastic and thank you for sharing your wisdom with us. Any last words that you'd like to share. First of all, thank you, thank you for the opportunity to be here. If you asked great questions. I love your insights and I love it how you asked back. You know, one of the hardest things that consultant rights that go back and it might walk in my talk right if that makes sense that I appreciated you to ask those questions throughout it. So thank you so much. It's been really fortunate to you to be on your podcast today.

38:02 Well, it was such a pleasure having you on our show on our podcast, Carl, thank you for taking the time and sharing a wisdom a test, and thank you, dear audience for being part of our family because without you, the show would not be possible. You are the soul of our show reach out. Let us know how can we serve and support you so that you can live the best life you can and thank you on for making the show technically possible. Be well and take care until next time. Thank you for being part of Beyond Confidence. With your host d V Park, we hope you have learned more about how to start living the life you want. Each week on Beyond Confidence, you hear stories of real people who've experienced growth by overcoming their fears and building meaningful relationships.

38:48 During Beyond Confidence, Diva Park shares what happened to her when she stepped out of her comfort zone to work directly with people across the globe. She not only coaches people how to form herd connections, but also try transform relationships to mutually beneficial partnerships as they strive to live the life they want. If you are ready to live the life you want and leverage your strengths, learn more at www Dotwpark dot com and you can connect with vats contact at dvpark dot com. We look forward to you joining us next week.