Going to an innovative culture, I’m moving really fast. Experimenting. Very large Fortune 50 company wants to become innovative, and the typical phrase from the CEO is, "That's the stupidest idea I've ever seen. I couldn't think of a worse idea than that one." Killed the innovation. People say, "I'm not even going to say what I think. If I just say it, and they don't like it, they're going to kill me. So I'd rather stay under the radar. I'm not going to think out of the box. I'm not going to take risks." If you want to be an innovative culture, you need to think that out of ten ideas, nine will fail, one will go well, and you need to encourage that. And when things go wrong, you need to sit down and say, "This is fantastic. What can we learn from these nine failed projects that will allow us to increase from 1 to 1.5 in the next series of test attempts?" So that is really a culture of innovation. So experience is valued, resources are assigned to think tanks, development, rituals associated with learning are common, post-implementation learning sessions. And there's a lot of rigorous measurement and focus on how to improve. So a lot of continuous improvement process. What needs to happen? Well, basically, the value is curiosity. I'm so amazed, because I wrote this down before Michael Dell started to talk. And he started talking about innovation and client-centric, which is, I think, are two of his main assets. He said, "Curiosity is one of the things that drives me." And then learning. So courage, openness, pursuit of excellence and curiosity are the values that basically an innovative culture expresses in the way people work. The typical mental model, mindset of an innovative culture is, "If it isn't broken, break it anyway." While an achievement culture is, "If it's not broken, don't break it, don't fix it. Just let it be as it is." And the deal breaker is risk aversion. If you're not willing to take risks, and you have an environment where you...