Robert A. Iger - The Walt Disney Co.
Management
So Anthony, I'm going to try not to be too impertinent, but there's been, I think, more made about our succession than it really deserves, suggesting that there's been trouble on the succession front here, and I will only go back to 2005 when I was chosen from being COO of the company for five years to be the CEO and the successor to Michael Eisner, and I don't want to characterize my tenure over that period of time, but we had a smooth transition. I moved into the role after having studied under Michael for five years. I overlapped with him for six months between the time I was named and the time that he left. And it was – frankly, it was seamless. The board made a decision after deliberating for probably six months to nine months, so I think it was extremely thorough, we considered an internal candidate and a number of outside candidates, and it worked as far as – at least as far as I can tell. I am confident that the board will conduct yet another successful succession process. The decision that was made in terms of my staying longer was, in fact, had a number – there were a number of factors, some that are very personal. I've been in this job for 12 years. It's a job that I have loved from the moment that I got it. I had a few more things that I wanted to accomplish, I can talk about that, but frankly, the number one priority of mine was making sure that we have another successful transition process, and I thought by giving it another year, I increased the possibility of that happening, and increased the possibility, frankly, of more opportunities for the people within this company as well. So that is my number one priority. I'd say that's probably the board's number one priority. We have enough time to not only consider the right candidates, but to make the right decision and to craft a handover of sorts or a transition that should be successful. There are other things that are clearly at the top of my list in terms of priorities, but there are – I think they're pretty obvious. It's continuing to grow the company in the digital direction, it's continuing to grow the company globally, it's continuing to solidify ESPN's future by doing the things that I talked about on this call and probably above all that, which is tied in part to succession, but it goes beyond succession, it's making sure that the leadership of this company across the board continues to be really strong so they can deliver the kind of results that everybody expects of us.