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Beat the Plague of Unclear Communication — Here’s How!

1/27/2025

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Communication is the lifeblood of leadership. So why are millions of employees exasperated and thwarted because of unclear communication from their boss?...

As more employees are working remotely or in hybrid work environments, the need for successful communication has never been greater. Yet, according to a recent report by FlexOS, employees gave their managers a mediocre 7 out of 10 — basically, a C — on managing hybrid and remote teams. Worse, 30 percent said they’re blocked and discouraged by unclear communication from their bosses. 

Writing in the Harvard Business Review, Gleb Tsipursky, CEO of the consultancy Disaster Avoidance Experts and author of seven bestselling books, says, “As a manager, it’s your job to make sure vital information is shared appropriately and clearly, leaving no room for misunderstandings…” His advice:

  • Set expectations up front: Align with your team on the optimal use of various communication platforms. What are the ground rules?
  • Consider creating a “clarity canvas.” When starting a new project, create a set of documents that succinctly outline goals, individual responsibilities, process instructions, and key deadlines. 
  • Make everything accessible. Keep meticulous records of decisions made, meeting minutes, and project statuses in a centralized, digital location accessible to all. 
  • Schedule regular debriefs. After important announcements, it can be valuable to set up debrief meetings with your team. Doing so will help you evaluate how well your people understand and accept the announcements, and will give you the opportunity to clarify and address any questions.

Is your manager organized and thorough in their communication? What might they improve? To join the conversation, click on "comments" below.


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3 Ways To Tell Your Boss That You're Not Engaged

12/2/2024

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Many employees are not engaged at work, but their leaders are often unaware. So what should you do if you know your talents, expertise and interests are being under-utilized?

Writing in the Harvard Business Review, organizational psychologist Lewis Garrad and Tomas Chamorro-Premuzic, Chief Innovation Officer at Manpower Group, offer 3 ways to communicate your dissatisfaction to your boss:

  • “I need your help to reach my full potential”: This highlights that your typical performance, good as it might be, is not your optimal performance. It suggests the best is yet to come. 
  • “Can you help me find a new challenge?”: This captures the importance of learning as a driver of engagement. It shows you do not want to do only what is easy.
  • “I’m not sure this role is a good fit”:  People do best in roles that align with their abilities and values.  This shows you are self-aware enough to want to maximize your contribution.

Have you ever been disengaged enough at work to request help from your boss? What was the result? To join the conversation, click on "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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Your Brain on Gratitude: Happy Thanksgiving!

11/25/2024

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Gratitude has consistently been shown to lower stress, reduce pain, boost immunity, and improve blood pressure and heart function. Here’s how to spread gratitude not just on Thanksgiving…but always.​

We recently released a micro learning video series on how to express gratitude so it sticks, and these tools are easy to learn.  Neuroscientist Glen Fox has spent his entire adult life studying gratitude. “Grateful people tend to recover faster from trauma and injury, have better and closer personal relationships and may even just have improved health overall.” Fox did an experiment using brain-imaging scans to map which circuits in the brain become active when we feel grateful.

“We saw that the participants’ ratings of gratitude correlated with activity in a set of brain regions associated with interpersonal bonding and with relief from stress,” he said. To up your conscious gratitude, Fox suggests keeping a gratitude journal. On a regular basis, write down what you are grateful for, even if those things seem mundane. The positive effect is cumulative so it’s a good idea to make this a habit. You can also write letters of gratitude to those who have helped you along your way. Says Fox, “I think that gratitude can be much more like a muscle, like a trained response or a skill that we can develop over time.”

When was the last time you actively expressed gratitude, and how did you feel? To join the conversation, click on "comments" below.

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Create lifetime communication mastery online, with our virtual programs, awarded International Gold for Best Hybrid Learning of 2022.
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How to Make Conversations Click

9/16/2024

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Research suggests that asking questions that show you're listening is a great way to make conversations click.  Since not all questions are equal, here are 3 tips.
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Conversations help us forge and deepen connections.  And they are essential to our well being.  Sometimes, though, we avoid conversations because we fear they may become tedious, awkward, or even confrontational.  

Writing in the Journal of the American Psychological Association, Zara Abrams notes that one of the best ways to make conversations click is to ask questions.  But be conscious of how you do this:

  • Avoid answering your own questions: Some people believe that asking a question makes their conversation partner feel included. But not waiting for a reply can actually alienate your listener. 
  • Ask follow up questions:  Follow-up questions prove you were paying attention and show your conversation partner that you want to know more.  Speed daters who ask more follow-up questions are more likely to get a second date!  
  • A good conversation has a good rhythm: A conversation can be like a dance.  It might speed up or slow down, and there may be pauses—like in a tango.  Effective listening tends to lead to moments of quiet, and that’s linked to higher satisfaction among participants.  When someone responds too quickly to something very thoughtful or personal, or not quickly enough when you were expecting a spirited back-and-forth, they aren’t "dancing" with you in an enjoyable way.

Do you have a go-to conversational style that works for you?  And what do you do to show you're listening?  To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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How Strong is Your Humility Habit?

8/26/2024

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What makes a leader more relatable, more approachable, and more successful?  The surprising answer:  humility

“Strong cultures can only happen when team members feel safe enough to tell one another the truth -- and that starts with leaders being willing to show they're fallible,” writes Jeff Haden in Inc..

Citing numerous research studies, Haden explains why vulnerability and humility are central to strong leadership:

  • A Journal of Social and Clinical Psychology study links humility with an enhanced ability to maintain a positive self-image in the face of adversity or failure.
  • A Self and Identity study links humility with the ability to develop stronger social bonds, helping one benefit from deeper professional relationships.
  • An Organization Science study links humility with seeking self-improvement, helping one continually challenge oneself, learn and grow. 

Humility is a predictor of high performance among leaders.  Employees want to work for a boss who is willing to admit their own weak spots, eager to work to strengthen them, and willing to help others do the same.  In short, a good leader is one who wants to get things done, and knows they can't do it alone.

Do you believe humility is one of your traits?  How has it helped you in the workplace?  How might you strengthen your humility habit?  To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 




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How to Ask for Advice

8/5/2024

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Have you ever received "feedback" that’s useless and annoying? Instead of asking for feedback, try asking for advice. 

Feedback is backward looking. It is anchored in past behavior. Writing in the Harvard Business Review, Dr. Amantha Imber, author of Time Wise and host of the podcast How To Work, suggests asking for advice instead. Advice-giving is a form of guidance that leads to thinking about future actions.                                                                                              

Imber offers 4 steps to getting advice that will really help you improve:

  1. Be specific about the type of advice you are seeking. Specifying the category of advice you want will ensure it is most useful.  Ask yourself, “What will really help me get better at solving this problem?” Then, instead of asking, “What do you think of my quarterly numbers?” you could say, “I’ve tried X and Y but I haven’t been able to meet my goal. How do you think I should approach this?”
  2. Show them the way. If you ask people to think about what could help you in the future, the advice you will receive will be more actionable. So, for example, after you give a presentation — even a good one — you could ask, “What changes could I make to improve next time?” 
  3. Give a little nudge.  If someone gives you vague feedback such as “You did great” or “You could do better,” prod further and extract the advice you need. You could say, “What specifically did I do well that I should repeat next time?” or “What is one thing I can do better next time?” 
  4. Ask the right person. You may think that the more points of view you receive, the better. But research shows that an excess of advice from many sources can be confusing. Think hard about the problem or topic you are seeking guidance on and consider who is best placed to give you advice on it.

When was the last time you asked for advice, and how did you do it? To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 


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Your Brain on Gratitude

7/22/2024

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Neuroscientist Glen Fox has spent his entire adult life studying gratitude. He is convinced that  “grateful people tend to recover faster from trauma and injury, tend to have better and closer personal relationships and may even have improved health overall.”

The study of gratitude is a relatively recent phenomenon, and emerged from the field of positive psychology. Yet the practice of gratitude has consistently been shown to lower stress, reduce pain, boost immunity, and improve blood pressure and heart function. 

To find out, Fox did an experiment using brain-imaging scans to map which circuits in the brain become active when we feel grateful. “We saw that the participants’ ratings of gratitude correlated with activity in a set of brain regions associated with interpersonal bonding and with relief from stress,” he said.

To up your conscious gratitude, Fox suggests keeping a gratitude journal. On a regular basis, write down what you are grateful for, even if those things seem mundane. The positive effect is cumulative so it’s a good idea to make this a habit. He also suggests writing letters of gratitude to those who have helped you along your way. 

Says Fox, “I think that gratitude can be much more like a muscle, like a trained response or a skill that we can develop over time as we’ve learned to recognize abundance and gifts and things that we didn’t previously notice as being important,” he said. “And that itself is its own skill that can be practiced and manifested over time.”

When was the last time you actively expressed gratitude, and how did it make you feel? And what experience have you had when people shared gratitude with you? To join the conversation, click on "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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4 Secrets to Criticizing Gen Z

7/15/2024

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Gen Z can take criticism, but if you deliver it the wrong way, they might leave to find a workplace that connects with them better.

Gen Z, the generation born between 1997 and 2012, is not composed of the sensitive “snowflakes” some say it is. Writing in The Washington Post, technology reporter Danielle April says, “Your youngest colleagues may be the newest to the workplace, but they have clear expectations about how they would like to receive feedback: It should be timely, collaborative, empathetic and balanced.”

Experts who study the multigenerational workforce say things go awry when managers critique younger workers in ways that unintentionally alienate or discourage them. For example, it is often counterproductive to focus solely on what went wrong, fix their mistakes without a conversation, or deny them a chance to explain. Used to getting information with the speed of a click, a critique without explanation is likely to create self-doubt and engender the kind of burnout that increases turnover.

Gen Zers who spoke to The Washington Post said they view work differently from other generations. They want to be themselves at work, feel that their voice matters, and that their managers are empathetic and will invest in relationships with them.

Gen Z is only going to become a larger part of the workforce — they’re expected to comprise more than 32 percent by 2032, according to the U.S. Bureau of Labor Statistics. And they’re asking employers to respect them.

Have you noticed a difference in the attitudes and preferences of Gen Z workers, and how do you approach them to raise sensitive issues? To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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The Science of Employee Respect

7/8/2024

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Employees crave respect, and most leaders agree it’s important. So why do so many employees feel disrespected? New research suggests that leaders don’t fully understand what respect entails.

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In a recent Georgetown University’s survey of nearly 20,000 employees worldwide, respondents ranked respect as the most important leadership behavior. Yet, employees report more disrespectful and uncivil behavior each year. What accounts for this disconnect? 

Writing in the Harvard Business Review, Kristie Rogers, an associate professor of management at Marquette University, draws on her extensive research into the subject and advises: “In all but the most toxic workplaces, building a respectful organization does not demand an overhaul of HR policies...What’s needed is ongoing consideration of the subtle but important ways [that] respect can be conveyed.”

7 Actionable Examples Of How Respect Can Be Conveyed:


  • Establish a baseline of “owed respect”. Every employee should feel their innate dignity is valued.
  • Customize each employee’s “earned respect”. Connect individual contributions to specific achievements, measuring performance against an objective standard.
  • Convey respect in your observable work behavior: Do this through active listening, remaining open to advice, and encouraging creativity.
  • Recognize ripple effects: The respect shown to employees will cascade down to customers, industry partners, and the community.
  • Know that respect is infinite. Respect is not finite; it can be given to one employee without shortchanging others.
  • See respect as a time saver, not waster. Respect is best embedded in our normal interactions. Be present for others, listen, and affirm their value.  
  • Know when misplaced efforts to display respect can backfire. Don't be inconsistent or insincere —because employees see honesty as a prime component of respect. 

Do you think your employees feel respected, and what might you do to enhance their sense of respect? To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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The Secret Sauce of Leading Change

7/1/2024

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If you are considering a significant change in your organization, it is crucial to first take the emotional temperature of your members. But new research suggests that few leaders know how to do this.

In her survey of over 200 leading company executives, Patti Sanchez, chief strategy officer at consulting firm Duarte, Inc., found that 69% of respondents said they were planning or currently conducting a change effort. Unfortunately, half of these same execs said they hadn’t fully considered their team’s sentiment about the change.

Writing in the Harvard Business Review, Sanchez offers strategies for ensuring your team is motivated and onboard:

  • Profile Your Audience: Evaluate wants and needs at the kick-off of a change initiative…then re-evaluate at every stage.
  • Tell People What to Expect:  While you may need to keep some facts private during a transition, the general rule is that the more informed your people are, the more they’ll be able to deal with discomfort. So, learn about your team’s specific fears and acknowledge them openly. 
  • Involve Individuals at All Levels: A true transformation won't succeed without broad involvement.  From the top down, give everyone the chance to express how change will impact them, their team, and their responsibilities. 

Do you know how the members of your organization feel about any changes you plan to implement? And if not, how might you find out? To join the conversation, click "comments" on below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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Looking Good to Your Boss’s Boss

6/17/2024

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To get ahead, it’s good to be noticed by senior management, but how do you do it without antagonizing your own boss?

If your boss isn't being particularly useful in helping you advance your ideas or take advantage of opportunities, you may be tempted to go over their head. But, needless to say, this can present risks.

As recounted in the Harvard Business Review, Dave MacKeen, CEO of Eliassen Group, a strategic consulting and talent solutions provider, and Chuck Cohen, Managing Director of Benco Dental, the largest, privately-owned dental distributor in the U.S., offer suggestions for demonstrating your true potential without alienating your direct manager: 

  • Demonstrate your commitment to growth:  Learn knew skills that will help you contribute to the company.
  • Focus on your team’s success:  Senior leadership notices who works collaboratively.
  • Continually work on your communication skills:  Know your audience and craft messages that will resonate.
  • Build relationships throughout the company: Look for opportunities to connect and collaborate with other key players at all levels.
  • Be an expert in your area:  Whatever part of the business is your domain, know it chapter and verse.
  • Do what you say you will:  Commit and follow through.
  • Think Big Picture:  Don't just work “in” the business, work “on” the business. 
  • Challenge old ways and find new solutions:  If you have an innovative solution, share it openly.
  • Raise your hand:  Don’t be afraid to ask for opportunities to show your skills and talents. 

What have you done to raise your profile, and how did your boss react? To join the conversation, leave a reply below. We would love to hear from you!

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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Intergenerational Friendships at Work

6/10/2024

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Managers today are leading up to five generations at one time… which brings challenges and also opportunities...

Poorly managed generational differences between employees can be toxic, resulting in bias, negative attitudes, dysfunctional teas, and diminished performance. Well-managed generational diversity has the potential to create enormous benefits, from knowledge transfer and mentoring, to innovation and employee retention. The most valuable scenario is when genuine intergenerational friendships form. Once established, research shows, intergenerational friendships can provide a less judgmental or competitive relationship than employees may experience with coworkers of a similar age.

Writing in the Harvard Business Review, Megan Gerhardt, a professor at the Farmer School of Business at Miami University, suggests how managers can foster these relationships:
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  • Dismantle stereotypes: Conduct an “assumption audit.” Have your team look for where they notice broad-based, age-related stereotypes in action (from themselves or others) and encourage them to respectfully bring awareness to them when they occur.
  • Help suspend judgment: Different generations have different ways of looking at technology, communication, and even success. Encourage curiosity so different viewpoints may be shared.  
  • Focus on reciprocal benefits: Encourage collaboration by calling attention to the unique contributions of team members of all ages,
  • Mix it up:  Whether your employees work in the office or remotely, assess the potential for friendly and informal interaction. Create comfortable, communal work and community spaces that encourage connection.
  • Emphasize shared purpose: Challenge team members to combine their experiences and ideas to help the organization tackle tough challenges in new ways.

Do you have friendships at work with people of other generations, and what do you get out of them? To join the conversation, click "comments" below. We'd love to hear about your experiences!

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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Words to Avoid on A Job Interview

5/27/2024

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Do you want to come off as evasive and arrogant in a job interview?  If not, there are two words to avoid.

Most job  interviews these days include some of what are known as ”behavioral questions.”  These usually begin with phrases like, “Tell me about a time when…" or "Give me an example of…". These are designed to probe your past work experiences. Given the format, most replies job-seekers give will necessarily involve some version of the phrase "I did."

What you want to avoid, conversely, is using the words “you should.” 

Writing In Forbes, Mark Murphy, the New York Times bestselling author whose latest book is Never Say These Words in a Job Interview, says responding with the words "you should," diverges from the personal to the impersonal, shifting the focus from your own experiences to general advice. And giving advice obscures the unique insights into your capabilities and personality that interviewers seek.

Research backs this up. Murphy’s Leadership IQ study found that interview answers rated poorly by hiring managers use the word "you" almost 400% more than good interview answers. Bad interview answers also contain significantly more present and future tense verbs.

Remember, the interviewer wants to learn about you and your past experience, specifically. Veering into generalities and pontifications can make your answers less relevant and less impressive.

Did you ever say something you regretted  in a job interview? To join the conversation, click "comments" below.
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Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022. 

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An Introvert’s Guide to Thriving at Work

5/20/2024

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​Being an introvert in an extroverted world can be stressful, but these 5 actions are game-changers at work. 
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Thirty-eight percent of people say they are either completely introverted (9%) or mostly introverted (29%). And 31% report they are an equal mix of introversion and extroversion, according to a survey by YouGov.  Writing in Forbes, Tracy Bower, PhD, a senior contributor, offers this advice...
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  • Be Yourself: Play to your strengths. People view introverts as quiet, shy, and reserved—but 45% of people also see introverts as calm; 35% see them as thoughtful; and 17% view them as loyal.
  • Embrace Teamwork: Work can be a great place to create connections. And for introverts, higher levels of engagement also result in greater self-esteem. Try to get to know others gradually by being a solid thought partner at work.
  • Leverage Informal Interactions: Too much time alone can be damaging for “even the most committed introverts.” Just chatting with someone in a coffee line or exchanging pleasantries on the elevator or at the start of a video call can have a significant impact on fulfillment, happiness and wellbeing.
  • Do Work You Love: Find responsibilities that match your preferences. There are plenty of roles in most industries and sectors that feature jobs that are more likely to match introverts’ preferences.
  • Choose Your Boundaries: Block out your calendar for focused time and, if allowed, work from home occasionally. Be transparent with your team about the work you are doing and aspects that demand less distraction.
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If you are an introvert, what about your work do you find most gratifying and what strategies have worked for you to connect with colleagues? To join the conversation, click "comments" below.

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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Managing a Jealous Boss Comes Down to 4 things

5/14/2024

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At work, comparisons are everywhere: Jealousy of a colleague’s successes, or work schedule, or relationships with leadership. But what if your boss is jealous of you? 

Writing in The Harvard Business Review, Ruchi Sinha, PhD, Associate Professor of Organizational Behavior at the University of South Australia, says, “You may need to manage their emotions to manage your career.”

 Here are 4 ways to manage your boss's emotions: 

  • Understand the psychology: Your boss is human and if you are outshining them they may feel threatened. It is up to them to manage their feelings, but check to ensure you are not doing anything to inflame the situation.
  • Manage their reactions with humility: Inevitably, when we succeed, we credit our own drive, skills, and abilities. Although that might be true, we need to acknowledge “the exceptional circumstances and fortunate opportunities we may have received along the way.”
  • Use your success to empower your manager and peers: When prospering, you may become more self focused. But it’s crucial to pause and find ways to use your influence to help others around you to succeed.
  • Proactively diffuse the power struggles: If your manager feels threatened, they may assert their power and influence during public meetings and in front of stakeholders. Do NOT reciprocate in the struggle for power and status. Instead, validate your boss by acknowledging their expertise and authority. Remind them that you value their support.

Have you experienced a jealous manager, and how did you handle them? To join the conversation, click on  "comments" below.  We would really like to hear about your experiences!

Learn more about creating a habit around masterful communication with our online learning courses awarded International Gold for Best Hybrid Learning of 2022.

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