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Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

Archive for Motivation

Blog-CoachHow coach able are you? (Not everyone is a good coaching prospect….).  Are you trying to coach an agent and not getting anywhere? Maybe that person isn’t coach able. See below for my ‘coach ability’ evaluator’ to help you find out if you’re coach able (and use it with your agents)..

In an earlier blog, we explored the first attribute for coach ability–motivation. Here are the two other big attributes I’ve identified, from my many years being coached (first as a musician and then as a real estate professional), and as a coach.

Do You Recognize Mentors or Coaches Who Partnered in your Success?

It is amazing to me how many real estate professionals say they ‘work alone’. They say they have nothing to do with anyone in their office, and impact no one. (Really? Our actions impact no one? That must mean we’re pretty insignificant…) While real estate success is certainly due to one’s efforts, to think that we are virtual ‘islands’ of knowledge and action is not only ludicrous—it’s dangerous. Before you fall for that ‘I alone am responsible for my success’, I have a question:

Who in your life mentored you, coached you, parented you, advised you, encouraged you—and set you straight when you needed it? How many people can you name? This can be positive or negative, too. We learn as much or more from a bad experience as a good one!

If you truly can’t name anyone, you don’t believe that others can help you ‘break through your ceiling of achievement’. Could that mean YOU don’t believe you can break through…..or that you have great fear of ‘being flexible’?

How Accountable Are You Willing to Be?

This is actually the ‘biggie’. If you’re not willing to be accountable to your own actions—and to your coach—DON”T start a coaching relationship! I know many of you think accountability is a dirty word. It’s true that some coaches (sports, music, etc.) have accentuated the down side of accountability—being punitive, negative, critical…(There are a lot of inept coaches out there.) No wonder people don’t want to be accountable if they think they will be punished for any wrong action (or inaction). But, that’s not what I’m talking about. I’m talking about a situation where you make a promise and keep it. In doing the promised action, you are guaranteed to get praise—and results.

The Natural Reticence to Answer to Anyone

Recently I launched an online training/coaching/accountability results-based program called Up and Running in Real Estate. I essentially put the principles and processes from my best-selling book Up and Running in 30 Days online. But, it’s now 8 weeks of planned actions—my business start- up plan step by step. I built in the parameters I have learned assure the greatest success:

• A coaching component
• Lots of encouragement
• Processes and systems that are ‘self-teaching’
• Accountability.

Guess what many participants do with the program? They do some of the work (they love the multiple choice tests) but don’t do the business-producing work. By their actions, they are not accountable to themselves or to their coaches. So, of course, they aren’t getting the results—and they can’t get appreciation and recognition—two big drivers to continue the motivation. How unfortunate!

My question to you: What times in your life have you been accountable to actions and to someone else—and enjoyed the experience? Are you running away from accountability because you haven’t experienced the ‘up’ side?

So, are you coach able?

Armed with the answers to the questions in this article, you can assess whether you will benefit from a coach. And, managers and coaches, you can help your potential client figure out whether she is a good candidate for coaching.

The Coach Ability Evaluator

I have been coached by the ‘best in the business, first as a musician and then as a real estate professional. I’ve learned what works. Because of my performance background, the coaching methods we use at Carla Cross Coaching are much different than most. From all these experiences, I’ve discovered who is coach able and who is not. Find out more here.

Click here to take my Coach Ability Evaluator.

Mgrs UpRun Cover

Free Coaching Resource to Thank You Coaches

To thank all you coaches out there, I’m GIVING AWAY my $99 resource, Managers’ Coaching Companion to Up and Running in 30 Days. Why? It was created to partner with the 3rd edition of Up and Running in 30 Days. Now, the 4th edition is published (and a new ‘delivery’ of my coaching help is available at Up and Running in Real Estate). The coaching companion I’m giving away this month still has lots of value. With 109 pages, 2 audio CDs, and 1 ‘document’ CD I’ve packed this resource with dozens of coaching strategies, tips, and questions for coaches to use in ANY coaching situation. Just pay shipping and handling and I’ll get one out to you–while they last. And, thanks, coaches, for your dedication to raising the standards of our industry. Click here for a description and to order.

Agents: Forward this blog to your managers and tell them to take advantage of my offer. They’ll get lots of practical, proven information on productivity coaching (I know, I’ve done these strategies for over 2 decades!).

Agents: Feel free to forward this information to your managers. I think all those in leadership need awesome coaching skills!

Agents: Want to learn more about our exclusive one-on-one coaching for leadership (not some warmed-over sales agent program!)? See Leadership Mastery Coaching.

coaching hand upIf you’re coaching: Are you missing the ‘secret ingredient’? If so, you’re not going to get good results.

Coaching is a ‘buzzword’ in the world of business today, and especially in the world of real estate. Why? We have more committed people coming into real estate to make it a real business, not just to sell a few houses. And, it costs much more money to enter and run a real estate sales career than it did years ago. So, committed agents are looking for methods to assure their successes.

Years ago, I discovered that changing an office’s production for the better, and thus, increasing the bottom line, didn’t have anything to do with ‘managing an office’. Instead, it had everything to do with training small groups and coaching individuals to greater successes. However, I found I was one of the few managers that took that approach. Even though my office became number one in productivity per agent and profitability in the company, it didn’t seem that the other managers thought coaching individuals was ‘key’ to that accomplishment.

From what agents tell me today, I’m sorry to say that it still seems the case. I’m afraid many managers try to increase their salespeople’s performances with the ‘group’ approach. I know that doesn’t work very well. In my ‘other life’, I was a performing pianist and teacher. I taught piano classes and individual piano lessons. I found that students didn’t learn to play very well in a piano class. They needed individual attention, so they could build on their individual strengths, and learn the skills of perfect practice. I believe the same principles of increasing performance are true of sales. After all, sales success is measured by our performance of it, not our knowledge of it, isn’t it? Mastering the skills of sales and business management seems to me foundationed on the same principles as mastering any skill.

The Coaching Feedback Loop

One of the biggest mistakes coaches make is in the feedback (evaluation) part of coaching.

What is the ‘coaching feedback contour’? It’s the framework for performance feedback in a coaching session. The ‘contour’ shows you how to coach performance so that you encourage good performance, and motivate your ‘client’ (the person you are coaching) to better performance.

Coaching Performance Feedback

Step One                                     Step Two                                      Step Three
Positives First                          Re-Direct/Questions               Positive Reinforcement

What I (you) liked Next time, how could I know you can…
What I (you) attempted you…….. (what Encouragement
What I (you) did ‘new’ resources are available

Do you include this coaching ‘contour’ in your coaching sessions?

In the next blog, I’ll go more deeply into each step for you.

thumbnail-1Give Your Newer Agents Some Positive Results!

Why not get your newer agents into a situation that gives you great results? They will accomplish more than you ever thought they could. Check out Up and Running in Real Estate. Coaching is built in! Also, check out Coaches’ Corner, where Carla provides dozens of coaching ideas and specific coaching guidance for each session of this program.

 

motivationCould you be de-motivating your agents? Are you sure you’re motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get out agents back out into the market.

Motivational Methods Must Change

In his book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional ‘carrot and stick’ motivational methods just don’t work for us today. It’s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—or threats (the carrot and stick).

I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

Best Motivators to Motivate Others

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

  1. Autonomy
  2. Mastery
  3. Purpose

Questions to Ask Your Agents to Get Them Excited Again

About  Autonomy

Are you in charge of your own business, or are you waiting for someone else to tell you what to do?

Do you expect your manager to make you go to work, or are you self-directed and self-starting?

Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes,  says about autonomy: The art of the art {of autonomy} is picking your limits. That’s the autonomy I must cherish. The freedom to pick my boundaries.

My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?

About  Mastery

Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

About Purpose

What excites you so much you can’t sleep at night?

Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether it’s in the arts, sciences, or business.                                                                                  Teresa Amabile, Professor, Harvard University

Webinar: How to Motivate

Motivation without Skill is a Dream without attachment to Reality

I may be motivated to play the piano after I go to a wonderful recital. But, unless I get some skill, that motivation will stay only as a dream. So, be careful to balance your motivation with real skill enhancement.

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Motivation AND Skill Built Into this Program

Carla knows how motivation and skill interact. As a teaching and performing musician for years, she had to balance both. Now, she has put that expertise into a radically different program to propel new and newer agents to success fast. Check out UP and Running in Real Estate.

Coaches’ Corner offers managers the coaching expertise and guidance they need to coach their agents in the Up and Running Program. This spring, entry into coaches corner has been made even more affordable. See more here.

man with pockets turned outAre some of your agents stuck in ‘just good enough’? Do you want them to break through to mastery? Break through that ceiling of achievement? Here are 4 steps that work.

Do you wonder why some agents seem to effortlessly get a marketable listing, or always sell the buyer they’re working with? Is it magic, or is it mastery? It may look easy, but it’s probably hard work, tenacity, and, most important of all—practice. I understand mastery, for I earned a bachelor’s degree in piano performance, and taught college-level piano and flute for several years. Ironically, you wouldn’t expect to play the piano well without practicing—for months, if not years. But, agents expect to master sales skills without practice. Why? Because, it seems easy to talk, so it must be easy to sell. Here are 4 tips I’ve learned from the world of performing that are directly applicable to the world of sales mastery:

          1. Spaced repetition is key to mastering skills. Practice a bit of the sales skill. Leave it, then return to it after a day. You’ll get better fast.

Question: Do you have your agents practice what you learned in class, or do you expect them to just ‘wing it’ in the field with a real live person? Would you expect your airline pilot to do the same?

          2. Practice with a coach. Who would expect to learn to play the piano with mastery without a master-level piano teacher? Sales skills require practice, too, with a master instructor.

          3. Don’t expect to just hear it, then do it. You can’t learn to play the piano by listening to a concerto, and you can’t learn sales skills just by hearing someone else. Hearing is the first step. Doing it is the next.

          4.  Don’t expect to do it well the first time. Tolerate your mistakes—but don’t settle for just good enough. Mastery requires tenacity and determination. Only you can know how good you’re going to be at the end!

Put these steps to work and tell me how it makes a difference in your performance–in your ability to break through that ceiling of achievement. It works. I promise you. I know from the field of practice in music!

Question: What gets in your way of accomplishing what you really want?

logoCheck out Up and Running in Real Estate to help your agents achieve their potentials!

So you think you’re a great motivator? Unfortunately, some of the things we consider to be motivational are actually just the opposite. Watch this short video about one of the most common mistakes real estate managers make–and drive their agents to the competition!

Cincopa WordPress plugin

smallest 365_leadership_logo  365 Leadership Gives you 12 Great Strategies to Motivate All Year!

It’s not enough to be a ‘maintenance’ manager today. You’ve got to get ahead and lead. But, how do you possibly take time to lead when you have all those other jobs! You take advantage of 365

Leadership, which provides you a leadership strategy for each month of the year. All the forms, information, and guidance you need to put these proven strategies to work!

“I thought the webinar yesterday on recruiting was outstanding. Thank u so much for such an organized and valuable session.”
Linda Argo, Virginia Cook Realtors

“I feel like I am going to get help in what and how I need to manage the office and 24 agents that I am responsible for. Thanks to Bill for getting me in touch with you Carla.”
Sandy Wells, Charles Burt, Realtors

Read more here.

 

 

coachingManagers and owners: Who motivates YOU? Who gets you up when you’re down? That’s a really important question for us managers. Why? Because we’re expected to be the ‘cheerleaders’ for our associates. So, if we’re down, we can bring everyone down. But, who is going to re-motivate you? Encourage you? Your owner? Or, if you’re the owner, who takes over?

Wondering If It Will Ever Be as Wonderful Again…..

Have you ever gotten poison oak? In Oregon’s Willamette Valley, where I grew up, poison ivy seemed to be waiting in the woods ready to attack me each time I ventured out of my yard. Getting poison ivy meant itchy skin, at the least, and, at its worst, it meant a face swollen to the point where my eyes were just slits. And, a body that burned and itched as if it had been seared in a fire! That will get you down. In fact, I’d look in the mirror and wonder if I’d ever look like me  again.

During one particularly horrible bout with my enemy, poison oak  (you can tell I really hated this stuff), I remember riding in the car with my mother to pick up my sister at school. (I couldn’t go to school with the poison oak raging, but I was probably driving my mother so crazy that she let me take this little trip). We got near the school, and I forgot I had this grotesquely swollen face for a moment. I waved at a friend. I got a stare back. Turning to my mom, I asked, “Will I ever get over this?” Of course, as good moms do, she replied, “Of course, sweetie. It’s just temporary. You’ll look like your cheery little self real soon again.” And, of course, after a couple of weeks, I did resemble me.

What do you do when your mom’s not there?

We managers have many varieties of poison oak waiting to attack us as we venture into the ‘woods of management’ each day. An agent leaves us, a call from an unhappy seller, a letter from a new homeowner, saying, “What is your company going to do about our pest infestation problem?” I’ll bet you can think of 25 others! Sometimes you wish your mom could just sit with you in your office each day and say, over and over, “It’s okay, honey. They don’t dislike you, they just have a problem.” Sounds far fetched, but, the real question is, “Who gets you up when you’re down?”

An industry-wide Problem

It’s not just us brokers who seem to be fighting more ‘poison oak’ every day. It’s all of us in the industry. As agents capture more of the commission dollars, they’re more ‘on their own’. They’re fighting more of their own battles, with less management help. There’s less ‘broker supervision’. Now, to independent people like you and me, that sounds great. We don’t need someone standing over our shoulder telling us what to do. But, there’s a downside to no supervision. When we do something right, there’s no one to congratulate us! And, since most of us in this industry thrive on recognition, we’ve given up a chance to get it from an ‘authority’. On the other hand, when things go wrong, with less interest and guidance in how we’re doing, we’ve given up the chance to let someone who cares about us ‘pump us up’ when we’re down.

How do you respond to barriers? How quickly can you bounce back? Tell me your strategies and share them with our readers.

 

Let Me Help You Motivate your Agentslogo

Having done your job for 2 decades, I know how difficult it is to train, coach, and motivate your agents–while you have dozens of other things to get done! So, I’ve built in lots of inspiration and motivation into my new online training/coaching program, Up and Running in Real Estate. Click here to learn more. Launch is June 1.

 

motivation(Sorry, I couldn’t resist the picture….).

Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get out agents back out into the market.

Motivational Methods Must Change

In his new book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional ‘carrot and stick’ motivational methods just don’t work for us today. It’s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—or threats (the carrot and stick).

I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

Best Motivators to Motivate Others

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

  1. Autonomy
  2. Mastery
  3. Purpose

Questions to Ask Your Agents to Get Them Excited Again

About  Autonomy

Are you in charge of your own business, or are you waiting for someone else to tell you what to do?

Do you expect your manager to make you go to work, or are you self-directed and self-starting?

Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes,  says about autonomy: The art of the art {of autonomy} is picking your limits. That’s the autonomy I must cherish. The freedom to pick my boundaries.

My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?

About  Mastery

Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

About Purpose

What excites you so much you can’t sleep at night?

Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether it’s in the arts, sciences, or business.                                                                                  Teresa Amabile, Professor, Harvard University

Light’ Em on Firelight em on fire Cross motivational presentation

Why not invite me to speak to your leadership team about effective motivation? I’ll point out the common strategies managers use that actually de-motivate, and how to create motivators that work long-term to create a better team atmosphere, more production, and bottom-line profits. Contact me at carla@carlacross.com for more information.

As managers, we’re told we must ‘motivate people’. But, how to do it? Many of us use outmoded methods. In my last post, we talked about the myths of motivation–that money or the ‘carrot and stick’ approach really motivates (well, they do a bit, but they have no lasting power–and they motivates the wrong people). Not only that, people today just don’t like to be manipulated with ‘pie in the sky’ promises or threats.

In his book on motivation, Drive, The Surprising Truth about Motivation, Daniel Pink says that we are motivated by either autonomy, mastery, or purpose. Here are questions to ask your agents to uncover what motivates them (and questions to ask yourself).

About Autonomy

Are you in charge of your own business, or are you waiting for someone else to tell you what to do?

Do you expect your manager to make you go to work, or are you self-directed and self-starting?

Are you disciplined in your business, so you can enjoy that autonomy?

Seth Godin, author of Tribes, says about autonomy: The art of the art {of autonomy} is picking your limits. That’s the autonomy I must cherish. The freedom to pick my boundaries.

Are you just playing at being your own boss? Do you expect someone else to hand you success? How much ownership have you really taken about that autonomy?

About your Mastery

Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?

Have you ever done something to mastery? How did it feel? Is it important to you to do some things well? What things?

Have you considered mastering selling real estate?

About your Purpose

What excites you so much you can’t sleep at night?

Is there a way to translate that to your real estate business?

The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether it’s in the arts, sciences, or business. Teresa Amabile, Professor, Harvard University

As you can see, today, people are motivated by inner drives. How strong are these inner drives in your agents?

Question: What insights about your agents’ behavior (and yours) did you get from this post?

Is money the biggest motivator for your agents? No. Motivation: It isn’t what you think it is….

Do you really know what motivates your agents?  This is an extremely important question for those of us in self-directed businesses. We must tap into these motivators to help agents realize their potentials. Yet, we as managers have little information on motivation.

Stunning New Research about The Realities of Motivation

In his new book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why money, and the traditional ‘carrot and stick’ motivational methods just don’t work for us today. It’s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.

Why Money Doesn’t Work as a Motivator

First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberg’s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when there’s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if you’ve tried motivating your kids with money—or threats (the carrot and stick).

I know. You’re thinking, “If I just had more money, I would be fine.” So, let me ask your agents, “What are you willing to do to get that money? Lead generate more regularly? Make more sales calls?” We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.

The Best, Deepest, Strongest Motivators We Can Use to Motivate Ourselves

Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:

Autonomy

Mastery

Purpose

Recently, I did a webinar for the National Association of Realtors’ Learning Library on Motivation. If you’d like me to do that webinar for your organization, contact me at www.carlacross.com. In this challenging environment, knowing all you can about how you and others (like your clients!) are motivated is critical to your success.

In my next post, I’ll go more deeply into what each of these 3 motivators means to you

Where did you learn your two best management tips? I learned mine from my eighth grade teacher! If we really think about it, most of our important life lessons were taught us before we even reach our teens. A lot of that learning came from our school experiences (good and bad!). I’ll bet you have at least one teacher who made a huge impression on you. Mine was Louise K. Taylor.

On the first day of school, Mrs. Taylor established her management style. She would stand up, walk toward this unruly, somewhat disrespectful group of eighth graders and say, “You’re probably wondering what the “K” stands for?” Then, after a pregnant pause, she would scream (and I do mean ‘scream’), “Killer”!

Well, that statement sure tamed us, at least for a short period of time. And, it either scared us into performing at our best, or created a few ‘deer in the headlights’ thirteen-year olds who literally stayed paralyzed the whole year.

Mrs. Taylor’s Top Management Tips

1. Mrs. Taylor established expectations. When she yelled that first day of school, she made clear, in her ‘opening statements’, she wouldn’t tolerate our not doing the work or failing. These were her standards. But, not only was she frightening us into submission. She was also doing something extremely important for successful management: Implicit in those standards was her promise: She could teach us to succeed at a high level in high school and college. All we had to do was to do the work.

Mrs. Taylor motivated us into action and reinforced those actions with encouragement.
She was proved right again and again. Not only did we thrive in high school and college, the basic English and math skills Mrs. Taylor drilled into us in little ole Lebanon, Oregon, have benefited us through the rest of our lives.

2. Mrs. Taylor had a plan of action to get us past those expectations.

Everything Mrs. Taylor did and taught us was backed up with a specific, proven plan of action. She knew how to structure learning, how to get us to practice perfectly, how to give us feedback, and how to help us set ever higher goals. This couldn’t have happened unless she had

A proven plan that she knew got the outcomes she wanted for us
Her obvious faith in her plan gave us the guts, the determination, the motivation to do the work. We knew that she knew that plan got us results.

Are you communicating that with great confidence to agents?

Tough but fair expectations coupled with a proven agent development plan assures high performance.

It was true in grade school and it’s still true today! Of course, I don’t mean for you to yell at your agents or threaten them. But, our best performance always happens when we set high standards and then help others reach them.

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