I started Docstoc in my 20’s, made the cover of one of those cliché “20 Under 20” lists, and today I employ an amazing group of 20-somethings. Call me a curmudgeon, but at 34, how I came up seems so different from what this millennial generation expects. I made a lot of mistakes along the way, and I see this generation making their own. In response, here are my 20 Things 20-Year-Olds Don’t Get.
Time is Not a Limitless Commodity – I so rarely find young professionals that have a heightened sense of urgency to get to the next level. In our 20s we think we have all the time in the world to A) figure it out and B) get what we want. Time is the only treasure we start off with in abundance, and can never get back. Make the most of the opportunities you have today, because there will be a time when you have no more of it.
You’re Talented, But Talent is Overrated - Congratulations, you may be the most capable, creative, knowledgeable & multi-tasking generation yet. As my father says, “I’ll Give You a Sh-t Medal.” Unrefined raw materials (no matter how valuable) are simply wasted potential. There’s no prize for talent, just results. Even the most seemingly gifted folks methodically and painfully worked their way to success. (Tip: read “Talent is Overrated”)
We’re More Productive in the Morning – During my first 2 years at Docstoc (while I was still in my 20’s) I prided myself on staying at the office until 3am on a regular basis. I thought I got so much work done in those hours long after everyone else was gone. But in retrospect I got more menial, task-based items done, not the more complicated strategic planning, phone calls or meetings that needed to happen during business hours. Now I stress an office-wide early start time because I know, for the most part, we’re more productive as a team in those early hours of the day.
Social Media is Not a Career – These job titles won’t exist in 5 years. Social media is simply a function of marketing; it helps support branding, ROI or both. Social media is a means to get more awareness, more users or more revenue. It’s not an end in itself. I’d strongly caution against pegging your career trajectory solely to a social media job title.
Pick Up the Phone – Stop hiding behind your computer. Business gets done on the phone and in person. It should be your first instinct, not last, to talk to a real person and source business opportunities. And when the Internet goes down… stop looking so befuddled and don’t ask to go home. Don’t be a pansy, pick up the phone.
Be the First In & Last to Leave – I give this advice to everyone starting a new job or still in the formative stages of their professional career. You have more ground to make up than everyone else around you, and you do have something to prove. There’s only one sure-fire way to get ahead, and that’s to work harder than all of your peers.
Don’t Wait to Be Told What to Do – You can’t have a sense of entitlement without a sense of responsibility. You’ll never get ahead by waiting for someone to tell you what to do. Saying “nobody asked me to do this” is a guaranteed recipe for failure. Err on the side of doing too much, not too little.
Take Responsibility for Your Mistakes – You should be making lots of mistakes when you’re early on in your career. But you shouldn’t be defensive about errors in judgment or execution. Stop trying to justify your F-ups. You’re only going to grow by embracing the lessons learned from your mistakes, and committing to learn from those experiences.
You Should Be Getting Your Butt Kicked – Meryl Streep in “The Devil Wears Prada” would be the most valuable boss you could possibly have. This is the most impressionable, malleable and formative stage of your professional career. Working for someone that demands excellence and pushes your limits every day will build the most solid foundation for your ongoing professional success.
A New Job a Year Isn’t a Good Thing – 1-year stints don’t tell me that you’re so talented that you keep outgrowing your company. It tells me that you don’t have the discipline to see your own learning curve through to completion. It takes about 2-3 years to master any new critical skill, give yourself at least that much time before you jump ship. Otherwise your resume reads as a series of red flags on why not to be hired.
People Matter More Than Perks – It’s so trendy to pick the company that offers the most flex time, unlimited meals, company massages, game rooms and team outings. Those should all matter, but not as much as the character of your founders and managers. Great leaders will mentor you and will be a loyal source of employment long after you’ve left. Make a conscious bet on the folks you’re going to work for and your commitment to them will pay off much more than those fluffy perks.
Map Effort to Your Professional Gain – You’re going to be asked to do things you don’t like to do. Keep your eye on the prize. Connect what you’re doing today, with where you want to be tomorrow. That should be all the incentive you need. If you can’t map your future success to your current responsibilities, then it’s time to find a new opportunity.
Speak Up, Not Out – We’re raising a generation of sh-t talkers. In your workplace this is a cancer. If you have issues with management, culture or your role & responsibilities, SPEAK UP. Don’t take those complaints and trash-talk the company or co-workers on lunch breaks and anonymous chat boards. If you can effectively communicate what needs to be improved, you have the ability to shape your surroundings and professional destiny.
You HAVE to Build Your Technical Chops – Adding “Proficient in Microsoft Office” at the bottom of your resume under Skills, is not going to cut it anymore. I immediately give preference to candidates who are ninjas in: Photoshop, HTML/CSS, iOS, WordPress, Adwords, MySQL, Balsamiq, advanced Excel, Final Cut Pro – regardless of their job position. If you plan to stay gainfully employed, you better complement that humanities degree with some applicable technical chops.
Both the Size and Quality of Your Network Matter – It’s who you know more than what you know, that gets you ahead in business. Knowing a small group of folks very well, or a huge smattering of contacts superficially, just won’t cut it. Meet and stay connected to lots of folks, and invest your time developing as many of those relationships as possible. (TIP: Here is my Networking Advice)
You Need At Least 3 Professional Mentors – The most guaranteed path to success is to emulate those who’ve achieved what you seek. You should always have at least 3 people you call mentors who are where you want to be. Their free guidance and counsel will be the most priceless gift you can receive.
Pick an Idol & Act “As If” – You may not know what to do, but your professional idol does. I often coach my employees to pick the businessperson they most admire, and act “as if.” If you were (fill in the blank) how would he or she carry themselves, make decisions, organize his/her day, accomplish goals? You’ve got to fake it until you make it, so it’s better to fake it as the most accomplished person you could imagine. (Shout out to Tony Robbins for the tip)
Read More Books, Less Tweets/Texts – Your generation consumes information in headlines and 140 characters: all breadth and no depth. Creativity, thoughtfulness and thinking skills are freed when you’re forced to read a full book cover to cover. All the keys to your future success, lay in the past experience of others. Make sure to read a book a month (fiction or non-fiction) and your career will blossom.
Spend 25% Less Than You Make – When your material needs meet or exceed your income, you’re sabotaging your ability to really make it big. Don’t shackle yourself with golden handcuffs (a fancy car or an expensive apartment). Be willing and able to take 20% less in the short term, if it could mean 200% more earning potential. You’re nothing more than penny wise and pound-foolish if you pass up an amazing new career opportunity to keep an extra little bit of income. No matter how much money you make, spend 25% less to support your life. It’s a guaranteed formula to be less stressed and to always have the flexibility to pursue your dreams.
Your Reputation is Priceless, Don’t Damage It – Over time, your reputation is the most valuable currency you have in business. It’s the invisible key that either opens or closes doors of professional opportunity. Especially in an age where everything is forever recorded and accessible, your reputation has to be guarded like the most sacred treasure. It’s the one item that, once lost, you can never get back.
http://www.forbes.com/sites/jasonnazar/2013/07/23/20-things-20-year-olds-dont-get/
Showing posts with label Starting Your Job. Show all posts
Showing posts with label Starting Your Job. Show all posts
How helicopter parents can ruin kids' job prospects
Nicole Williams thought she had found the ideal job applicant -- until a phone call came from Mom. Only thing was it wasn't her mom; it was the potential employee's.
"She wanted to know everything from where [the job candidate] would be sitting to a review of her responsibilities," said Williams, the career expert for LinkedIn, the professional networking site.
"I withdrew the offer," she said.
This wasn't the only time Williams had encountered the parental presence of a young employee. She previously had a call from a parent who didn't agree with her son's performance proposal and asked if she could come into her office to discuss. In a presentation in front of new clients, Williams also witnessed a new graduate using the phrase "my dad thinks" as it pertained to the project.
As college students and graduates seek entry into the world of 9-to-5 this summer via internships and full-time jobs, parents that previously helped select their child's course load are turning their attention to their child's employer.
However, what these so-called helicopter parents might not realize is that their hovering ways can undermine their child's advancement, instead of making them soar. In 2012, University of Cincinnati senior Aubrey Ireland filed and won a civil stalking order against her parents after unannounced visits and cyber-monitoring, among other complaints.
"It's just been really embarrassing and upsetting to have my parents come to my university when I'm a grown adult and just basically slander my name and follow me around," Ireland said in a court hearing.
"She's an only child who was catered to all her life by loving parents," Julie Ireland, Aubrey's mom, fired back in court. "We're not bothering her. We're not a problem."
The term "helicopter parent" sealed its fate as part of the American lexicon when it was introduced into the Merriam-Webster Dictionary in 2011 as "a parent who is overly involved in the life of his or her child."
A spring 2013 survey by the National Association of Colleges and Employers found that companies expect to hire approximately 2.1% more college graduates from the Class of 2013 than they did from the Class of 2012; a promising outlook that can only add fuel to a helicopter parent's engine.
But, when searching for that employment, first impressions should be left to the child, not the parent, said consultant and recruiter Stacy Pursell."My thought is if they are too busy to conduct their own job search, then I am too busy to help them find a position," Pursell said.
Parenting psychologists along with career experts like Williams and Pursell assert that hovering guardians are stalling their kids' hiring future by being hyper-present.
"You are not doing your kid any favors. Encourage them to share their fears, thoughts and ideas with you after hours and you can absolutely do the same," Williams said. "But make it clear that he/she has to form and express their own opinions and create their own experiences in order to build professional confidence and respect."
Williams says as much as parents would like to, they can't give their children a career -- their children have to earn it.
"When it comes down to it, as a parent you want to give your child the best and protect them from distress," she said. But being overprotective isn't helping them either.
Aaron Cooper, a clinical psychologist at The Family Institute at Northwestern University, says mollycoddling mothers and doting dads can become a child's crutch.
Cooper says children, for the most part, often experience too many advantages of their omnipresent parents by the time they reach their teen years, so they're not particularly inclined to tell mom and dad to back off. "They're more inclined to welcome the help because they are also seeing it as a cheerleader on their team pushing forward toward victory and success," Cooper said. But "it's almost like a soft disability in their lives," he added, meaning that children become super reliant on their parents and unable to stand on their own.
Cooper attributes the growing phenomenon of over-parenting to a variety of factors. The first commonality is feelings of guilt that parents may have short-changed their children.
This is particularly potent when the parents have had full-time careers and may feel that they never really spent enough time with the children as they grew up. Cooper says it's the "I'm-going-to-make-up-for-it mentality."
Cooper also says children have increasingly become an emblem of their parents' success. "It's part of our own resume as parents to indicate how accomplished our children are. Their resume is a kind of extension of our resume," Cooper says.
This wasn't the case 50 years ago, he asserts. Parents left their children alone a lot more, and they looked for signs of their own success in life. Today helicopter parenting, he says, is an increasing sign of the influence of the middle-class. With the median household income in the United States as $52,762, according to U.S. Census Bureau, parents might be able to focus less on their own day-to-day economic struggles and focus more on their children's day-to-day lives.
Not to mention, Cooper says, the 24/7 connectivity now makes it easier for kids and parents to trade resumes, job listings, even human resource contacts with the click of the mouse.
Williams and Pursell, like Cooper, say while parental advice is always valuable, certain areas of the job search should be considered a no-fly zone. "It is OK to do some online research to help their child find a job, but when it comes to actually contacting an employer or a recruiter, the applicant needs to make that inquiry themselves," Pursell said.
As for something solely left up to the parents? Learning how to step away.
Not doing so is "making it hard to develop resilience, self-sufficiency and autonomy," Cooper said. "If they [children] have not developed the resilience by their teenage years, we don't know if they will ever develop it." http://www.cnn.com/2013/07/02/living/cnn-parents-helicopter-parenting-job-search/index.html?hpt=hp_c4
"She wanted to know everything from where [the job candidate] would be sitting to a review of her responsibilities," said Williams, the career expert for LinkedIn, the professional networking site.
"I withdrew the offer," she said.
This wasn't the only time Williams had encountered the parental presence of a young employee. She previously had a call from a parent who didn't agree with her son's performance proposal and asked if she could come into her office to discuss. In a presentation in front of new clients, Williams also witnessed a new graduate using the phrase "my dad thinks" as it pertained to the project.
As college students and graduates seek entry into the world of 9-to-5 this summer via internships and full-time jobs, parents that previously helped select their child's course load are turning their attention to their child's employer.
However, what these so-called helicopter parents might not realize is that their hovering ways can undermine their child's advancement, instead of making them soar. In 2012, University of Cincinnati senior Aubrey Ireland filed and won a civil stalking order against her parents after unannounced visits and cyber-monitoring, among other complaints.
"It's just been really embarrassing and upsetting to have my parents come to my university when I'm a grown adult and just basically slander my name and follow me around," Ireland said in a court hearing.
"She's an only child who was catered to all her life by loving parents," Julie Ireland, Aubrey's mom, fired back in court. "We're not bothering her. We're not a problem."
The term "helicopter parent" sealed its fate as part of the American lexicon when it was introduced into the Merriam-Webster Dictionary in 2011 as "a parent who is overly involved in the life of his or her child."
A spring 2013 survey by the National Association of Colleges and Employers found that companies expect to hire approximately 2.1% more college graduates from the Class of 2013 than they did from the Class of 2012; a promising outlook that can only add fuel to a helicopter parent's engine.
But, when searching for that employment, first impressions should be left to the child, not the parent, said consultant and recruiter Stacy Pursell."My thought is if they are too busy to conduct their own job search, then I am too busy to help them find a position," Pursell said.
Parenting psychologists along with career experts like Williams and Pursell assert that hovering guardians are stalling their kids' hiring future by being hyper-present.
"You are not doing your kid any favors. Encourage them to share their fears, thoughts and ideas with you after hours and you can absolutely do the same," Williams said. "But make it clear that he/she has to form and express their own opinions and create their own experiences in order to build professional confidence and respect."
Williams says as much as parents would like to, they can't give their children a career -- their children have to earn it.
"When it comes down to it, as a parent you want to give your child the best and protect them from distress," she said. But being overprotective isn't helping them either.
Aaron Cooper, a clinical psychologist at The Family Institute at Northwestern University, says mollycoddling mothers and doting dads can become a child's crutch.
Cooper says children, for the most part, often experience too many advantages of their omnipresent parents by the time they reach their teen years, so they're not particularly inclined to tell mom and dad to back off. "They're more inclined to welcome the help because they are also seeing it as a cheerleader on their team pushing forward toward victory and success," Cooper said. But "it's almost like a soft disability in their lives," he added, meaning that children become super reliant on their parents and unable to stand on their own.
Cooper attributes the growing phenomenon of over-parenting to a variety of factors. The first commonality is feelings of guilt that parents may have short-changed their children.
This is particularly potent when the parents have had full-time careers and may feel that they never really spent enough time with the children as they grew up. Cooper says it's the "I'm-going-to-make-up-for-it mentality."
Cooper also says children have increasingly become an emblem of their parents' success. "It's part of our own resume as parents to indicate how accomplished our children are. Their resume is a kind of extension of our resume," Cooper says.
This wasn't the case 50 years ago, he asserts. Parents left their children alone a lot more, and they looked for signs of their own success in life. Today helicopter parenting, he says, is an increasing sign of the influence of the middle-class. With the median household income in the United States as $52,762, according to U.S. Census Bureau, parents might be able to focus less on their own day-to-day economic struggles and focus more on their children's day-to-day lives.
Not to mention, Cooper says, the 24/7 connectivity now makes it easier for kids and parents to trade resumes, job listings, even human resource contacts with the click of the mouse.
Williams and Pursell, like Cooper, say while parental advice is always valuable, certain areas of the job search should be considered a no-fly zone. "It is OK to do some online research to help their child find a job, but when it comes to actually contacting an employer or a recruiter, the applicant needs to make that inquiry themselves," Pursell said.
As for something solely left up to the parents? Learning how to step away.
Not doing so is "making it hard to develop resilience, self-sufficiency and autonomy," Cooper said. "If they [children] have not developed the resilience by their teenage years, we don't know if they will ever develop it." http://www.cnn.com/2013/07/02/living/cnn-parents-helicopter-parenting-job-search/index.html?hpt=hp_c4
What College Grads Don't understand about Resarch on the Job
As digital natives, today’s college graduates may be whizzes at social media
and communications technologies. But when it comes to gathering
information through more traditional methods — making phone calls,
sifting through annual reports, combing databases — some employers say
that their young employees fall short. The tendency to pluck the
quickest nugget from Wikipedia or present the first Google entry may not
serve recent college hires well in the workplace. Yet the National Association of Colleges and Employers notes that “obtaining and processing information” now ranks among the top five qualities recruiters look for in job candidates.
A 2012 report from Project Information Literacy, “Learning Curve: How College Graduates Solve Information Problems Once They Join the Workplace” (PDF), sought to better understand the needs of professional employers and the research skills and habits young people are displaying on the job. The report — sponsored by the federal Institute of Museum and Library Services and done in collaboration with Harvard’s Berkman Center for Internet and Society — is based on interviews with 23 employers and 33 recent college graduates. Employers surveyed included a diverse set of institutions, from Microsoft and KPMG to the FBI and Marriott International.
The study’s findings include:
Read more here
A 2012 report from Project Information Literacy, “Learning Curve: How College Graduates Solve Information Problems Once They Join the Workplace” (PDF), sought to better understand the needs of professional employers and the research skills and habits young people are displaying on the job. The report — sponsored by the federal Institute of Museum and Library Services and done in collaboration with Harvard’s Berkman Center for Internet and Society — is based on interviews with 23 employers and 33 recent college graduates. Employers surveyed included a diverse set of institutions, from Microsoft and KPMG to the FBI and Marriott International.
The study’s findings include:
- College hires tend to give the quickest answer possible when asked to find information. They do so by using Web search engines and scanning the first few pages of results.
- Most employers were surprised that younger employees rarely use annual reports or phone calls to find answers to pressing questions.
- When recent graduates cannot find information online, many turn to a trusted co-worker for help with a quick answer. In other situations, they develop a trial-and-error method to solve information problems.
- Many employers sought recent college graduates who could make use of both online searches and traditional methods in information gathering, and present a synthesis of all information collected.
- Conversations with college graduates suggest that they perceive speed as a primary virtue in terms of completing professional tasks and requests from managers. They “wanted to prove to employers they were hyper-responsive and capable of solving information problems in an instant — a response they perceived employers wanted from them, based on their interviews and how dazzled some employers were with their computer proficiencies when they first joined the workplace.”
Read more here
The 1st 90 Days
Fitting in as the new kid isn't always easy. When it comes to your first job, the first weeks are critical for setting yourself up to succeed.
Transitioning from life as a high-flying college senior to the bottom of a towering corporate totem pole can feel like cruel and unusual punishment to recent graduates. As a director at the Wasserman Center for Career Development at New York University, Paula Lee witnesses the struggle first-hand, counseling students as they enter the work force for up to a year after graduation. "We talk a lot about trying to fit in within the organization. Your role as a student is a lot different than your role as a full time employee."
Six tips for getting the best start in your first job.
Your First 90 Days
Get back to reality.
Fast. Forget the honor roll, class rank and the color of your tassel, because, says Ms. Lee, none of it will matter on your first day of work. Whether it's captaining a sports team, leading a fraternity or serving in student government, college seniors are used to being in charge. "You think your way is the right way," says Ms. Lee. "But in a job situation, you are the new employee." You might have been the best and brightest in college, but now you have to learn to fit in at work, she says. Adopt this attitude early.
Play well with others.
Susan Fowler, a career counselor and author of "Achieve Leadership Genius," says that far too many new employees rely solely on their manager for support. From the beginning it's important to reach out to peers and office support staff as well to get what you need. "Find a way to find your own support," says Ms. Fowler. "And find the person you can vent to." As Executive Director for Human Capital Management at Bearing Point, a fixture on the college recruiting scene, Ruby DeMesme says that connecting with peers outside your own team is important. From the start, says Ms. DeMesme, "employees need different layers of relationships." Seek out coworkers for casual lunches or advice on projects to get the wheels turning.
Check yourself.
Find out if your company requires a formal review after your first few months. Most companies do at either the third or sixth month, says Ms. Lee, and you don't want to be caught off guard "For some it might be a more formal review," she says. "But even if it's informal, getting feedback is important after the first few months." Whether conducting a session with human resources, or simply requesting a casual coffee with a supervisor, Ms. Lee says to be prepared with specific highlights of your early contributions and any questions you need clarified moving forward. Be sure to ask where you can improve and what skills you need to learn to succeed.
Don't play games…yet.
Three months isn't long enough to form strategic or political alliances in the office, says Ms. Fowler, who often sees employees that "try to be politically savvy before they really know anything, and they misalign themselves." Observation is more important in the beginning, she says. After about six months, it will become more clear who holds the power and where you should align yourself.
Figure out your finances.
Money can be tight after graduating and starting a new job. Writing those first few student loan checks, moving out of student housing, furnishing a new apartment or relocating for a job can easily add up. And, it often takes up to 3 weeks to get on the payroll cycle in a company – that means waiting a while to get your first paycheck. Keep that in mind before you start work – and remember, after taxes, that check will be smaller than you might think. Ms. Lee advises taking advantage of any credit or financial counseling offered through human resources, especially if credit card and student loan debt is an issue. Often, the service is free or offered at a reduced rate. When you get your first paycheck, you can set up a realistic budget.
Reap the benefits.
Remember that compensation extends beyond the paycheck. Whether enrolling in the company 401K, signing up for the carpool reimbursement plan or getting pet insurance for the sorority house dog you graciously adopted after graduation, it's up to employees to opt in to most benefit plans. "Don't let them go to waste," says Ms. Lee, who notes that corporate training programs and in-house certifications are the most valuable and underutilized benefits to new employees.
Wall Street Journal
Transitioning from life as a high-flying college senior to the bottom of a towering corporate totem pole can feel like cruel and unusual punishment to recent graduates. As a director at the Wasserman Center for Career Development at New York University, Paula Lee witnesses the struggle first-hand, counseling students as they enter the work force for up to a year after graduation. "We talk a lot about trying to fit in within the organization. Your role as a student is a lot different than your role as a full time employee."
Six tips for getting the best start in your first job.
Your First 90 Days
Get back to reality.
Fast. Forget the honor roll, class rank and the color of your tassel, because, says Ms. Lee, none of it will matter on your first day of work. Whether it's captaining a sports team, leading a fraternity or serving in student government, college seniors are used to being in charge. "You think your way is the right way," says Ms. Lee. "But in a job situation, you are the new employee." You might have been the best and brightest in college, but now you have to learn to fit in at work, she says. Adopt this attitude early.
Play well with others.
Susan Fowler, a career counselor and author of "Achieve Leadership Genius," says that far too many new employees rely solely on their manager for support. From the beginning it's important to reach out to peers and office support staff as well to get what you need. "Find a way to find your own support," says Ms. Fowler. "And find the person you can vent to." As Executive Director for Human Capital Management at Bearing Point, a fixture on the college recruiting scene, Ruby DeMesme says that connecting with peers outside your own team is important. From the start, says Ms. DeMesme, "employees need different layers of relationships." Seek out coworkers for casual lunches or advice on projects to get the wheels turning.
Check yourself.
Find out if your company requires a formal review after your first few months. Most companies do at either the third or sixth month, says Ms. Lee, and you don't want to be caught off guard "For some it might be a more formal review," she says. "But even if it's informal, getting feedback is important after the first few months." Whether conducting a session with human resources, or simply requesting a casual coffee with a supervisor, Ms. Lee says to be prepared with specific highlights of your early contributions and any questions you need clarified moving forward. Be sure to ask where you can improve and what skills you need to learn to succeed.
Don't play games…yet.
Three months isn't long enough to form strategic or political alliances in the office, says Ms. Fowler, who often sees employees that "try to be politically savvy before they really know anything, and they misalign themselves." Observation is more important in the beginning, she says. After about six months, it will become more clear who holds the power and where you should align yourself.
Figure out your finances.
Money can be tight after graduating and starting a new job. Writing those first few student loan checks, moving out of student housing, furnishing a new apartment or relocating for a job can easily add up. And, it often takes up to 3 weeks to get on the payroll cycle in a company – that means waiting a while to get your first paycheck. Keep that in mind before you start work – and remember, after taxes, that check will be smaller than you might think. Ms. Lee advises taking advantage of any credit or financial counseling offered through human resources, especially if credit card and student loan debt is an issue. Often, the service is free or offered at a reduced rate. When you get your first paycheck, you can set up a realistic budget.
Reap the benefits.
Remember that compensation extends beyond the paycheck. Whether enrolling in the company 401K, signing up for the carpool reimbursement plan or getting pet insurance for the sorority house dog you graciously adopted after graduation, it's up to employees to opt in to most benefit plans. "Don't let them go to waste," says Ms. Lee, who notes that corporate training programs and in-house certifications are the most valuable and underutilized benefits to new employees.
Wall Street Journal
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