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Leadership

Leadership

    • 2015
    • Chapter

    Leave No Slice of Genius Behind: Selecting and Developing Tomorrow's Leaders of Innovation

    By: Linda A. Hill

    More than ever, leaders of nearly every kind of organization view their human resources teams as essential to institutional well-being and long-term growth and sustainability. That's the central and animating theme of "The Rise of HR: Wisdom from 73 Thought Leaders," a new anthology published by the HR Certification Institute. Professor Hill's essay addresses the question of how to develop leadership talent capable of building and sustaining organizations that can innovate time and again to address the challenges we face as a global community.

    • 2015
    • Chapter

    Leave No Slice of Genius Behind: Selecting and Developing Tomorrow's Leaders of Innovation

    By: Linda A. Hill

    More than ever, leaders of nearly every kind of organization view their human resources teams as essential to institutional well-being and long-term growth and sustainability. That's the central and animating theme of "The Rise of HR: Wisdom from 73 Thought Leaders," a new anthology published by the HR Certification Institute. Professor Hill's...

    • Article

    Professionalism, Fiduciary Duty, and Health-Related Business Leadership

    By: Joshua D. Margolis

    Expanding fiduciary duty to leaders of health-related businesses can help leaders meet the challenges of caring for not only the corporation and shareholders but also the patients and medical professionals. How should leaders of health-related businesses weigh the demand for efficiency and profit alongside the care of patients and the professional development of physicians? How might physicians approach these leadership roles to withstand the pressures that can divert behavior away from the espoused purposes and ethical standards of medicine?

    • Article

    Professionalism, Fiduciary Duty, and Health-Related Business Leadership

    By: Joshua D. Margolis

    Expanding fiduciary duty to leaders of health-related businesses can help leaders meet the challenges of caring for not only the corporation and shareholders but also the patients and medical professionals. How should leaders of health-related businesses weigh the demand for efficiency and profit alongside the care of patients and the professional...

    • July–August 2014
    • Article

    How the Other Fukushima Plant Survived

    By: Ranjay Gulati, Charles Casto and Charlotte Krontiris

    In March 2011, Japan's Fukushima Daiichi nuclear power plant was devastated by three reactor explosions and two core meltdowns in the days following a 9.0 earthquake and a tsunami that produced waves as high as 17 meters. The world is familiar with Daiichi's fate; less well known is the crisis at its sister plant, Daini, about 10 kilometers to the south. As a result of nature's onslaught, three of Daini's four reactors lacked sufficient power to achieve cooldown. To prevent the disaster experienced up north, the site superintendent, Naohiro Masuda, and his team had to connect them to the plant's surviving power sources. In a volatile environment, Masuda and Daini's hundreds of employees responded to each unexpected event in turn. Luck played a part, but so did smart leadership and sensemaking. Until the last reactor went into cold shutdown, Masuda's team took nothing for granted. With each new problem they encountered, it recalibrated, iteratively creating continuity and restoring order. Daini survived the crisis without an explosion or a meltdown.

    • July–August 2014
    • Article

    How the Other Fukushima Plant Survived

    By: Ranjay Gulati, Charles Casto and Charlotte Krontiris

    In March 2011, Japan's Fukushima Daiichi nuclear power plant was devastated by three reactor explosions and two core meltdowns in the days following a 9.0 earthquake and a tsunami that produced waves as high as 17 meters. The world is familiar with Daiichi's fate; less well known is the crisis at its sister plant, Daini, about 10 kilometers to the...

    • October 2014
    • Article

    The Transparency Trap

    By: Ethan Bernstein

    To get people to be more creative and productive, managers increase transparency with open workspaces and access to real-time data. But less transparent work environments can yield more-transparent employees. Employees perform better when they can try out new ideas and approaches within certain zones of privacy. Organizations allow them to do that by drawing four types of boundaries: around teams of people (zones of attention), between feedback and evaluation (zones of judgment), between decision rights and improvement rights (zones of slack), and for set periods of experimentation (zones of time). By balancing transparency and privacy, organizations can encourage just the right amount of "deviance" to foster innovative behavior and boost productivity.

    • October 2014
    • Article

    The Transparency Trap

    By: Ethan Bernstein

    To get people to be more creative and productive, managers increase transparency with open workspaces and access to real-time data. But less transparent work environments can yield more-transparent employees. Employees perform better when they can try out new ideas and approaches within certain zones of privacy. Organizations allow them to do that...

    • March 2015
    • Module Note

    Power and Influence in Society

    By: Julie Battilana

    This module aims to help students understand how power and influence are employed, both to reproduce the status quo and to effect change in society. It first helps them to understand why, more often than not, power is used to reproduce the existing way individuals and organizations operate in society. It then highlights what it takes to implement societal change. This includes a wide variety of initiatives ranging from attempts to change individuals' and organizations' behaviors in a given industry or sector, to efforts to change behaviors throughout a country, region, or even the world. Addressing the issue of power and influence in society in an MBA classroom is critical, especially at a time like now, when the relationship between business and society is attracting increasing attention, and when business leaders are increasingly expected to contribute not only to financial value creation, but also to social value creation. In this context, it is important to prepare business school students to lead not just in their organizations, but more broadly in society. Meeting this aspiration requires equipping them with knowledge and tools that will enable them to understand what it takes to have a positive impact in the world. In line with this objective, this module note focuses on how leaders who are not part of government or other public agencies can spark, organize, and/or guide action to bring about change at the societal level.

    • March 2015
    • Module Note

    Power and Influence in Society

    By: Julie Battilana

    This module aims to help students understand how power and influence are employed, both to reproduce the status quo and to effect change in society. It first helps them to understand why, more often than not, power is used to reproduce the existing way individuals and organizations operate in society. It then highlights what it takes to implement...

Leadership Initiative

The Leadership Initiative undertakes cutting-edge research and course development projects about leadership and leadership development, both within HBS and through collaborations with other organizations.
Leadership

As our world grows increasingly global, intricate, and ever-changing, the role of leaders is becoming more and more complex and critical to business success. In the 1950s and 1960s, Fritz Roethlisberger and Elton Mayo's contributions to the "Hawthorne effect," and work by Paul Lawrence and Jay Lorsch on organizational integration, sparked the field of Organizational Behavior. Early work by Michael Beer on leading organizational change, Rosabeth Kanter on innovation for productivity, John Kotter on power and influence, and Michael Tushman on innovation management helped shape today's understanding of organizational transformation. With an interest in Leadership that spans our academic units, our approach to research is collaborative and multi-disciplinary. We leverage a wide range of research methodologies – from onsite field research to surveys, experiments, and extensive longitudinal studies.

Leadership Initiative

The Leadership Initiative undertakes cutting-edge research and course development projects about leadership and leadership development, both within HBS and through collaborations with other organizations.

Leadership

Recent Publications

Vanderbilt: Transforming an Academic Health Care Delivery System, 2020

By: Michael E. Porter, Robert S. Kaplan, Mary L. Witkowski and David N. Bernstein
  • August 2023 |
  • Case |
  • Faculty Research
Keywords: Health Care; Health Care Industry; Academic Medicine; Value-based Health Care; Value-based Healthcare; Health Care Delivery; Service Delivery; Transformation; Health Care and Treatment; Corporate Strategy; Leadership; Health Industry; Tennessee; United States
Citation
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Porter, Michael E., Robert S. Kaplan, Mary L. Witkowski, and David N. Bernstein. "Vanderbilt: Transforming an Academic Health Care Delivery System, 2020." Harvard Business School Case 724-373, August 2023.

Reimagining Hindustan Unilever (A)

By: Sunil Gupta and Rachna Tahilyani
  • August 2023 |
  • Case |
  • Faculty Research
In the fall of 2019, the CEO and MD of Hindustan Unilever (HUL), India’s largest fast-moving consumer goods (FMCG) firm, is wondering what to do about their experiments to digitize distribution. Despite three years of intense efforts, their apps to empower retailers have not seen any traction. Is it time to shut them down and focus on another area with more potential for digital transformation?
Keywords: Distribution; Decisions; Organizational Change And Adaptation; Experimentation; Transformation; Consumer Behavior; E-commerce; Competition; Performance; Business Strategy; Marketing; Digital Transformation; Digital Strategy; Leading Change; Consumer Products Industry; Asia; India
Citation
Educators
Related
Gupta, Sunil, and Rachna Tahilyani. "Reimagining Hindustan Unilever (A)." Harvard Business School Case 524-020, August 2023.

Raymond Jefferson: Trial by Fire

By: Anthony Mayo and Carin-Isabel Knoop
  • July 2023 |
  • Case |
  • Faculty Research
In the spring of 2021, Raymond (Ray) Jefferson applied for a job in President Joseph Biden’s administration. Ten years earlier, false allegations were used to force him to resign from his prior U.S. government position as Assistant Secretary of Labor for Veterans’ Employment and Training (VETS) in the U.S. Department of Labor (DOL). Two employees had accused him of ethical violations in hiring and procurement decisions, including pressuring subordinates into extending contracts to his alleged personal associates. The DOL Office of the Inspector General (OIG), headed by an interim inspector general, supported their claims. The Deputy Secretary of Labor gave Jefferson four hours to resign or be terminated. Jefferson filed a federal lawsuit against the U.S. government to clear his name, which he pursued for eight years at the expense of his entire life savings. Why, after such a traumatic and debilitating experience, would Jefferson want to pursue a career in government again? The case explores Jefferson’s personal and professional journey from upstate New York to West Point to the Obama administration, and how he faced and addressed adversity at several junctures in his life. The case allows instructors to discuss resilience, career pathways and derailment, leadership style, and the pursuit of passion.
Keywords: Leadership Style
Citation
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Mayo, Anthony, and Carin-Isabel Knoop. "Raymond Jefferson: Trial by Fire." Harvard Business School Case 423-094, July 2023.

Schuberg Philis: From Success to Significance

By: Thomas J. DeLong and Daniela Beyersdorfer
  • July 2023 |
  • Case |
  • Faculty Research
The founders of Dutch professional services firm Schuberg Philis, and the new leadership team entrusted with the day-to-day management, must set the path forward in 2019. The company has grown into a €70 million revenue strong IT provider with top ranks in the industry’s yearly customer satisfaction surveys, yet its journey has not been without bumps. In 2010, it had to stop customer acquisition for a few years, as mounting workload and their 100% commitment to satisfy customers put too much pressure on its teams. Despite adjustments to its culture with more focus on employees as well as customers, tensions built up again during the next growth phase, leading to a reorganization with leadership handover in 2017 to become more scalable. Two years later, the founders and their management team now have to decide if their organization is ready for another ambitious growth plan, aiming for a 5-fold growth in staff and revenues by 2025.
Keywords: Management Succession; Growth Management; Change Management; Transformation; Mission and Purpose; Leadership; Leading Change; Information Technology Industry; Consulting Industry; Europe; Netherlands
Citation
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DeLong, Thomas J., and Daniela Beyersdorfer. "Schuberg Philis: From Success to Significance." Harvard Business School Case 424-012, July 2023.

Ferrari: Shifting to Carbon Neutrality

By: Raffaella Sadun, Elena Corsi and Leila Doumi
  • May 2023 (Revised July 2023) |
  • Case |
  • Faculty Research
A sports car manufacturer commits to carbon neutrality and to electrifying a large part of its car fleet.
Keywords: Strategic Planning; Corporate Social Responsibility and Impact; Leadership Style; Auto Industry; Italy
Citation
Educators
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Related
Sadun, Raffaella, Elena Corsi, and Leila Doumi. "Ferrari: Shifting to Carbon Neutrality." Harvard Business School Case 723-446, May 2023. (Revised July 2023.)

Novartis (A): Reimagining Medicine

By: Ramon Casadesus-Masanell, Claudio Feser, Karolin Frankenberger and David Redaschi
  • May 2023 (Revised June 2023) |
  • Case |
  • Faculty Research
This case unfolds around the first-ever approved personalized cancer treatment, how Novartis wrapped it into a new business model design, and how Novartis scaled it. Novartis — one of the largest pharmaceutical companies in the world — is, among other ventures, discovering, developing, and marketing patent-protected prescription medicines, as well as addressing unmet medical needs and diseases for which no effective treatments or cures exist. In late 2011, Novartis executives became aware of a revolutionary treatment technology developed by researchers at the University of Pennsylvania (UPenn). This technology was designed as a one-time, personalized drug to cure certain types of cancers such as lymphomas and leukemia. Section Chief of Cellular Therapy and Transplant at the Children's Hospital of Philadelphia Stephan A. Grupp, MD, Ph.D. commented on the innovation as follows: “I've been an oncologist for 20 years, and I have never, ever seen anything like this.” After approaching UPenn scientists, Novartis decided to develop and commercialize this technology as the company possessed the relevant capabilities. This case series then explores the introduction and scaling of this new treatment over three parts. Case A describes the various challenges Joe Jimenez, the then CEO of Novartis, faced during the launch of the new treatment in 2016. Case B (separate) focuses on the persistent problems with drug manufacturing and scaling this part of the business model design after its launch in 2017. Lastly, case C (separate) examines how Novartis solved the persistent problems and envisioned the future in this new, inspiring area of medicine.
Keywords: Health Care and Treatment; Business Model; Leadership; Pharmaceutical Industry; Switzerland
Citation
Educators
Related
Casadesus-Masanell, Ramon, Claudio Feser, Karolin Frankenberger, and David Redaschi. "Novartis (A): Reimagining Medicine." Harvard Business School Case 723-443, May 2023. (Revised June 2023.)

IBM’s Ginni Rometty: Leading with Good Power

By: Hubert Joly, Leonard A. Schlesinger and Stacy Straaberg
  • May 2023 |
  • Case |
  • Faculty Research
In March 2023, Virginia (Ginni) Rometty published Good Power: Leading Positive Change in our Lives, Work, and World, which covered her personal history and career at International Business Machines (IBM). Rometty was IBM’s ninth and first woman CEO from 2012–2020. Her tenure followed John Akers, Louis Gerstner, Jr., and Samuel Palmisano, CEOs who helmed IBM through the PC revolution, IBM’s brush with insolvency, the company’s rebound, and its early attempts at commercializing AI technology as well as its late entry into cloud computing. Prior to joining IBM, Rometty’s upbringing taught her the value of hard work, education, and serving others. Once at IBM, Rometty advanced through the ranks, notably negotiating the acquisition of PricewaterhouseCooper’s consulting unit and integrating its people into IBM. As CEO, Rometty developed a leadership philosophy of good power, based on wielding authority for the benefit of others. She also defined IBM’s purpose as Being essential to clients and society. Strategically, Rometty rebalanced IBM’s product portfolio to align with changes in the tech ecosystem such as the rise of cloud computing and AI. Rometty also committed to hiring and upskilling workers to achieve IBM’s goals including using a SkillsFirst approach that prioritized job proficiencies over credentials. Outside of IBM, Rometty signaled her commitment to the entire ecosystem of stakeholders by signing the Business Roundtable’s 2019 revision of the Statement on the Purpose of a Corporation, and she co-founded OneTen, which sought to employ and promote 1 million Black Americans without four-year degrees into living-wage jobs. From 2012–2020, IBM’s revenue declined every year but one and share price trailed other large tech firms. However, in 2022, IBM’s share price bested other large tech companies. What factors contributed to IBM’s underperformance during Rometty’s tenure and the company’s improved performance in 2022—predecessor impact, good power tactics, market factors, or her initiatives?
Keywords: Transformation; Acquisition; Trends; Gender; Diversity; Education; Training; Values and Beliefs; Profit; Revenue; Leadership Style; Leading Change; Business or Company Management; Negotiation; Corporate Social Responsibility and Impact; Mission and Purpose; Organizational Change and Adaptation; Organizational Culture; Family and Family Relationships; Business and Community Relations; Business and Government Relations; Business and Shareholder Relations; Business and Stakeholder Relations; Personal Characteristics; Perspective; Social Issues; Adaptation; Business Strategy; Commercialization; Competition; Corporate Strategy; Information Infrastructure; Information Technology; Health Industry; Information Technology Industry; Manufacturing Industry; Service Industry; Technology Industry; New York (city, NY); United States
Citation
Educators
Related
Joly, Hubert, Leonard A. Schlesinger, and Stacy Straaberg. "IBM’s Ginni Rometty: Leading with Good Power." Harvard Business School Case 323-114, May 2023.

Dena Almansoori at e&: Fostering Culture Change at a UAE Telco Transforming to a Global Techco (Abridged)

By: Emily Truelove, Michelle Zhang and Alpana Thapar
  • April 2023 (Revised July 2023) |
  • Case |
  • Faculty Research
Dena Almansoori, the first female and one of the youngest members of the United Arab Emirates-based e&’s leadership team, joined in 2020 just before e& began a strategic transition from being a regional telecommunications company to becoming a global technology company. As the group chief HR officer, Almansoori had a key role to play in this transition. Her mandate was to build a culture that was a “magnet” for top global talent, such that e& would compete with the likes of Amazon and Google not only for customers, but employees too. Many deemed this to be a radically ambitious goal. When Almansoori entered, the company had never had a town hall meeting; e& did not have standardized benefits for employees; employees called their managers by titles not names and needed their approval to apply for internal jobs. However, in two short years, Almansoori and other leaders had made “seismic” changes to the 70,000-person organization’s strategy, structure, talent profile, and people processes. Changing the “extremely hierarchical culture” that Almansoori saw as antithetical to being a tech company was a slower process. To speed it up, in a radical move for the organization and region, Almansoori rolled out a new internal mobility policy that encouraged employees to apply for internal jobs without asking their manager’s permission. It was a symbolic gesture of “taking control away from leaders and putting it in the hands of employees” and a mechanism for altering manager-employee interactions—an area Almansoori could not directly control. In contrast, her other HR initiatives did not directly impact power dynamics inside e&. As Almansoori assesses the policy’s progress one year on, she grapples with complaints from managers and employees, and sense that she might not have the full leadership team’s support. She is left grappling with if and how to amend the policy she intended as a bold stroke, realizing her actions are symbolically important for e&’s nascent culture change—and for her own credibility.
Keywords: Leadership; Culture; Transformation; United Arab Emirates; Middle East; Technology; Telecommunications; Employee Mobility; Talent; Leading Change; Human Resources; Telecommunications Industry; Technology Industry; Middle East
Citation
Educators
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Related
Truelove, Emily, Michelle Zhang, and Alpana Thapar. "Dena Almansoori at e&: Fostering Culture Change at a UAE Telco Transforming to a Global Techco (Abridged)." Harvard Business School Case 423-059, April 2023. (Revised July 2023.)

Dena Almansoori at e&: Fostering Culture Change at a UAE Telco Transforming to a Global Techco

By: Emily Truelove, Michelle Zhang and Alpana Thapar
  • April 2023 (Revised July 2023) |
  • Case |
  • Faculty Research
Dena Almansoori, the first female and one of the youngest members of the United Arab Emirates-based e&’s leadership team, joined in 2020 just before e& began a strategic transition from being a regional telecommunications company to becoming a global technology company. As the group’s chief HR officer, Almansoori had a key role to play in this transition. Her mandate was to build a culture that was a “magnet” for top global talent, such that e& would compete with the likes of Amazon and Google not only for customers, but employees too. Many deemed this to be a radically ambitious goal. When Almansoori entered, the company had never had a town hall meeting; e& did not have standardized benefits for employees; employees called their managers by titles not names and needed their approval to apply for internal jobs. However, in two short years, Almansoori and other leaders had made “seismic” changes to the 70,000-person organization’s strategy, structure, talent profile, and people processes. Changing the “extremely hierarchical culture” that Almansoori saw as antithetical to being a tech company was a slower process. To speed it up, in a radical move for the organization and region, Almansoori rolled out a new internal mobility policy that encouraged employees to apply for internal jobs without asking their manager’s permission. It was a symbolic gesture of “taking control away from leaders and putting it in the hands of employees” and a mechanism for altering manager-employee interactions—an area Almansoori could not directly control. In contrast, her other HR initiatives did not directly impact power dynamics inside e&. As Almansoori assesses the policy’s progress one year on, she grapples with complaints from managers and employees, and senses that she might not have the full leadership team’s support. She is left grappling with if and how to amend the policy she intended as a bold stroke, realizing her actions are symbolically important for e&’s nascent culture change—and for her own credibility.
Keywords: Leadership; Culture; Transformation; United Arab Emirates; Middle East; Technology; Telecommunications; Employee Mobility; Talent; Leading Change; Human Resources; Telecommunications Industry; Technology Industry; Middle East
Citation
Educators
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Related
Truelove, Emily, Michelle Zhang, and Alpana Thapar. "Dena Almansoori at e&: Fostering Culture Change at a UAE Telco Transforming to a Global Techco." Harvard Business School Case 423-040, April 2023. (Revised July 2023.)

Christiana Figueres and the Collaborative Approach to Negotiating Climate Action

By: James K. Sebenius, Laurence A. Green, Hannah Riley-Bowles, Lara SanPietro and Mina Subramanian
  • 2023 |
  • Case |
  • Faculty Research
This case study centers on Harvard’s Program on Negotiation 2022 Great Negotiator, Christiana Figueres, and her efforts as Executive Secretary of the United Nations Framework Convention on Climate Change (UNFCCC) to build momentum for, and ultimately pass, the 2015 Paris Climate Agreement.

As UNFCCC Executive Secretary, Christiana Figueres was tasked with a seemingly insurmountable challenge of putting together an impactful, global climate agreement. Coming out of the dramatic failure of the Copenhagen summit five years before, many believed that such an agreement was not possible. However, with persistent optimism and careful, targeted interventions aimed at building momentum, in 2015 the Paris Agreement was adopted by the 196 participating nations and set forth a new global consensus framework for international climate action.

Figueres had to personally undergo a transformation to let go of her identity as a Costa Rican diplomat so she could approach the negotiations from a global perspective and meet each participating nation from their perspective. The negotiation process itself was not just the two-week conference in Paris but instead was a years-long series of actions “away from the table" taken by Figueres and others to help enhance the probability of a successful outcome at the negotiating table. These actions included coalition building discussions with private industry and civil society groups, like-minded nations, in which small teams of strategic influencers worked with partners behind the scenes to build support for an ambitious outcome. By bringing different coalitions of countries and non-state actors together to lead the way, a more expansive agreement became possible.
Keywords: Climate Change; Negotiation; Environmental Regulation; International Relations; Leadership
Citation
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Related
Sebenius, James K., Laurence A. Green, Hannah Riley-Bowles, Lara SanPietro, and Mina Subramanian. "Christiana Figueres and the Collaborative Approach to Negotiating Climate Action." Program on Negotiation at Harvard Law School Case, 2023. Electronic.
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Faculty

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Linda A. Hill
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Amy C. Edmondson
Michael L. Tushman
Anthony Mayo
Joseph L. Bower
Joshua D. Margolis
Francesca Gino
Lynda M. Applegate
→See All

HBS Working Knowlege

    • 26 Sep 2023

    The PGA Tour and LIV Golf Merger: Competition vs. Cooperation

    Re: Alexander J. MacKay
    • 01 Aug 2023

    As Leaders, Why Do We Continue to Reward A, While Hoping for B?

    Re: James L. Heskett
    • 05 Jul 2023

    What Kind of Leader Are You? How Three Action Orientations Can Help You Meet the Moment

    Re: Ryan L. Raffaelli
→More Articles

Harvard Business Publishing

    • Article

    Developing a Digital Mindset: How to Lead Your Organization into the Age of Data, Algorithms, and AI

    By: Tsedal Neeley and Paul Leonardi
    • August 2023
    • Case

    Vanderbilt: Transforming an Academic Health Care Delivery System, 2020

    By: Michael E. Porter, Robert S. Kaplan, Mary L. Witkowski and David N. Bernstein
    • 2020
    • Book

    Capitalism at Risk: How Business Can Lead

    By: Joseph L. Bower, Dutch Leonard and Lynn S. Paine
→More Harvard Business Publishing
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