The Super 8: The Best Corporate Cultures of 2019

Corporate culture is such an important factor in whether a company succeeds, and it’s becoming the key factor that separates the good companies from the great. Yet most companies have no idea what it is and how to improve it. They think putting wellness programs in place to eat better and exercise will make a significant change in employees lives, but the data shows otherwise.  Or maybe you had a speaker or teacher come to teach stress reduction tips or meditation like I did for a Fortune 10 company. The problem is, those things all touch on the symptoms and not the root cause.

A company culture is a living organism that, because you’re dealing with people, it cannot be controlled or contained.  It’s not something you can “fix” easily. You’re dealing with people’s heads and hearts, and THEY decide if what you’re selling them as a company works for them. And the one person responsible for it is the CEO.  And the CEO has a hell of a job to create a culture that adds value to the business, shareholders and the employees.

Some CEO’s think it will happen organically and don’t do anything to create a culture, and some try to control it by creating goals. Their goal might read: “Create an innovative and collaborative culture”. That’s the cool one these days.  Or how about; “Create a culture of open and honest communication that simultaneously drives business results.”  That’s the serious one. Or maybe you have a more emotionally intelligent CEO and it reads; “Inspire a culture of passion and respect for others, allowing for acceptance of others ideas while delivering the utmost in customer satisfaction.”

While all of these are pretty good goals, they don’t really matter unless the behaviors of the CEO and leadership team demonstrate them day in and day out. On top of that, if behaviors don’t align but are allowed to remain, employees will see it as lip service and lose interest in demonstrating the behaviors themselves.

While this may seem difficult, there are plenty of companies that just “get it” and walk the walk.  Below are The Super 8 Top Corporate Cultures based on information and research I’ve conducted over the last few months.  As you’ll see, most of the them have CEOs that were named to the “Top CEO 2018” list, which validates the point that culture starts at the top.

The Super 8: The Best Corporate Cultures of 2019

1.Bain & Company
Glassdoor rating:  4.7 out of 5
CEO: Manny Maceda
CEO Approval: 98%
Recommend to a friend: 96%

Why is Bain’s culture so good in an industry known for extensive travel and burnout? It starts with their leadership who understand their employees, (or “Baineys”) are their greatest asset.

Just ask Keith Bevans, Global Head of Consultant Recruiting for Bain. In a recent interview he brought up humility as a common personal attribute of the leadership and employees. He states there is “a certain level of humility that every person at Bain has.”

Why is humility so valuable for a culture? Humility is the key component to collaboration by creating a safe space to share ideas and help one another. It’s the backbone of values like teamwork and resilience too.

And while pay is not on the top of the list for why employees stay at a firm, Baineys work hard, but their compensation reflects it. From paid paternity leave to incredible health and insurance benefits, it’s clear why Bain is on this list.


2. Procore Technologies
Glassdoor rating: 4.6 out of 5
CEO: Craig “Tooey” Courtemanche
CEO Approval: 98%
Recommend to a friend: 89%

At Procore, teamwork is the key to its success. They promote a team culture with one simple value: Openness.

Openness relates to so many things for Procore. Open communication, open to ideas, open door policy…this screams transparency, and their employees love it.

I read a quote from an interview with Sara Borneleit, Director of Business Development, and it really hit on what’s needed to lead in this new era. She said, “I try to embody the philosophy of servant leadership blended with democratic leadership. It’s important for my team to know I care about them when giving critical feedback, and it’s important for me, as a leader, to be vulnerable. By admitting my weaknesses and faults, I allow the team to feel safe in knowing personal areas that need improvement or attention, and that that’s OK.”

When leaders aren’t afraid to share their failures, employees find it easier to relate and find compassion for the leader.  That compassion creates a better relationship, which in turn creates loyalty and trust, the two biggest reasons employees stay or leave a company.

Procore claims their culture is the reason they are growing so fast, and from the looks of it, the sky is the limit.


3. Radio Flyer
Glassdoor rating: 5.0 out of 5
CEO: Robert F. Pasin
CEO Approval:  100%
Recommend to a friend: 99%

If you’re like me, some of your childhood memories were with your red Radio Flyer wagon.  I used to use it to cart the family dog around, or to dig up dirt for no apparent reason. And when it showed during my research I was surprised. But it has some seriously loyal employees and a leadership team that figured out how to build an amazing culture.

Their SVP of HR, Amy Bastuga, said in an interview that she wanted every employee to be able to say, “This is the best job I’ve ever had.”  That seems easy to do when 25% of the employees started as interns, but it’s not. The “Flyer” get a chance to test drive their job before deciding if they want to work there.  It’s a great concept that I’ve been promoting for years but doesn’t seem to stick at most companies.

A quote from Glassdoor seems like a warning to prospective candidates who may not have what it takes. The quote below stems from dedicated employees who take pride in their work.

“While this is not a downside, applicants should know that here at Radio Flyer, you are expected to give 100% each and every day. We are a high performing team and everyone pulls their weight! We work hard AND we play hard!”


4. 23andMe
Glassdoor rating: 4.8 out of 5
CEO: Anne Wojcicki
Approve of CEO: 100%
Recommend to a friend: 95%
Top CEO 2018

23andMe, Inc. is a female lead consumer genetics and research company based in the San Francisco Bay Area. Named to the Top CEO 2018 list, Anne Wojcicki’s approval rating tops 100%. Wow!

She has created a culture that promotes innovation, conversation (even the uncomfortable ones), and challenge.  Most employees feel they are doing meaningful work and have purpose. If you know anything about “employee engagement”, you know this is one of the key factors in retaining employees.

It also has a flexible work environment with dogs allowed to come to work with their owners, delicious lunches and a beautiful rooftop terrace to work or just relax on.

Because the employees live all over the Bay Area, they offer a free CalTrain GoPass to everyone to use for their daily commute, or during your own free time.

I think a quote from one of the employees sums up why the culture is so good. “It is so inspiring to be in an organization with a female CEO — this means a lot, and Anne’s leadership and energy is awesome!!”.


5. Ultimate Software
Glassdoor rating: 4.6 out of 5
CEO: Scott Scherr
Approve of CEO: 95%
Recommend to a friend: 90%
Top CEO 2018

Ultimate Software has a People First mentality and a culture that is unprecedented. There is a phrase that people say about the company and its “once you come to Ultimate you never leave.”

It is ranked #1 on this year’s Best Workplaces for Women list by Fortune and Great Place to Work. With 50% of our workforce being women, this really says something about their commitment to gender diversity.

With benefits like 100% Employer-paid health coverage for employee and family (includes medical PPO plan, choice of dental plan, prescription, and vision), 401(k) Retirement Savings Plan with 45% company match on every dollar of employee contribution (no cap) and Unlimited Personal Time Off (for all exempt employees), they put their money where their mouth is.

And additional perks such as on-site massages; an indoor basketball court; recreational classes and wellness programs; monthly birthday celebrations; periodic breakfast, lunch, and ice cream treats; and departmental reward trips/programs are the icing on the already delicious cake.

What about career advancement, a key driver in employee retention?  They are committed to helping employees “upskill” into higher-paying positions, including helping America’s military veterans find work.

With this kind of culture, it’s clear why Scott Scherr was named to the Top CEO list for 2018.


6. Zoom Video Communications
Glassdoor rating: 4.8 out of 5
CEO: Eric S. Yuan
Approve of CEO: 98%
Recommend to a friend: 95%
Top CEO 2018

Eric Yuan came from China 22 years ago barely speaking English. A tough start you might think but today he’s worth $3B and named Glassdoor’s big company CEO of the Year with a 99% approval rating.  Even better is Zoom ranked No. 2 among large companies on the Glassdoor list of best places to work in 2019.

Yuan started Zoom in 2011 after helping build WebEx which was then bought by Cisco for $3.2B.  Now his company is worth $15.9B after an IPO just last week.

His approach to building a great company? The culture. And the employees believe Zoom’s culture is top notch. Just read some of the quotes from an employees on Glassdoor, like this one; “The product is incredible and the mantra of Delivering Happiness is completely legit”

Yes, that’s Zoom’s motto; “Delivering Happiness.”  Some of the benefits Zoom employees enjoy include unlimited PTO, free food, gym and wellness reimbursement.  Reimbursement for any book they purchase, including children’s books promoting his desire for his employees to be self-learners as well.

It’s not just about the employees for Yuan.  “When you do business with customers, you’ve got to make sure your process is very simple but very easy.”  He believes the product is the result of your company culture.  “If you do not have a great culture, occasionally you might develop a good product. However, that’s not sustainable.”


7. DocuSign
Glassdoor rating: 4.7 out of 5
CEO: Daniel Springer
Approve of CEO: 98%
Recommend to a friend: 93%
Top CEO 2018

What’s not to like about DocuSign! I use it almost every day and love it. And so do the employees.

Over 102 reviews on Glassdoor talk to the culture, leadership and product.  “People work hard but there is good work/life as well” and  “DocuSign hits the trifecta: great team, great product and great work“.

I was impressed with the values I saw on the website that the leadership lives and breathes.

Trusted. We will always listen, be honest, and try to do what’s right, every day.

Loved. We will give everyone the opportunity to do the work of their life.

Responsible. We will be fair and treat everyone equally. Equal pay, equal opportunity, equal everything

CEO Dan Springer was voted as a Top CEO of 2018 and I see why. He states; “One of our goals is for DocuSign to become the best place any of our employees have ever worked at in their careers.”

What are some of the benefits they offer their employees?  Extended our parental leave globally up to a full six months off. And they have taken steps to expand diversity and inclusion through the growth of their Employee Resources Groups pioneered by our very active [email protected] group and by hiring more female senior executives directly reporting to our CEO to ensure diverse voices are at the table.


8. St. Judes Children’s Research Hospital
Glassdoor rating: 4.6 out of 5
CEO: James Downing
Approve of CEO: 99%
Recommend to a friend: 92%
Top CEO 2018

For president and CEO Dr. James Downing, fulfilling the mission of St. Jude Children’s Research Hospital starts with ensuring employees have “a sense of pride” and purpose in their work. He does this through his inclusive and transparent strategic planning process and a leadership team “that’s not afraid to speak up and disagree with me.” Voted a Top CEO for 2018, Downing knows the power of transparency. He keeps employees in the know with transparent decision making and quarterly reviews outlining what’s next.

Downing implement some pretty interesting benefits that most employees would die for. The St. Jude employees enjoy on-site massages, dry-cleaning services, a farmer’s market and car detailing.

How does a non-profit afford that you ask? By being creative. They invite vendors onto its campus for the employees to use without ever having to leave the site. Genius!

But one of the best perks is on Halloween, where St. Jude pretty much shuts down for a couple of hours so the staff can dress up and play with the children.  As a hospital dedicated to children, it’s clear the employees love taking part in the Halloween event, and love working at St. Jude.

I’m sure there are many more companies that aren’t on the list that also have great company cultures, like Salesforce, Intuit, Hubspot and T-Mobile, but they didn’t even come close to these 8 when it came to the factors considered for my assessment.


What do all eight have in common?

 Each of these companies have a CEO that believes the employees are their biggest asset, and treat them as such. They provide some of the key elements that make employees feel loyal and want to perform to the highest of their ability.

  • Employees first. Happy employees translates to better interactions with customers
  • Transparency in communication and decision making from leadership
  • Empowerment to challenge and improve no matter what role
  • An environment that enables teamwork and collaboration (physically and mentally)
  • A vision that allows employees to find purpose and passion in their work


Want to learn more about how to improve your culture? Contact me for an assessment by clicking here.


How to Create Work Life Balance at Work

To start, what’s my story and why do I think I can help you create Work Life Balance?

I was just like most people working full time…

  • Corp career of more than 20+ yrs
  • Long hours and travel for work
  • No time for me or my family

I was unhappy at work and home due to lack of work/life balance.


I studied for 10 years with top neuroscientists, PHD’s and behavioral science experts to create the techniques I will share with you today. My goal for today is to teach you how to take control of your time and set up your life in a way that makes you feel good about work and your life.

Today I’ll teach you 4 HACKS to increase Work/Life Balance:

BUT FIRST…Let’s take a poll:

How many of you struggle with balancing work and your personal life?

If you said, “I DO”, then you’re not alone and there are studies to prove it.

Recent work in 2018 at UC Berkeley defines work/life balance or “Happiness at Work” as:

“An overall sense of enjoyment, feeling intrinsically driven to make progress towards goals and knowing that what I do matters at work and home.

Does that resonate with you? It did for me. The feeling of “Ugh” I have to go to work today, was weighing heavily on my personal life and I wanted it to stop. But first I had to understand what it was.

What does Work/Life Balance look like?

  • An overall feeling or sense of enjoyment at work and play.
  • Being able to gracefully handle conflict, situations and setbacks at work and home.
  • Connecting amicably with colleagues, coworkers, clients, customers, friends and family
  • Knowing YOU matter. Knowing that your work matters to yourself, your organization, and beyond.  You know you matter.


Studies show that 55 to 80% of us believe it’s normal to see work as something to be endured, not enjoyed.

HOWEVER, Not only is it possible to find happiness at work, but that doing so is unambiguously good for you!

Happier employees do better on all fronts, from day-to-day health to productivity to career advancement, and this consistently perks up the bottom line for the organization as a whole.

Do me a favor and answer these questions:

  • Is your job the #1 source of stress in your life?
  • Have you taken a day to just “chill” and re-coop from work?
  • Do you feel exhausted or burned out every day after work?

Take a look at the data below.  It’s scary how much job stress affects so many people!

Scientific evidence proves these 4 pillars are vital to work/life balance or Happiness at Work and it’s PERK.

  • P = Passion
  • E = Engagement
  • R = Resilience
  • K = Kindness


Let’s take a deeper dive into what these mean.

Purpose:   “knowing that your work matters to you, your organization and the world.”

Engagement: a “positive, fulfilling, work-related state of mind.” In other words, an engaged employee has a strong sense of “vigor towards, dedication to, and absorption in work activities.”

Resilience: being able to “handle adversity with grace, to face challenges and recover from setbacks, be accountable for failures and resolve conflict at work.”

Kindness:  a broader orientation towards forming strong, supportive, social connections at work that scientists call “pro-social”, that help us interact in trusting, inclusive, and cooperative ways with people at work from customers to bosses.

So how do you achieve PERK? With these 4 Hacks!

Hack #1:  Lifestyle Engineering

Unfortunately, in American culture, we tend to build our entire lives around our work – from where we live to who we socialize with.  This type of work-centric focus can really wreak havoc on the whole work-life balance thing.

Lifestyle engineering is a pretty cool concept that has to do with deciding what you want out of your life.

Exercise 1:

  • Start by writing what your dream day might look like while during your personal time.
  • Then look at your personal time and add a value to how much you like this activity.
  • Maybe it’s going to the gym, or painting or playing an instrument or on a baseball team or doing crossword puzzles…whatever it is, put a rating from 1-5 how much you like it.



ActivityTimes per WeekRatingEmotionTime
Family Dinner Time55Love1 hour
Friends: Dinner/Movies14Happy 3 hours
Yoga35Zen1 hour
Hiking15Inspired1 hour
Writing14Creative1 hour


Total time: 14 hours a week

Now, set aside that time for yourself to do these things. Maybe you can’t do all of them, but find a way to do at least 1-2.  Do not let work infringe on these activities. Put the phone on silent and enter an               automated message that says, “I’m sorry, I’m not available now.” Eventually, you’ll make it a habit and   look forward to these activities.


Hack #2: Set Up Boundaries 

  • Probably the most important thing you can do for yourself is set up boundaries with your manager and co-workers about what is acceptable to you when it comes to work responsibilities during personal time.
  • Answer these questions:
    • Do you find you’re answering emails, texts or phone calls at 10:00pm at night or over the weekend?
    • Does your manager assume you’ll take work home?
    • Do you have flexibility in your schedule to attend to family or take care of your health?

The thing is, the company will go on, so take that time off, take that vacation and be at the important events in your life, because work is not your life, it’s just want you do to earn a living.

In a recent study, it showed that 50% of employees don’t take the full vacation time given by their company.

Why would you do that?

It’s the time you need to refresh your mind, to renew your body and soul, even if you do a staycation, being away from work for a period of time actually increases your engagement which increases your performance.

Exercise #2

  • “Schedule” time for yourself. Use the Lifestyle Engineering as your guide.
  • Block out on your work calendar your personal time so it is clearly seen.
    • If you work until 6pm, then block out from 6-11pm “personal time”.
    • On the weekends, block out the entire weekend so when people try to schedule a call or a meeting, it shows “busy”.
    • Put your phone on silent with an automated message that says, “It’s after hours and I’m not responding to phone or emails.” Eventually, your boss, manager and colleagues will get the hint and stop bothering you.

Hack #3: Learn to say “NO”

Why is it so hard for people to say NO?

This counts for work and in your personal life. Our inability to say NO is exhausting us!


It is making us bitter and resentful because we feel obligated to help and say yes.

One way I like to say NO, in a nice way, is to use these short phrases.  I memorize them so I can just say it without having to think.

* “I’d love to help, but I have other responsibilities I need to focus on right now.”

* “What a great idea, I wish I could help but I’m committed to another project and would not do a good job at getting this done.”

* “Thank you so much for asking, and I’m definitely up to help out next time, but can’t right now.”

* “I give 100% when I’m at work, and I also give 100% when I’m at home to rest, recover and revive so I CAN give 100% at work. Without down time, I’m not going to perform my best.”

Memorizing phrases creates an automated response and trains the unconscious mind to react with “NO” response before YES.

Exercise #3

  • Make a list of 1-2 phrases for each category of your life:
    • Work
    • Friends
    • Family
  • Next, practice with a person you like and trust.

To practice, one person acts as the boss, a friend, and a family member, and asks to have something done. Then switch. Both have had the chance to practice.

Hack #4:  Communicate Expectations

Communicating expectations is such an important piece when you’re creating work/life balance.

Expectations are set through clear communication about what you can and cannot do.  Communicating with your boss is crucial if you are struggling at work.  Most managers have been in your shoes and know what that struggle feels like.

  • The best way to communicate expectations is with regular 1×1’s.
  • Set up a meeting with your boss with a specific written agenda regarding your work AND your work/life balance.
  • Getting this subject on your agenda makes it easy to discuss the subject.
  • During the conversation, don’t get emotional, just state the facts about your situation and tell them what you need to be more balanced and productive.

A few examples of how to approach this are:

  1. Be honest.

Using the sentences below as an outline can help you when you are ready to have that sit down or phone conversation. The key is to provide examples!

“I’d like to discuss how I’m feeling about the balance between work and my personal life.”

 “I love my job, but I also love my _______________ (fill in the blank).”

“I would appreciate it if I was able to enjoy my (fill in the blank) uninterrupted from calls,

emails or texts during off hours.”

  1. Be empathetic:

Look at it as if you were in their shoes.

“I know you have a lot of responsibility and I do my best to exceed expectations at work.”

 “But I can’t be my best if I can’t unwind from work.”

“I am here if you need me, and respect you and the work you do. Please understand it is important to me to have the space to find happiness outside of work.”

  1. Ask for HELP:

If you are feeling overwhelmed, it’s OK to ask for help.

Communicate through clear, concise language, even tempered, without EXCUSES.

“I value your experience and leadership and would really like your help with  _________________ (fill in the blank).

If they can’t help you themselves, they can point you to someone or a resource that can.

  1. Use a simple measurement to manage Work/Life Balance

Using a rating scale that’s easy for your boss to understand and allows you to be aligned.  Come to every meeting with the scale. Be consistent with updating your boss on how you’re doing.

Here’s a fun one I like to use.

Final Thoughts:

Work/Life Balance is UP TO YOU.  By incorporating these 4 Hacks you can create an environment at work

that brings the best out of you.  Happiness at work is critical for employees BUT also for companies.


The happier you are at work, the more productive you’ll be and the better the company will perform!

The Best Tool to Assess Your Culture

Why is it so important to have a good corporate culture?

The list is endless, but let’s get right to the point; a good corporate culture means a better bottom line. It’s about business, plain and simple.

If the corporate culture is good, the employees are more productive, they are more loyal, you have less turnover, yada, yada, yada…you get the point.

And most companies know this and spend LOTS of time and money on assessing and tracking their culture through employee engagement surveys.  Some companies hire expensive consulting firms to administer these surveys and then slice and dice the data so they can determine what’s working and what’s not.

Smaller companies with limited budgets put it all in HR’s hands and hope they know what they’re doing, and in most cases they don’t.

A corporate culture starts at the top and should be owned by the CEO and their leadership, not HR, not a committee or a task group.  And it’s a HUGE change management project that never ends as long as the company is in business.

When I go into a company to identify areas of improvement, the very first thing I do is ask for any data around employee engagement.  This is just the tip of the iceberg and doesn’t always provide the information that I know is below the surface. And a very simple tool will tell you where to look deeper.

If you’re asking “what is it?” here’s your answer.

It’s a Pulse Survey.

It is a 3-question survey sent out quarterly and owned by the CEO.

It’s simple to administer through any survey tool, (Survey Monkey is still a good one) and any person at any level of the company can fill it out.

The reason it’s so effective is because most people don’t mind filling out a short survey versus the long engagement surveys and it focuses on the way you do business versus how the employees feel and provides valuable insight into where you need to improve.

Let’s look at the questions in detail. Of course, there is a scale, usually 1-5 for employees to rate these questions on and anything under a 4 is cause for concern.

Question #1: I feel good about the changes the company is making.

The response to this question provides feedback on how employees feel about the DECISION MAKING of leadership.

What does this questions tell us?

  1. How agile the company. Companies who are agile make decisions faster and move to action faster, creating a quicker response to market and customer demands. This is a key differentiator in companies who grow and those that see minimal growth.
  2. It also informs on the autonomy people have within the company. The decision-making authority can make people feel frustrated if every decision needs to go to their manager’s manager or through some complex system of bureaucracy. This, in itself, is enough to make people want to leave their job. Giving people the change to apply critical thinking and decision making helps them get and stay engaged.
  3. This is also a key indicator of a poor structure. In most cases it means the company has too many layers.  Imagine a decision having to go through 6 or 7 people to get approved. The ideal number of layers is 4-6 depending on revenue.  The benchmark for a company with $1B in revenue is 6, so use that as a baseline.
  4. Finally, this tells us if people believe in the strategy the company is following is correct. If employees aren’t aligned with the strategy, then any decision following that strategy will not be accepted.

Question #2: I am confident that we are heading in the right direction.

The response to this question provides feedback on how the employees feel leadership is COMMUNICATING.

What does this question tell us?

  1. To start, it tells us how well the managers and leaders of the company are communicating. In most cases when you see low scores in a function, it’s because the manager doesn’t have a regular cadence to delivering information. Whether a staff meeting, an email, a video or face to face meetings, communicating information keeps people “in the know” which results in them being engaged. There is nothing worse than not know what is going on, and this is all too common in companies who withhold information and keep it only for the top managers and leaders in the company.
  2. It tells us how bought into the strategy the employees are. The CEO needs to have regular events to update the employees on the “big” picture, the direction the company is heading and ultimately tie in how the employees are all part of making that big picture happen. Creating the awareness that it’s them, the employees, who deliver the strategy by executing every day is a powerful message to hear and creates loyalty beyond the paycheck.

Question #3: The changes in the organization help me work smarter instead of harder.

The response to this questions provides feedback on how the employees feel the changes the companies is making relative to helping their PRODUCTIVITY.

What does this question tell us?

  1. It tells us how good the companies systems and processes The most frustrating thing for employees is to be working and knowing there is a better way. Either through technology or a more streamlined process. You can’t have a good culture if your people are working inefficiently, it’s IMPOSSIBLE. Employees who feel that they work efficiently are more engaged and happier in their jobs. This not only leads to less turnover, but
  2. This question focuses on time to deliver to customer, and it’s at the heart of low profit margins and affects the bottom line. Imagine if you had a system that helped employees make products 2x faster, or see 30% more customers?  It doesn’t matter the task, what matters is, how quickly they are able to complete it, and how fast the company can deliver it to its customer.  Quicker turnaround means less cost means more profit means more money available for employee bonuses.
  3. A hidden benefit of this question is it tells you the companies capacity to grow. If you have inefficient processes and a lack of technology systems, you will have to add more and more headcount and resources to get the work done when you want to grow. Whether it’s adding new products, a new location, or just organic growth, the harder it is to get the work done, the less capacity employees must add to their plate. The best way to grow is to SELF FUND it through capacity building. Imagine you implement a system or process that helps an employee do their job in half the time. You’ve just created a 50% productivity gain. Do this across the company and imagine the amount of time saved that you can now use to focus on your growth.

As you can see, this very simple tool has a lot to offer and provides a wealth of information that most engagement surveys provide but in a less costly and complex format.  Measuring your corporate culture has never been so easy!

Try it out and let me know how you do. I’m here for any support you may need when implementing or assessing the results, so please feel free to contact me.

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