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In this article, you will receive information about the key aspects of the topic. We'll cover key points in detail to help you better understand the topic and apply the knowledge gained in practice. Read on to learn more.
- What is reverse mentoring and what are its benefits?
- Is there a place for reverse mentoring in Russia and a real-life example of this model's application?
- 7 tips for those who want to implement reverse mentoring.
Corporate training and mentoring are traditionally carried out by experienced specialists or in a peer-to-peer format, where equals teach each other. However, in the reverse model, also known as reverse mentoring, a novice employee, often a young person, becomes a mentor to a more experienced colleague in a more senior position. This approach involves the transfer of knowledge and skills from the bottom up, rather than from the top down. Why is this necessary? Reverse mentoring promotes the exchange of new ideas and a fresh perspective on processes, which can improve the overall team atmosphere and increase work efficiency. Furthermore, it helps senior employees adapt to new technologies and methods, making the organization more flexible and ready for change. Mentoring benefits both mentors and mentees, helping to create a more welcoming and open atmosphere within the company. It also helps resolve some administrative issues. By participating in this process, managers begin to perceive the situation from the perspective of junior staff, allowing them to identify and address previously unnoticed problems. This approach not only improves the company's internal culture but also increases overall productivity by creating more efficient work processes.
Reverse mentoring is not suitable for every company. It is effective only for those organizations that are truly committed to embedding open and trusting relationships into their corporate culture. We conducted a survey among several Russian companies and found that this practice is still new to our market. This may be due to a lack of awareness of its benefits and capabilities. Reverse mentoring can be an important tool for increasing employee engagement and knowledge sharing, which contributes to the development of an innovative environment and the improvement of work processes.
What is reverse mentoring?
Reverse mentoring covers a variety of knowledge and skills, but most often focuses on training in digital technologies. This is due to the fact that the younger generation is generally more versed in modern technology. Anna Gar'yanova, Director of the Training and Development Department at Khleb Nasushny, shared her company's experience in implementing reverse mentoring at the Corporate Training and Personnel Development 2019 forum. As part of this practice, younger employees trained more experienced colleagues to use a new e-learning system, which contributed to increased digital literacy and team effectiveness. Reverse mentoring is becoming an important tool in modern corporate learning, enabling the exchange of knowledge and experience between different generations of employees.
Reverse mentoring is often associated with intergenerational interactions between younger and more experienced employees, but this is not the only approach. While many companies launch such programs to reduce intergenerational conflicts, reverse mentoring can also involve interactions between employees of different job levels, regardless of age. A key aspect is clearly defining the program's goals, which are typically aimed at changing corporate culture and solving administrative problems. In this case, skills training is not an end in itself, but a tool for achieving goals and improving the working climate within the organization.
Every person has special skills, which can be called their "superpower." These abilities are independent of their position. Some people are masters at creating presentations, others are excellent at blogging, and know how to effectively use social media. Others could develop these skills but haven't yet. This is precisely the aspect actively used in reverse mentoring. This approach allows for the exchange of knowledge and experience, where more experienced professionals can teach newcomers, and the newcomers, in turn, share fresh ideas and modern trends. Reverse mentoring helps develop both individual skills and the overall culture within a team or organization.
Corporate training: how to develop teachers and trainers from among your employees
Corporate training is becoming an important part of business development strategy. It not only enhances employee skills but also develops internal talent capable of training and developing others. The importance of training your own trainers and instructors is that they better understand the corporate culture and specific aspects of the company's operations.
To successfully develop internal training, it is necessary to identify the key competencies your trainers must possess. This includes both professional knowledge and effective communication skills. Employee training as trainers can be organized through specialized training sessions, seminars, and mentoring. It is important to create an environment in which employees can share experiences and receive feedback.
Furthermore, implementing mentoring and knowledge sharing programs within the team promotes leadership development and increases motivation. Employees who train their colleagues feel valued and involved in the company's development process.
Corporate training not only promotes professional development but also strengthens team spirit. Employees who participate in training become more cohesive and willing to work towards common goals. Establishing an internal training system not only improves team spirit but also increases overall productivity. Ultimately, developing educators and trainers from within your organization is a strategically important step for any company. This not only saves resources on external training but also creates a unique team capable of adapting to change and achieving goals. Reverse mentoring is becoming an important tool for knowledge sharing between different generations of professionals. Young professionals who have just graduated from educational institutions can offer a fresh perspective and relevant theoretical knowledge that can be useful to more experienced colleagues. This is especially relevant in the rapidly changing world of technology, where not all professionals keep up with new trends. A reverse mentoring program helps improve digital skills even among experienced IT professionals. For example, at Aflac, IT managers became mentees of recent graduates, which helped them implement new ideas and become familiar with current trends. According to Julia Davis, the company's CTO, this initiative not only enriched the team with new concepts but also helped some experienced IT professionals overcome development stagnation. Reverse mentoring is becoming key to improving the professional environment and skill development in the IT industry. Reverse mentoring is a unique approach that emphasizes the mutual exchange of knowledge and experience between employees at different levels rather than traditional training. The main idea is to connect managers and more experienced employees with those just starting their careers or in more junior positions. However, in this process, junior and less experienced employees become mentors. This approach not only broadens the horizons of senior employees but also strengthens the confidence of newcomers, developing their leadership skills. Reverse mentoring helps create a more open and innovative corporate culture, where the ideas and opinions of every employee, regardless of their role, are valued.
What are the benefits of reverse mentoring?
The effectiveness of reverse mentoring was first recognized by Jack Welch, former CEO of General Electric, in 1999. At that time, internet technologies were just beginning to develop, and many executives did not know how to use them in their businesses. Young mentors helped them in this process, and the results were impressive. Reverse mentoring not only teaches but also offers a number of advantages over traditional methods. Over time, many companies began to implement this approach, discovering increasingly positive aspects, such as improved communication between generations, increased innovation, and adaptability to market changes. Reverse mentoring continues to gain popularity and remains a relevant tool for the development of both employees and the organization itself.
Zach Paul, an American expert in neuroeconomics, found that high levels of trust in a team reduce employee stress by 74% and promote greater alignment with business goals by 70%. Reverse mentoring can be an effective tool for achieving these results. It fosters strong, trusting relationships between employees and management, allowing for the open sharing of thoughts and ideas. This, in turn, has a positive impact on employee engagement in processes and company development. However, this practice is only effective in organizations that value openness and honesty in communication.
Younger people often believe that older generations are unwilling to embrace innovation and resist change. In turn, older people tend to perceive millennials as spoiled and superficial. This situation can lead to conflicts, often arising without real cause. Furthermore, a lack of understanding on the part of older generations of the needs and characteristics of young people often leads to high employee turnover. Young professionals prefer to change jobs, which can negatively affect the stability of the company.
Reverse mentoring helps break down generational stereotypes. Through interaction, participants gain a deeper understanding of the perspectives and approaches of representatives of different generations to various situations and decisions. This interaction helps dispel myths that "others" are terrible or hopeless. Participants realize that differences in perception and decision-making can not only be understandable but also beneficial for overall development and the improvement of work processes. Reverse mentoring promotes more harmonious interactions between generations and helps create a more productive and inclusive work environment. Diverse teams significantly increase productivity. According to a Forbes survey, 85% of executives believe that diversity and inclusion are key factors in stimulating innovation. Although the Russian labor market has its own characteristics compared to the Western one, many domestic companies are actively striving to build diverse teams. This not only improves work processes but also creates a more creative atmosphere, facilitating the emergence of new ideas and solutions. Understanding the importance of inclusivity is becoming crucial for successful company development in today's environment. Reverse mentoring is an effective tool for fostering a culture of tolerance within a company. This approach involves interactions between mentors and mentees who differ in gender, nationality, social background, and other factors. A striking example is Deloitte, which implemented a reverse mentoring program to support women and ethnic minorities. As part of this initiative, 30 young professionals became mentors for senior managers. During meetings, they shared their views and experiences, discussing how to increase tolerance and respect in the work environment and how to promote diversity within the team. As a result, managers gained new perspectives on the challenges faced by "minorities" and ideas on how to effectively address these issues. Reverse mentoring not only strengthens mutual understanding within a team, but also opens up new horizons for organizational development through inclusivity and diversity.
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The bookshelf presents an interesting book "Talented Employees" by Jeffrey Liker and David Mayer. This book discusses key aspects of talent management in organizations. The authors share their views on the importance of identifying and developing employee capabilities to achieve high business results. The book offers practical advice and strategies for creating a work environment where talent can blossom and employees can realize their full potential. This publication will be useful for both managers and HR specialists seeking to improve the effectiveness of their teams and create a culture of continuous development. In his article in Forbes, Jason Wingard, president of Temple University (USA) and author of books on professional learning and leadership, gives an interesting example. Procter & Gamble brought together senior executives with employees with disabilities. During their interaction, an important issue emerged: corporate videos were inaccessible to those with hearing impairments. This situation has previously gone unnoticed, highlighting the need to involve diverse groups in decision-making, particularly around content accessibility.
Reverse mentoring, similar to the peer-to-peer model, is a two-way exchange of knowledge and experience between participants. In this process, a junior employee, while mentoring a more experienced colleague, also actively observes their actions and learns from their experiences. The senior professional can unobtrusively share advice and share case studies, which enriches both the junior and senior participants. As a result, the junior employee develops important skills such as self-presentation, planning, and time management, which are integral to their mentoring role. Reverse mentoring not only promotes the professional growth of participants but also creates a culture of knowledge sharing within the organization, significantly improving the overall effectiveness of the team.
An article by Heather McGregor, Dean of Edinburgh Business School, emphasizes the importance of mentoring for junior employees, which helps them recognize their value and receive recognition from management. For example, MoneySuperMarket implemented reverse mentoring, targeting young professionals who, despite their skills, had gone unnoticed. Partnering with more experienced colleagues gave these employees the opportunity to showcase their talents and build self-confidence. For management, this initiative, in turn, revealed gaps in the corporate culture, which contributed to its improvement. Mentoring not only develops employees' skills but also contributes to a more productive and open work environment.
Is There a Place for Reverse Mentoring in Russia?
Russian experts note that reverse mentoring is developing more slowly in Russia than in Western countries. Alexander Chigarkov, Head of Talent Acquisition and Employer Brand Development at Severstal, emphasizes that elements of reverse mentoring have already been implemented in their organization. However, this practice is primarily limited to office functions, where young professionals train their colleagues in the use of social media and digital tools. According to Chigarkov, reverse mentoring is difficult to implement in the manufacturing sector. He notes that recent college and university graduates lack the necessary competencies in industrial safety and don't understand all the intricacies of the production process, which requires time to adapt. Thus, the success of reverse mentoring depends on both the corporate culture and the specifics of the industry. Elena Kuvshinchikova, Head of the Employee Training and Development Department at UIS & CoMagic, emphasizes the importance of reverse mentoring in modern companies. She emphasizes the need to overcome the prejudices of the older generation. It's important to convey to them that the younger generation, having grown up in the digital age, is much better able to adapt to information flows and effectively structure data. These skills are developed in them from childhood, making them valuable resources for the organization and helping to improve internal processes and team communication.
To summarize, we quote Yulia Grishchenko, Associate Professor at the Financial University under the Government of the Russian Federation:
The practice of reverse mentoring in corporate education will continue to develop in the future. To achieve this, it is necessary to focus on two key areas: introducing mentoring courses into educational institutions and integrating effective reverse mentoring practices into corporate structures. Reverse mentoring allows organizations to leverage the experience and knowledge of young professionals, which fosters innovation and improves internal processes. It is important to create an environment where sharing experiences between different generations becomes the norm, which will lead to increased competitiveness in a dynamically changing business landscape.
There are examples of models similar to reverse mentoring that can be useful for understanding this concept. One such example is presented below.
An Example of a Successful Program in a Russian Company
Tatyana Drozdova, Director of the Young Old Lab project, presented a rare example of a large-scale program implemented in a Russian company at the Gazprom Neft "Educational Environment - 2022" forum. In her presentation, she spoke about a large network of educational and cultural centers, emphasizing the importance of such initiatives for the development of the educational environment in Russia. The Young Old Lab project aims to create innovative educational solutions that promote the integration of different age groups and knowledge exchange.
Tatiana notes that the company had a balance between younger employees and those over 50. The situation was such that either an experienced employee led a team of young professionals, or a young manager managed a predominantly older team. However, representatives of the different generations experienced communication difficulties, had difficulty understanding each other, and often grouped together based on age. This led to disunity and the emergence of many mutual claims.
To address the problem of age conflict, an extensive program was developed, consisting of three main components. The first element was annual professional development for more experienced employees. This program didn't place a premium on age, but instructors could be young professionals. The focus was on sharing professional experiences and modern approaches to work. This fostered an atmosphere of collaboration and mutual understanding between different generations of employees, which had a positive impact on the work climate and overall team effectiveness. Support groups aimed at preventing burnout were organized for older employees. These initiatives help ensure emotional well-being and professional resilience by creating a safe space for sharing experiences and resolving emerging challenges. The introduction of the buddy system was an important step in our company's development. It is based on the principles of mentoring, but differs in that it actively engages employees of different generations. This allows for the exchange of experience and knowledge, and also promotes a deeper understanding of different approaches to work. This intergenerational collaboration not only improves teamwork efficiency but also creates a more harmonious atmosphere within the team.
Approximately 350 employees participated in the program. 20 professional development courses and training sessions were organized, as well as numerous team strategy sessions. This initiative contributed to the development of professional skills and strengthening of team spirit among the participants.
According to Tatyana, the professional development program had a positive impact on the team climate. It contributed not only to the enhancement of the competencies of senior employees but also to the improvement of their attitude towards young professionals. This led to a more harmonious atmosphere within the team and increased loyalty among employees.
How to implement reverse mentoring
Reverse mentoring has many advantages, one of which is the minimal financial costs required. However, to successfully launch and implement this program, companies need to conduct thorough preparation. Maggie Wooll, editor-in-chief of BetterUp, a platform specializing in coaching, consulting, and mentoring, recommends following seven key principles. These guidelines will help you create an effective reverse mentoring program that fosters the development of both mentors and mentees, as well as improves overall company performance.
Participation in reverse mentoring should be voluntary. To engage employees in this initiative, it's important to create a motivating atmosphere. It's important to demonstrate the benefits they can gain from participation, such as developing professional skills, sharing experiences, and the opportunity to broaden their horizons. Effective communication strategies and examples of successful reverse mentoring can significantly increase employee interest in this program.
- communicate to managers what business problems the program solves and why they should participate;
- ask interested managers to promote the initiative among their subordinates;
- talk about reverse mentoring at general events and send out informational mailings to employees - be sure to emphasize why it is useful and interesting;
- create an information block on the corporate website or in a general company channel so that those interested in participating can easily submit a response;
- if resources permit, reward those who participate with additional vacation days, bonuses, and privileges.
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Finding, developing, and motivating experts within a company are key aspects for achieving success and increasing competitiveness. To effectively search for experts, it is important to analyze current employees, identify their strengths and professional skills. This can be done through regular performance reviews and feedback from colleagues.
Once the experts have been identified, it is necessary to focus on their development. Providing opportunities for training and professional development, including participation in seminars and conferences, will help them hone their skills. It is also important to create a culture of knowledge sharing within the team, allowing experts to share experiences and best practices. Motivating experts is equally important. Using a rewards system, recognizing achievements, and creating a comfortable working environment help increase employee engagement. It is also necessary to set clear goals and objectives, allowing experts to see their value within the company and strive for new achievements. Therefore, a competent approach to finding, developing, and motivating experts within the company is the key to successful work and stable business growth. Create two lists of employees willing to participate in the reverse training program: one list for mentors and one for mentees. This will help organize the learning process and establish effective interactions between program participants. Mentors will be able to pass on their knowledge and experience, while mentees will gain new information and skills, which will contribute to the development of both employees and the company as a whole.
Prepare a short survey for experienced professionals to help assess their knowledge and experience in a specific area. The survey should include questions regarding their professional skills, achievements, and approaches to problem solving. This will provide valuable information about the qualifications and work practices of senior professionals.
- goals;
- interests;
- skills they would like to master.
Conduct an additional survey for mentors to gather information about their experience, working methods, and needs. This will help identify key aspects that can improve the interaction between mentors and mentees. The survey may include questions about which resources they find most useful, what difficulties they encounter in the mentoring process, and what topics they are interested in for further development. The survey results will help improve mentoring programs and make them more effective.
- areas of expertise;
- interests;
- career aspirations.
Potential mentors and mentees should be matched based on their needs and level of knowledge. It is also important to consider the participants' hobbies so that they have common topics for conversation, which will help facilitate the process of establishing contact. Mentor-mentee pairs can be formed based on business goals. For example, if it is necessary to unite teams from different departments, branches, or regional divisions, proper matching can contribute to improved teamwork and interaction.
First, present your proposal to senior employees. Unlike junior specialists, who are often ready to work with any partner, managers and experienced employees are more selective. They consider personal qualities, professional skills, and possible conflicts of interest. Afterward, offer young professionals the opportunity to choose mentors from among more experienced colleagues so they can make an informed choice. Becoming a mentor is a challenging and sometimes daunting task for many new professionals. However, experienced employees often don't realize the importance of maintaining initiative and engagement in the mentoring process. Otherwise, their interactions with junior colleagues may weaken or even cease. To avoid this, it's essential to prepare future mentors. It's important to convey to senior professionals how their responsible attitude and active participation can positively impact the entire company. Encourage mentors to build effective communication, organize the educational process and actively receive feedback, which in turn will help create a harmonious working atmosphere and improve the professional level of the team.
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Modern mentors must master a number of key skills to effectively perform their functions. It is important to develop the ability to ask open-ended questions that stimulate thought and encourage in-depth analysis. Mentors should also be prepared to use interactive teaching methods, which helps create a more engaged and productive atmosphere.
Furthermore, it is important to take into account the individual characteristics of their students, adapting their approach to each one. Mentors must be able to provide constructive feedback that will help develop the skills and confidence of their mentees. Understanding modern technology and integrating it into the mentoring process is also becoming increasingly important.
Modern mentors must be flexible, open to new ideas, and capable of continuous learning. These qualities will help them not only impart knowledge but also inspire their mentees to achieve, shaping the next generation of professionals.
At Gazprom Neft, employees have the opportunity to complete a training module called "Mentoring for Representatives of Different Generations." This course aims to familiarize participants with generational theory and develop effective communication skills across age groups. Particular attention is paid to situations where an intern is older than their mentor, which helps improve interaction and create a productive working atmosphere. The training not only helps improve mutual understanding but also facilitates the successful integration of young professionals into the team.
Elena Prokhorenko, Head of HR at Gazpromneft-Digital Solutions, offers several recommendations. She emphasizes the importance of effective human resources management, emphasizing that a modern approach to HR must incorporate digital technologies. Prokhorenko notes that successful performance requires creating conditions for continuous employee learning and development, as well as implementing incentive systems that promote engagement. She also believes it is important to build transparent communication within the team and actively use analytical tools to evaluate employee performance. All these measures will not only improve productivity but also create a positive atmosphere in the team.
- Establish rapport. Start the meeting with small talk – ask the mentee how they are doing, talk about the weather and the latest news. This will help relax and create a comfortable atmosphere.
- Don't emphasize that you know something better than the other person. The value of communication is in the exchange of experience and knowledge, not in self-affirmation.
- If your mentee perceives information easily, it is worth increasing the difficulty and pace of the training, otherwise they may become bored and lose enthusiasm.
- If your mentee catches thoughts on the fly and even finishes your sentences, then this information is familiar to them. Immediately move on to the next training block.
- Enrich the training plan with personal examples and stories – this will make the process more engaging.
- It is important not only to mentor, but also to be a good listener. A senior mentee has a lot of experience and can reveal many new things to you, and sometimes connect you with the right person.
Before the meeting, introduce the partners to each other and create a foundation for warm communication. Discuss their common goals and interests to strengthen mutual understanding and create a positive atmosphere for collaboration.
It is important to clarify, Do senior employees want other colleagues to know that they are being trained by a junior employee? Reactions to this practice can vary, especially at the beginning. It may be worth considering keeping the program confidential to ensure a comfortable learning experience and avoid unnecessary pressure on participants.
Participants always set different goals, but they should all be achievable and have a clear timeframe. To select an effective goal, it is recommended to use the SMART method. According to this approach, a goal should meet the following criteria: it should be specific, measurable, achievable, relevant, and time-bound. This method helps to focus on the result and increases the likelihood of successfully achieving the set goals.
- S (Specific) - specific,
- M (Measurable) - measurable,
- A (Achievable) - achievable,
- R (Relevant) - significant,
- T (Time bound) - time-bound.
It is important for reverse mentoring program facilitators to set several goals that are clearly distinct and do not contradict each other. This will help create an effective and harmonious atmosphere for learning and sharing experience between mentors and mentees. A variety of goals contributes to a deeper understanding and the development of skills of program participants.
Young professionals actively use instant messengers and video conferencing in their work, while older colleagues may prefer traditional communication formats, such as face-to-face meetings or phone calls. To avoid misunderstandings and ensure effective interaction, it is important to define communication channels in advance. For example, you can organize in-person meetings once a week and use instant messaging apps for day-to-day communication. To increase control and transparency, you can create a shared chat with the program mentor (if they agree), allowing you to monitor and improve communication between participants. Properly organized communication helps increase productivity and improve the working climate.
It's important to prioritize regular meetings between the mentor and the student. It's recommended to schedule meeting dates in their calendars and set the agenda in advance. This will help create a structure for the training, improve the effectiveness of interactions, and ensure consistent skill development for the student. Regular meetings promote a deeper understanding of the material and allow the mentor to promptly adjust the learning process.
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Creating and packaging educational content for a mixed-age audience requires a special approach. Here are five key rules to help you achieve success.
First, consider the diversity of learning levels. Different age groups process and retain information differently. Use simple, clear language and visual elements that will be accessible to everyone.
Second, tailor content to the interests of different age groups. Understanding your audience's preferences will help make the material more appealing and engaging. Research what interests your readers and incorporate these topics into your content.
Third, make the learning material interactive. Include assignments, quizzes, and other forms of interaction to maintain interest and engagement. This will help learners of different ages better retain information.
Fourth, structure the content so that it is easy to navigate. Use headings, subheadings, and lists to make the material more readable and easier to understand.
Finally, consider content accessibility. Make sure your material is easily accessible on a variety of devices and platforms. This will attract a wider audience and ensure a comfortable learning experience for all users.
By following these guidelines, you will be able to create high-quality educational content that will be useful and interesting for audiences of all ages.
Information support is key to creating an engaging mentoring experience. Launch a dedicated channel where you will post useful news, articles, research, and data on reverse learning. This will support teams in their work and increase motivation. To increase engagement, you can add weekly summaries of the achievements of individual mentor-mentee pairs, highlight the most active participants, and publish their feedback. This approach not only informs but also inspires further success in mentoring.
Progress monitoring can be carried out through weekly reports, chatbots, or in-person meetings. If the budget is available, the company can develop a specialized application in which employees can record their achievements, and organizers can effectively track their progress. This will increase the level of engagement and accountability of participants, as well as improve overall team performance.
After completing the program, it is important to collect feedback from both the mentor and the mentee. This will allow you to identify the strengths and weaknesses of the reverse mentoring method in your company and make any necessary improvements in future programs. Analyzing the feedback will help you better adapt the mentoring process, increase its effectiveness and participant satisfaction.
An example of an effectively organized reverse mentoring program is the case of Clifford Chance. In this program, anyone can register to find a mentor or mentee. The team responsible for the platform carefully selects pairs, taking into account the wishes of users and the individual characteristics of the participants. The resulting mentor and mentee pairs undergo a structured training program, which includes regular meetings, joint discussions, and access to a library of materials. These resources facilitate dialogue and adherence to the curriculum. Program facilitators are able to fully monitor the progress of participants and provide support in difficult situations. This approach promotes the development of skills and knowledge, strengthening corporate culture and ensuring the professional development of employees.
A reverse mentoring program is aimed at changing corporate culture, and it is important to ensure that the exchange of experiences and ideas between employees of different generations and levels continues after the program ends. To achieve this, it is necessary to maintain interaction practices that go beyond reverse mentoring. You can organize regular joint events and create a channel for communication, which will help strengthen the bonds between colleagues and continue the exchange of knowledge. This approach helps to create a cohesive working atmosphere and develop a culture of collaboration within the company.
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