What's Your Learning Style? Discover Honey & Mumford's Four Types & Use it to Master AI
Plus, find out which Marvel Superhero shares your learning style and how to find out your preferred Learning Style through our custom GPT.
Ever wondered why some people dive head-first into new experiences while others prefer to sit back, observe, and take notes?
Or why your friend needs to read the manual cover to cover, while you just want to press all the buttons and see what happens?
Welcome to the world of learning styles!
They’re our own personal preferences that help us learn best.
The Four Honey and Mumford Learning Styles Explained
Back in the 1980s, Peter Honey and Alan Mumford decided they'd had enough of watching people struggle with one-size-fits-all learning approaches. They developed a model that identifies four distinct learning styles, each as different as pizza toppings (and just as likely to cause heated debates).
1. The Activist: "Let's Just Do It!"
Who they are: Activists are the adrenaline junkies of the learning world. They're the ones who skip the instruction manual and dive straight into assembling that IKEA furniture, learning through trial, error, and the occasional Swedish curse word. These learners thrive on new experiences, challenges, and immediate involvement. They're open-minded, enthusiastic, and love a good brainstorming session. "Analysis paralysis" is their archenemy.
How they learn best: Activists learn by doing. They need to be involved, to experiment, and to get their hands dirty (metaphorically, or literally, depending on the subject!).
What doesn’t work: Long lectures, reading manuals, or sitting still for too long. If you force an activist to read instructions before assembling IKEA furniture, you’ll probably get a chair with three legs and a story to tell.
Learning to cook? The Activist isn't reading cookbooks cover-to-cover. They're in the kitchen, apron on, chopping onions, probably setting off the smoke detector at least once, and figuring it out by trial and error.
Tools & Approaches:
Role-playing and simulations: Perfect for practicing new skills.
Group discussions and debates: They love bouncing ideas off others.
Short, practical tasks: Give them something concrete to work on.
Brainstorming sessions: They're a fount of new ideas.
Projects with clear, immediate outcomes: They need to see the impact of their actions.
Marvel Match: Peter Parker / Spider-Man
Why? Peter learns by doing. He constantly throws himself into situations, learns on the job (often painfully), and thrives on action. He tests out ideas mid-battle (remember when he hacked his Stark suit on the fly?) and adapts quickly through experience.
2. The Reflector: "Let Me Think About This…"
Who they are: Reflectors are the contemplative philosophers of learning. They're the ones who sit back, observe, and ponder before jumping into action. While Activists are already three steps ahead, Reflectors are still processing step one – and that's their superpower. They're thoughtful, cautious, and excellent listeners, often seeing all sides of an argument. They like to gather data and reflect on it before drawing conclusions.
How they learn best: Reflectors learn by observing and thinking. They need time to process information, to watch others, and to consider different perspectives. Quiet contemplation is their jam.
What doesn’t work: Being rushed, put on the spot, or forced to make quick decisions. Reflectors need time to let things marinate—think slow-cooked stew, not microwave meal.
Learning a new language? The Reflector isn't just blurting out words. They're listening intently to native speakers, dissecting grammar rules, and silently practicing pronunciation in their head before attempting a conversation.
Tools & Approaches:
Observation exercises: Watching demonstrations or case studies.
Journals or diaries: For personal reflection and processing.
Time for quiet thought and analysis: Don't rush them!
Research and reading: They love delving deep into information.
Feedback and structured debriefs: To help them consolidate their learning.
Marvel Match: Doctor Strange (Stephen Strange)
Why? After his accident, Strange doesn’t rush into action—he steps back. At Kamar-Taj, he learns by observing, reading, and reflecting. His growth isn’t driven by instinct or experimentation, but by deep contemplation and understanding. Even in battle, he relies on strategy and foresight, not brute force. Classic Reflector: watch first, act wisely.
3. The Theorist: "But Why Does It Work That Way?"
Who they are: The Theorist is the architect of the learning world. They're obsessed with understanding the underlying principles, models, and frameworks. They love logic, reason, and seeing how everything fits into a coherent system. They're objective, analytical, and crave intellectual rigor. "Just because" isn't an answer they'll accept.
How they learn best: Theorists learn by conceptualising and understanding. They need to grasp the 'why' behind everything. They excel at building models, theories, and logical connections.
What doesn’t work: Ambiguity, lack of structure, or “just wing it” approaches. If you ask a theorist to improvise, expect a PowerPoint presentation instead.
Learning how to code? The Theorist isn't just copying and pasting code snippets. They're digging into the algorithms, understanding data structures, and grasping the computational logic behind every line.
Tools & Approaches:
Models, theories, and frameworks: They need to see the big picture.
Case studies with clear analytical components: To apply their understanding.
Debates and discussions focused on principles: They love a good intellectual sparring session.
Structured problem-solving exercises: Where they can apply logical thinking.
Opportunities to challenge assumptions and identify flaws: They're great at critical analysis.
Marvel Match: Tony Stark / Iron Man
Why? Tony is a theorist to his core—he builds suit upgrades based on data, tinkers with new models constantly, and even makes major decisions based on theoretical projections (hello, Time GPS in Endgame). He draws conclusions from patterns and data, then builds.
4. The Pragmatist: "How Can I Use This Right Now?"
Who they are: The Pragmatist is all about utility. If it can't be immediately applied to a real-world problem, they're likely to tune out. They're practical, down-to-earth, and always looking for the "so what?" They're impatient with waffle and love a good quick win.
How they learn best: Pragmatists learn by applying and testing. They need to see the immediate relevance of what they're learning and how it can solve a problem or improve a situation.
What doesn’t work: Theoretical discussions without clear application. If there’s no “so what?” at the end, they’ll tune out.
Learning about product management? The Pragmatist isn't interested in the historical evolution of methodologies. They want to know: "What experiment can I run right now to validate an assumption?"
Tools & Approaches:
Practical exercises with clear applications: Hands-on is key.
Problem-solving scenarios: Where they can apply what they've learned.
Real-world case studies with actionable solutions: They need to see it in action.
Opportunities to implement new ideas immediately: They crave quick wins.
Focus on skills rather than just knowledge: They want to do something.
Marvel Match: Shuri (Black Panther’s sister)
Why? Shuri is hands-on but logical—she’s always testing new tech and improvements in real-world contexts. She’s excited by what works, challenges assumptions, and brings theory to life through innovation (remember her redesigned Black Panther suits and remote driving tech?).
How Do You Find Out Your Learning Style?
So how do you figure out which learning style camp you belong to? Honey and Mumford developed a Learning Styles Questionnaire (LSQ) that presents you with various scenarios and asks how you'd typically respond. It's like a personality test, but for your brain's learning preferences.
The questionnaire presents statements like "I like to try things out to see if they work in practice" (hello, Pragmatists) or "I pay careful attention to detail before coming to a conclusion" (Reflectors, this one's for you). Your responses reveal your dominant learning style, though most people have a mix of preferences rather than being purely one type.
You can also do some informal self-assessment by reflecting on your past learning experiences:
When did you learn something really effectively? What was the situation?
What learning experiences have frustrated you the most?
Do you prefer to jump in and learn by doing, or do you like to observe first?
Are you more interested in practical applications or theoretical understanding?
You can find versions of the Learning Style Questionnaire online, or use the “What’s my Learning Style?” GPT.
Remember, most people aren't 100% one style. You'll likely have a dominant style, but you'll also dabble in others depending on the situation and what you're learning. The goal isn't to box yourself in, but to understand your natural tendencies.
Learning Best: Leveraging Your Inner Genius
Once you've got a handle on your style, you're ready to unlock its full potential:
For Activists:
Try: Workshops, simulations, group projects, hackathons, and field trips
Tools: Interactive apps, games, hands-on kits, collaborative platforms (think Miro, Trello)
Pro tip: Schedule regular debriefs to reflect on what you’ve learned—yes, even if it’s not your favorite part.
For Reflectors:
Try: Journaling, observation, case study analysis, peer review
Tools: Mind-mapping apps, reflective journals, video recordings for review
Pro tip: Build in “think time” before meetings or decisions—your best ideas often come after you’ve slept on it45.
For Theorists:
Try: Reading research papers, building models, attending lectures, structured debates
Tools: Concept-mapping software, academic databases, e-learning modules
Pro tip: Don’t get stuck in analysis paralysis—sometimes, you need to test your theories in the real world45.
For Pragmatists:
Try: Pilot projects, real-world problem-solving, job shadowing, internships
Tools: Task management apps, simulation software, case study repositories
Pro tip: Keep a “lessons learned” log to track what works (and what doesn’t) so you can iterate quickly
Learning Gen AI: Examples for Each Style
A few people have asked me recently how they can learn how to use Gen AI or even how to build with AI.
1. The Activist
When approaching Generative AI, the Activist bypasses manuals and theory. Their primary mode of learning is immediate engagement and hands-on experimentation.
How they'd learn to use Gen AI:
Direct Prompting and Iteration: They would open a Gen AI tool like ChatGPT, Gemini, or an image generator, and immediately start typing prompts to see what happens. For instance, they might try: "Generate a short story about a platypus detective," then quickly follow with "Make the platypus a grumpy detective who hates Mondays," observing how each modification changes the output. They'd learn by trial and error, seeing immediate results.
Rapid Use Cases: They would identify a current task at hand and attempt to use Gen AI for it straight away. If they needed to write a social media post for their local sports club, they'd ask the AI to draft it, then post it, and see the engagement. They're not worried about perfection in the first attempt; getting something out there is the priority.
Exploring Features Blindly: They'd click every button, explore every menu option in a Gen AI interface without first seeking guidance. They might discover functionalities by accident and learn through active interaction rather than pre-planned exploration.
Example: An Activist, who is a marketing assistant, hears about a new Gen AI image tool. Instead of reading tutorials, they would immediately open it and try to generate a series of images for an upcoming campaign, perhaps for a new flavour of Tim Tams. They'd play with different styles, colours, and objects, learning by directly seeing what the AI can create and how it responds to various commands, quickly discarding what doesn't work and moving to the next idea.
2. The Reflector
The Reflector takes a considered approach to learning Gen AI. They prefer to gather information, observe how others use it, and reflect on the implications before actively engaging themselves.
How they'd learn to use Gen AI:
Observing Experienced Users: They would watch live demonstrations, attend webinars, or simply observe colleagues who are proficient in using Gen AI tools. They would pay close attention to prompt structures, the nuances of input, and the resulting output quality.
Reading Best Practice Guides: They would spend time reading articles, research papers, and comprehensive guides on prompt engineering, ethical AI usage, and the capabilities and limitations of various Gen AI models. They want to build a thorough understanding before they experiment.
Reflective Journaling/Analysis: After observing or reading, they might write down their thoughts on how Gen AI works, potential biases, or the broader societal impact. They would silently analyse example outputs, considering why a certain prompt yielded a specific result.
Seeking Detailed Debriefs: If a team used Gen AI for a project, a Reflector would be keen to participate in a thorough debriefing, asking questions like: "What were the challenges in crafting those prompts?" or "What did we learn about the AI's tendencies?"
Example: A Reflector, who is a data analyst, is introduced to Gen AI for summarising large datasets. Before typing a single query, they would read several detailed case studies on how similar analysts have successfully used Gen AI, review documentation on the specific AI model's training data and potential biases, and perhaps even watch a recorded online course on advanced prompt engineering techniques. They would formulate their strategy for using the AI carefully, considering multiple approaches before testing the first prompt.
3. The Theorist
The Theorist is driven by a need to understand the underlying principles and frameworks of Generative AI. They want to comprehend the "why" and "how" at a conceptual level.
How they'd learn to use Gen AI:
Studying AI Models and Architectures: They would research how Large Language Models (LLMs) are built, what "transformer networks" are, and the mathematical or statistical foundations of text and image generation. They'd be interested in concepts like tokenisation, attention mechanisms, and neural network layers.
Deconstructing Prompts into Rules: They would view prompt engineering as a system of logical rules and variables. They might try to create a mental model or a flowchart of how different prompt elements (e.g., role, task, format, constraints) logically influence the AI's output.
Comparative Analysis: They would compare different Gen AI models (e.g., GPT-4 versus Claude 3) at a technical level, seeking to understand their architectural differences, training data, and the theoretical implications of these differences on their capabilities and limitations.
Engaging in Deep Discussions: They would actively seek out discussions or forums where they could debate the theoretical boundaries of AI, the nature of "intelligence" in machines, or the philosophical questions surrounding synthetic content generation.
Example: A Theorist, working as a software developer, is tasked with integrating Gen AI into a new application. They wouldn't just use the API; they would spend time reading the academic papers that introduced the underlying AI architecture, understanding concepts like latent space in image generation or the intricacies of reinforcement learning from human feedback (RLHF). They'd want to grasp the core algorithms so they could logically predict and troubleshoot the AI's behaviour, even before writing their first line of integration code.
4. The Pragmatist
The Pragmatist is focused squarely on the practical utility and immediate application of Generative AI. They need to see how it can solve a tangible problem or improve efficiency directly.
How they'd learn to use Gen AI:
Task-Specific Learning: They would seek out specific, actionable guides or tutorials that show them how to use Gen AI for a very particular task, such as: "How to use AI to write faster emails," "AI tools for summarising meeting notes," or "Generating product descriptions with AI."
Focus on Features for Efficiency: They would quickly identify and master the AI features that offer the most immediate time-saving or quality-improving benefits for their daily work. They might use a custom instruction feature to ensure the AI always adopts their desired tone for client communications.
Benchmarking and Measuring Impact: They would use Gen AI for a task, then compare the output (e.g., quality, time taken) to their traditional methods. If it saves them time or improves results, they'll adopt it. If not, they'll move on.
"Show Me" Demonstrations: They respond well to short, sharp demonstrations that clearly illustrate how a Gen AI tool can be applied to a real-world scenario they recognise. They don't need the theory, just the practical outcome.
Example: A Pragmatist, who is a busy real estate agent, needs to write compelling property descriptions. They learn about Gen AI and immediately try it out to generate descriptions for their current listings. Their focus is on prompts that yield ready-to-use text, like "Write a compelling, positive property description for a 3-bedroom house in Manly, highlighting its proximity to the beach and local cafes." If the first few attempts save them significant time and produce good results that resonate with potential buyers, they'll integrate it into their daily workflow, perhaps even creating a library of their most effective prompts. They won't spend time on the AI's inner workings, only on its practical benefit.
If you haven’t already, find your preferred learning style with What’s my Learning Style?” and design your learning around you.
What is Common Among the Four Learning Styles?
Despite their individual preferences, all four Honey and Mumford learning styles are united by a few core principles related to how humans learn and process information:
They are Part of a Cycle: This is perhaps the most fundamental commonality. Honey and Mumford's model is explicitly built on David Kolb's experiential learning cycle. All four styles represent a preference for a particular stage within this continuous cycle:
Activist: Having an experience (Concrete Experience)
Reflector: Reviewing the experience (Reflective Observation)
Theorist: Concluding from the experience (Abstract Conceptualisation)
Pragmatist: Planning the next steps / Trying out new ideas (Active Experimentation) So, while they might start at different points or have a favourite "home base," they are all part of the same continuous loop of learning from experience.
Focus on Experiential Learning: At their heart, these styles emphasise that learning is an active process derived from experience. Whether its direct doing (Activist), observing others' experiences (Reflector), conceptualizing from past experiences (Theorist), or applying learned concepts to new experiences (Pragmatist), experience is the central pillar.
No Single "Best" Style: Honey and Mumford stress that no one style is inherently superior. Each has its strengths and weaknesses, and its effectiveness depends on the specific learning context, the subject matter, and even the individual's current stage of development. The ideal learner is often someone who can leverage all four styles as needed.
Flexibility is Key: While individuals may have a dominant preference, the model implicitly encourages style flexibility. To be a well-rounded and highly effective learner, one should be able to adapt their approach and engage with all stages of the learning cycle, even those that don't come naturally. This leads to deeper understanding and more robust skill development.
Self-Awareness as a Foundation: The very purpose of identifying your learning style (e.g., through the questionnaire) is to foster self-awareness. Knowing your preferences helps you optimize your learning environment and strategies, and also identify areas where you might need to stretch yourself.
Action-Oriented (Eventually): Even the most contemplative styles (Reflector, Theorist) eventually lead to some form of action or application. The Reflector observes to inform future actions, the Theorist conceptualises to create a framework for understanding and predicting, and the Pragmatist directly applies. The cycle ultimately funnels back to "doing."
What is Different Among the Four Learning Styles?
The differences lie primarily in their preferred entry point into the learning cycle, their dominant processing mode, their comfort zones, and their motivators:
Starting Point / Entry into the Learning Cycle:
Activist: Jumps straight into having an experience. They want to learn by doing immediately.
Reflector: Prefers to review the experience, observing and considering before acting.
Theorist: Focuses on concluding from the experience, seeking underlying principles and logic.
Pragmatist: Is keen on planning the next steps and trying out ideas in practice.
Primary Learning Mechanism / Processing Mode:
Activist: Learns through direct involvement, experimentation, and trial-and-error.
Reflector: Learns through observation, contemplation, and detached analysis of information.
Theorist: Learns through logical reasoning, conceptualisation, and integrating information into frameworks.
Pragmatist: Learns through application, testing ideas in real-world scenarios, and problem-solving.
Comfort Zones and Preferred Learning Environments:
Activists: Thrive in dynamic, hands-on, group-oriented settings; dislike passive learning.
Reflectors: Prefer quiet environments for observation and thought; uncomfortable with being rushed or leading.
Theorists: Enjoy structured, logical environments with clear objectives; dislike ambiguity or emotional approaches.
Pragmatists: Seek practical, relevant learning with immediate applicability; impatient with abstract theory or lengthy discussions.
Motivation and "What Makes it Click":
Activists: Motivated by challenge, excitement, and novelty; "Let's give it a go!"
Reflectors: Motivated by thoroughness, understanding multiple perspectives, and making well-considered judgments; "Let me think about this from all angles."
Theorists: Motivated by intellectual rigor, logical consistency, and understanding "why"; "But what's the underlying principle?"
Pragmatists: Motivated by practical utility, solving real problems, and seeing immediate results; "How can I use this right now?"
Strengths and Potential Weaknesses (as single-minded preferences):
Activist: Strong at generating ideas and initiating, but can be impulsive or superficial.
Reflector: Strong at detailed analysis and considering alternatives, but can be indecisive or too cautious.
Theorist: Strong at logical reasoning and systematic thinking, but can be rigid or dismissive of intuition/emotion.
Pragmatist: Strong at problem-solving and getting things done, but can be impatient with theory or overlook the bigger picture.
While all four styles are gears in the same learning machine, they operate differently, prioritise different aspects of the process, and feel most at home in distinct phases of learning. The Honey and Mumford model lies in highlighting these differences to empower individuals and educators to create more tailored and effective learning experiences.
Find your preferred learning style with What’s my Learning Style?”.
Frequently Asked Questions About Learning Styles
What Are Learning Styles?
Learning styles are individual preferences for how people process, understand, and retain information. The Honey and Mumford model identifies four main styles: Activist, Reflector, Theorist, and Pragmatist .
How Do I Know My Learning Style?
You can discover your learning style by taking the Honey and Mumford Learning Styles Questionnaire, which presents scenarios and asks about your preferred responses. Most people have a combination of styles rather than just one.
Can Learning Styles Change Over Time?
Yes, learning styles can evolve as you gain experience and develop new skills 2. While you may have natural preferences, effective learners often develop abilities across multiple styles.
Do Learning Styles Really Matter?
Research shows that understanding your learning preferences can improve motivation and engagement, though the most effective approach is often using multiple learning methods. The key is matching learning strategies to both your style and the task requirements.
How Can I Use Learning Styles in the Workplace?
Understanding team members' learning styles can improve training effectiveness, communication, and project outcomes. Managers can design development programs that accommodate different learning preferences.
Understanding your Honey and Mumford learning style isn’t about putting yourself in a box—it’s about unlocking your unique approach to learning and growth.
If you haven’t already, find your preferred learning style with What’s my Learning Style?” and design your learning around you.
The Unconscious Competence Learning Model: From Clueless to Cruise Control
Now, here's where things get really interesting. Ever noticed how learning something new can feel like your brain is doing Olympic-level gymnastics, but then suddenly it becomes as natural as breathing? Welcome to the four stages of competence, a model that explains this mysterious journey from "I have no idea what I'm doing" to "I could do this in my sleep."
Stage 1: Unconscious Incompetence (Blissful Ignorance)
This is the "I don't know what I don't know" stage. You're happily unaware that you lack a particular skill. Like me before I tried to use chopsticks in front of my Japanese colleagues – I had no idea I was about to embark on a humbling journey of food-dropping and dignity-losing.
Stage 2: Conscious Incompetence (The Rude Awakening)
Reality hits. You now know that you don't know, and it's uncomfortable. This is when you realize you can't actually drive a manual car despite claiming you could, or when you discover that your "advanced" Excel skills are actually quite basic when you start a new job.
Stage 3: Conscious Competence (The Hard Work Phase)
You can do it, but it requires concentration and effort. Every action is deliberate and thoughtful. Think of when you first learned to drive – you could do it, but you had to think about every gear change, mirror check, and turn signal.
Stage 4: Unconscious Competence (The Sweet Spot)
The skill becomes second nature. You can do it without thinking, often while doing something else entirely. Like typing while having a conversation, or that experienced chef who can prepare a complex meal while chatting with dinner guests.
Understanding this model is crucial because it helps normalize the discomfort of learning. That frustrating stage where you feel clumsy and incompetent? It's not a bug in your learning system – it's a feature. It's supposed to feel challenging.
If you haven’t already, find your preferred learning style with What’s my Learning Style?” and design your learning around you.
The Learning Dip: When Progress Feels Like a Roller Coaster
Here's something nobody tells you about learning: it's not a smooth upward curve. Instead, it looks more like a roller coaster designed by someone with a twisted sense of humor. This is the learning dip – that frustrating period where you feel like you're getting worse despite putting in effort.
Picture this: You start learning guitar. Initially, you make rapid progress – you can play a few chords, maybe even a simple song. You're feeling pretty good about yourself. Then suddenly, progress stalls. You attempt more complex songs and sound terrible. Your fingers feel clumsy again. You start wondering if you have some rare guitar-playing disability.
This is the learning dip in action, and it happens in virtually every skill acquisition journey. Your brain is actually reorganizing itself to handle more complex information, but from your perspective, it feels like you're moving backward.
The learning dip occurs because:
You're attempting more challenging aspects of the skill
Your brain is consolidating different pieces of information
You're becoming more aware of your mistakes (moving from unconscious incompetence to conscious incompetence)
Old habits are being replaced by new, better ones
The key to surviving the learning dip? Expect it, embrace it, and push through it. This is where your learning style knowledge becomes crucial – if you're a Reflector, you might need extra time to process and consolidate. If you're an Activist, you might benefit from mixing up your practice routine to maintain engagement.
Putting It All Together: Your Personal Learning Strategy
Understanding your learning style isn't about putting yourself in a box – it's about giving yourself the tools to learn more effectively. If you haven't taken the assessment yet, try What's my Learning Style? to discover your preferences. Here's how to create your personal learning strategy:
For Activists: Seek out interactive experiences, join study groups, and don't be afraid to learn by making mistakes. Embrace the messiness of trial and error.
For Reflectors: Give yourself time to process information. Keep a learning journal, seek out observation opportunities, and don't rush into application until you feel ready.
For Theorists: Start with the big picture and underlying principles. Seek out structured learning resources and don't skip the foundational concepts in favor of quick tips.
For Pragmatists: Focus on learning that has immediate relevance to your goals. Seek out practical examples and opportunities to test new knowledge quickly.
Remember, most people have a dominant style but can benefit from incorporating elements of other approaches. The most effective learners are style-flexible – they can adapt their approach based on what they're learning and the situation they're in.
Understanding learning styles, the competence model, and the learning dip isn't just academic knowledge – it's practical wisdom that can transform how you approach skill development. When you know that feeling incompetent is part of the process, that different people learn differently, and that apparent setbacks are often signs of deeper learning, you become more resilient and effective as a learner.
Ready to discover your own learning style? Use What's my Learning Style? to identify your preferences and start designing your learning around what works best for you.
So the next time you're struggling to pick up a new skill, remember: your brain isn't broken, you're not too old to learn, and that frustrating dip in performance might just be your mind preparing for the next breakthrough. Embrace your learning style, expect the challenges, and remember that every expert was once a beginner who refused to give up.
After all, the most important skill you can develop is learning how to learn. Everything else is just practice.
If you haven’t already, find your preferred learning style with What’s my Learning Style?” and design your learning around you.
I’m Irene Liakos. A product management and learning enthusiast with over 2 decades of experience growing product profitably across Telco, Banking, Fintech, AI, Data, Travel, Ecommerce and more. I teach, coach and advise product managers and business leaders. Reach out to me if your products aren’t delivering the value you need for your business to grow. You can contact me at irene@phronesisadvisory.com
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