- 41 minutes ago
Krystal Hardy Allen’s interactive session will explore practical leadership strategies from What Goes Unspoken that help leaders create healthier workplace cultures while navigating change with confidence and clarity. Attendees will learn how to strengthen trust, retain top talent, lead difficult conversations with courage, and build organizations where both people and performance can flourish. Through real-world examples and actionable tools, participants will leave with practical strategies they can apply immediately in their own organizations.
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00:07good morning everybody how are you good energy I love this yes I'm so excited for this talk my
00:19name is Alexis Bennett Parker I am the shopping director at Essence and I'm so excited because
00:25this is one of my favorite topics leadership so we're going to talk about all the things not just
00:30the title but what it really means to be a leader I'm so excited to be here with Crystal I'll
00:36let you
00:36introduce yourself as well and please tell us about your book absolutely first of all thank y'all
00:42for coming and supporting and thank you for being the moderator of this conversation I'm excited to
00:47be in conversation with you and I am Crystal Hardy Allen as I was sharing a few moments ago in
00:53the
00:53back I'm a former educator turned social entrepreneur so I am the founder and CEO of a
00:58management consulting firm I'm also an author and a public speaker and I'm really excited to be here
01:05today to talk about leadership management faith authenticity and all the things that help us
01:11become who the good lord has called us to be love that yeah so let's get into it what are
01:17some of the
01:18internal traits that leaders really need to focus on I think a lot of times we think about the title
01:24and the visibility yeah so what does it take within to be a strong great leader yeah um for me
01:31one of
01:32the things I think about is the importance of committing to doing your own inner work right I think that
01:38we
01:39often focus like you said on the outside and the title but the things that happen within us if we
01:45are not
01:46healed from those things if we don't have a healthy sense of um self-awareness right emotional regulation
01:53um understanding of how to build healthy relationships as well as an understanding of what we need in terms
02:01of self-care and balance we won't lead well because we're not leading ourselves first well so one of the
02:07things I think is you know internal work I think a second component that's really important for leadership
02:12is humility right I think often leaders are caught up in the the ego of what it means to be
02:19a leader
02:20as opposed to saying being a leader is actually about being a good servant right and really thinking
02:25about what do those that I lead I manage my direct reports um who are they and what do they
02:31need and
02:32then also thinking about the legacy the impression the perspective you want to leave with them so that
02:38five ten years from now they are a better human being and leader because you were that example and
02:44role model of what was possible and what good leadership should look like right um so those are
02:49just two things I'll say you know again internal work um humility actually I'm going to add a third
02:54I actually think operational excellence right so not perfection but you have to be committed to your
03:02craft we don't know everything so we have to continue to be continuous learners but I do think
03:07there's something to be said about being committed to refining your craft right whatever gift and
03:12talent um God has put on the inside of us is one thing to have the gift and talent and
03:17to know that
03:18it'll open room I mean open and make room and ways for you is another thing to say when I'm
03:23in the room
03:24do I have the ability to stay in the room and to make the impact that God has called me
03:29to make
03:30in the room that's different than cosmetically getting a seat at the table I love that because I think
03:36oftentimes we get distracted and we think that the work stops after school after you graduate but
03:42it's a continuous learning that you have to absolutely continue to sharpen your craft absolutely
03:47you mentioned being a servant even to your direct reports and I'm gonna ask the questions that I'm
03:55genuinely curious about because as a leader sometimes I feel like I want to serve my direct reports but
04:02sometimes I struggle with delegation so how do you balance like serving and showing them at the
04:09same time that you're a team player and you're willing to also get your hands dirty and do the work
04:15and
04:15at the same time how do you motivate them to do the work without micromanaging so that's a really good
04:23question and it's definitely something that I have struggled with in my past I'm an overachiever so I like to
04:28get it done focus be in my you know zone but I recognize two different things I think one thing
04:34was spiritual for me and it was God helping me to understand that I can't expand your territory if
04:40you're not willing to surrender to the help that I sing you you know and so part of it was
04:47recognizing
04:47you have help and if people don't know how to do something yet I have to slow down to build
04:52a capacity
04:53and to teach right and once you go slow to go fast and build a capacity then people are ready
04:59right
04:59they're ready to to you know take the plan and run the play so I think that was one thing
05:05and I think
05:06in the technical realm I recognize that the quality of my work is jeopardized when I don't delegate
05:12because at work I become a bottleneck right and so in order for us to be a successful business
05:18not just in revenue right like seven figures beyond all that stuff can happen and yet behind
05:23the scenes if your infrastructure is not right it is a telltale sign that you might not have longevity
05:29or sustainability in business right and so I recognize that delegation was a method of sustainability
05:36that if I want to be in this for the long haul I have to be willing to grow a
05:40team and to support
05:41them well in the words of Dr. Maya Angelou rest in peace people may forget what you say people may
05:48forget what you do but people will never ever forget the way you've made them feel I love that
05:55the next question I wanted to ask why is it so hard for leaders sometimes to take their values and
06:02bring
06:02them into the workplace and and put them to work yeah to action yeah that's a good question I think
06:09one there is the need to reconcile the fact that your values can also not be in conflict with an
06:19organization's values that you actually should seek places of employment that align to your values to
06:24begin with otherwise you'll find yourself in a situation where you may very well be selling your soul
06:29right to make professional success happen and so I think what we want to look for is alignment
06:34and congruence in what ways do who I am and what I need and what I stand for align with
06:42who I work for
06:43right what this organization stands for and the impact or change that you know is doing in the world
06:48I think the second thing is judgment right sometimes society will put an emphasis on a certain value
06:57um and and say that it's not right or it's taboo and you have to stand in the confidence to
07:02say no
07:03this is who I am and I'm willing to actually be a little different right I think faith is one
07:07of those
07:08things for me that in business you're often socialized to believe that you shouldn't talk
07:12about business and faith right and for me it's a completely opposite because God is the reason why my
07:18business is successful and so instead of saying I'm not ever going to talk about it and it's going to
07:24tank my business I say actually this is who I am and I'm going to leave from a place of
07:28faith and
07:28show the world what is possible that I can be a boss and I can love God at the same
07:32time I love that
07:34yeah and um I know I feel like that's why I enjoy working at Essence so much I was just
07:39telling you
07:39behind the stage yesterday before we started festival right we said a prayer together and I've
07:45never done that at any company I've ever worked for so it's amazing to be able to work at a
07:50company
07:50that also shares the same values that you share yeah absolutely I want to talk a little bit about
07:56getting like motivating your employees to stay at a company what makes retention what as a leader
08:02what makes what makes employees stay and what makes them leave oh that's a really great question um
08:08and I'll ask folks in the audience have y'all ever seen um good talent leave an organization because
08:14they weren't treated well right right and so part of it is that we actually have to not focus solely
08:22on what people can do for us but how to treat people better at work right when people are treated
08:27well they're more productive when you are in a toxic work environment you don't want to stay
08:33um we actually spend more time with people we work with than the folks that we live with at home
08:39right ask my husband and so the reality is that we have to think about how do we create an
08:46environment
08:46that is supportive that holds folks accountable but it's a place that people feel good to come to
08:51and you need to like the people you work with not be the best friend but like there's a factor
08:57of trust
08:58that's important right I think that's the second piece when there's a lack of trust people also tend to
09:04exit right imagine being granted a role and not being trusted to do the thing that they hired you
09:10to do people will leave for that reason because they don't have to um you know object themselves to
09:17that type of pressure unnecessarily and I think a third thing that I think about often um are the
09:23material resources and benefits and I think that's a very real economic conversation we have to have
09:28I am a former educator and education is a noble profession and yet it is not paid well
09:36and so we expect the people who are training up the next generation to live at a level in salary
09:44that barely meets the living wage right and so in the end of the day we have to figure out
09:50a way to
09:51close pay gaps we have to give people good benefits retirement all those things we can't create
09:57organizations where the CEO is thriving and people that work for the organization are struggling
10:04and trying to figure out how to make a paycheck to paycheck yeah I love that um also I was
10:10thinking
10:10about just I think there's a lot of misconceptions on really what it means to be a leader yes so
10:18what
10:18are some of the things that you see people get wrong when you're consulting with them and
10:24and yes I would love to just hear that's a real good one that's a real good one help them
10:28yeah yeah
10:29yeah um so one thing that I think is a common misconception in leadership y'all is uh vision
10:37setting meaning some leaders have a vision in their head that they have never articulated clearly to
10:42those that should be following and working within the organization and so we have to think how to what
10:48extent do people understand where we're going five years from now three years from now ten years from
10:52now because people need to understand is this a vision I'm on board with right I think the second
10:57thing is the ability to manage people really well right and so performance management is really
11:03important um and what I tend to find is that people assume just because you are an amazing individual
11:10contributor that you're going to be a great manager of people those are two different skill sets just
11:16because I can raise money exceptionally well doesn't mean I'm now ready to manage a team of ten
11:21fundraisers and so we we mistakenly promote people into leadership because of their potential but not
11:29because of their readiness and so we have to really say what does professional growth planning look like
11:34to get people ready right to lead folks well um and the third thing that I'll say um that often
11:43is a
11:43misconception in leadership is the ability to manage projects and programs really well we tend to think
11:50well the person who's the project manager on the team should have the most technical skill and really
11:55you yourself have to also have proper oversight right you have to progress you have to inspect what you
12:02expect right and when you don't manage projects well people well programs well um you are a hypocritical
12:11leader because you're asking people to do things right that you yourself are not modeling and it's really hard to
12:19follow folks who don't practice what they preach and so that is really important right and our
12:25consulting firm really takes the time to coach leaders to train leaders who are in the seat but
12:32also those who are getting ready to uh to be in the seat I'll say this last um and this
12:36is just a you
12:37know a faith perspective leading people is an act of stewardship and I actually think that we have to think
12:44from a spiritual standpoint that God is allowing you to lead other people because he trusts that you have
12:51what it takes to lead them well and so what we want to do is not fumble the ball right
12:58because just as we're
13:00giving blessings they can also be taken away yeah that was beautiful um I wanted to I feel like I
13:09know you work
13:10with a lot of leaders so I'm curious to know some of the top leaders that you've worked with what
13:15do
13:15they all kind of have in common is there any like common threads that you see like oh this person
13:21is
13:21a great leader because they do this and you kind of connect the dots yeah I would definitely say um
13:27one
13:28of the things that comes across across companies and we work with you know the NFL um Apple Google lots
13:37of
13:37different organizations school systems churches you name it I don't care where we work five things
13:41that come to mind one they build trust really good leaders build trust and I want to say this y
13:47'all
13:47trust is not just making people feel good like the butterflies it's the ability as a leader when
13:53you're wrong to actually apologize right not deflect not gaslight not minimize what other people have
14:01to say but actually apologize um and admit your error and be able to reconcile it and I think some
14:08of the top leaders know how to do that well right I think a second piece is that those top
14:13leaders are
14:13very self-aware right um it is very important to know who you are and to know your limitations and
14:21so
14:21those leaders don't over commit in other words they don't over promise and under deliver when you're not
14:27self-aware you say yes to everything and then you drop a lot of balls right and that could come
14:32from
14:32a spirit of people pleasing it could come from a lot of different things but self-aware leaders those
14:37great leaders they understand that for instance every time I'm free I'm not available and I want us to sit
14:44with that every time you're free you're not available right and what that literally means is that
14:50you have to understand the mental capacity you have the emotional the physical right so we don't burn
14:58ourselves out for the mission that we've been called to fulfill right um the third thing I would say
15:03is that really good leaders are not conflict averse they lean into conflict as an opportunity that
15:10don't mean conflict like we're fighting you know but but they are they understand that difficult
15:15conversations have to happen and you can have a difficult conversation hold someone accountable in
15:20the spirit of love it doesn't have to be insulting it doesn't have to be demeaning but good leaders
15:25are not passive aggressive really good leaders are direct right because they understand that if I
15:32don't address this I'm actually contributing to the problem every time I see something that I don't
15:37address it I can't complain about it because I'm not willing to fix it so those are just some some
15:42ingredients I think about do you think that people are born leaders or can you learn how to be
15:50a good leader that's a good leader that's a great question I actually think it's both y'all I think
15:55um that people are innately born with certain characteristics right and I also think that
16:02leadership can be taught in you know the capacity built around it so for example I am in my 40s
16:09I won't
16:09tell y'all which number in my 40s but I have been a boss not by title but by leadership
16:18my entire life
16:19whether it's kindergarten and I want to be first in line or whether it is me having a little brother
16:25and trying to tell him what to do God bless his heart because he had to put up with me
16:29for a lot
16:29of years of doing that um I have always been willing to take initiative right I'm also from
16:35one of the most historic um small towns in America in the civil rights movement Selma Alabama
16:42right and so I would like to believe that the people of Selma and how they stood up for what
16:49they believed in rubbed off also on me right that when I'm in environments where something's not right
16:55I actually say that's not right right so I think in in ways it can be born you know you
17:01can be born
17:02with it but I also think it can be cultivated and in my own example I learned a lot of
17:08things about
17:08what good leadership was and was not I'll give you a short quick example I used to think that every
17:14time something was not right I needed to say something and so God helped me understand I need
17:20you to read the room because sometimes the best thing you can do in this situation is step back
17:26and not say anything at all because I'm gonna fight your battle right and so I learned that not
17:33everything I feel has to be said and I learned over time to be slower to speak and quicker to
17:41listen
17:42right which is bible and so that's taught right wasn't born with it I was born with
17:49talks too much I got unsatisfactory in conduct y'all every year of elementary school at Shiloh
17:55elementary in Sardis Alabama um I wanted to go back because you mentioned a great great leader
18:03is not passive aggressive they're direct yes and so I wonder if you have any advice for us on how
18:10to
18:11have those difficult conversations as a leader without fear yeah so um one thing I think that we
18:17should do is check the context in other words the time and place we can't ambush y'all people with
18:24difficult conversations if I am on my way to my car to go home I'm emotionally drained probably from
18:32the day like I just want to get in my car and you coming up to me saying hey can
18:36I talk to you can I
18:37give you feedback on the meeting you won't get Jesus you know you might get like girl stop can we
18:43talk on Thursday and if you keep going you won't get the Holy Spirit either you know and so I
18:49think
18:49that we have to consider context right because in other words we have to say is this a
18:54conversation that should happen in person is it a phone call um for some of us we need to have
19:00a
19:01mediator like you might not need to talk to that person one-on-one you might need to have a
19:05third
19:05person present right so we have to think am I in the right headspace am I emotional in this moment
19:10because when we are emotional we speak from our emotions and sometimes then we regret what we've said
19:16right um and I think secondly we have to be able to isolate the action without assassinating someone's
19:24character so I can say that in the meeting you cut me off three times and every time you do
19:30it makes
19:30me feel like what I have to say is unimportant I can say that instead of saying well let's talk
19:35because
19:35I just think you're rude you know what that is gonna get defense and people are gonna be more geared
19:43towards a clap back then they are listening to the fact that the issue is that you interject when
19:50people speak you can't hear that when you've been called rude right so how you enter the conversations
19:57matter to keep the main thing the main thing and then focus on the solution that can address whatever
20:02you're discussing at that moment yeah and I wonder if there's anything that's a little bit different if
20:09you're working in like a remote role so if you're a leader and your team is in different states yeah
20:15how do you lead yeah and from a distance yeah that's so good how many of y'all work remote
20:22raise your hand
20:23remote work got it got it so y'all definitely know um I think number one we have to set
20:30clear
20:30expectations of what we want remote work culture to be and we have to also understand that COVID happened to
20:38us
20:38and a lot of organizations weren't prepared right so we have to understand that whatever you want we
20:44have to be explicit because this is where passive aggressive leadership comes in right we are giving
20:50people feedback about things we never first set an expectation to so if I never explicitly told you
20:57something how can you give me feedback about me doing it incorrectly when you never set the standard
21:03right and so that can be as simple as is the camera on or off are we on mute are
21:09we not are you talking
21:11and contributing are you not are we putting stuff in the chat are we not but also um how do
21:16we use one
21:17another's time right we can't just add meetings to the calendar um for someone without asking them is this a
21:22good
21:23time to meet right and so I just think we have to set clear expectations um because a toxic work
21:30environment
21:31is not just in the physical realm you can work for a remote company and it still be a toxic
21:37work
21:38environment so it's not just about the physical interactions people can have microaggressions
21:43even in a virtual context yeah um and then also I feel like it's sometimes hard to get your team
21:53members
21:53to be motivated like obviously people want more money that helps right but what are some other
22:01ways besides salary that you can inspire the team to be motivated to do certain things for the company
22:07that's a really great question um I'm gonna go back to the audience how many of y'all want more
22:12money on
22:12your job oh y'all don't some hands are not down look listen listen Linda everybody we want more money
22:19and
22:19here are the other things that we also value if we can't get money one we want the opportunity
22:25for transparency right because the thing is when someone tells you oh we have budget cuts
22:34but then you see them spending money in a whole bunch of other areas you're like
22:38right and so there may be real rationale behind where we spend money and where we don't but I think
22:44people respect transparency right like be straightforward with us because this is our
22:49livelihood you got to think some of us are buying homes based on the salaries we make right now and
22:56so if a leader knows that we're about to lay off a hundred people in two months and y'all
23:01haven't said
23:01anything and you just get an email two weeks before the layoff that's devastating that's trauma that can
23:07impact a whole household so I think leaders have to learn how to be transparent and not hide the ball
23:12and what's going on in our organizations right I think a second thing is that we have to create
23:17comfortable conditions for people to work so whether that is flex days whether that is
23:24additional PTO right some folks in this room are working around the clock and you only get four to five
23:29days off for a whole year that's too little time right and so we have to give people more time
23:34off
23:35we have to create flexible work conditions for parents right there are also people at work who
23:42are caregivers like they're really caring for elderly folks in their family and so we can't be inhumane
23:49to not understand that the real life circumstances people are dealing with impact how they show up at
23:55work right if I this is heavy but it's real you know if I'm caring for a spouse a mom
24:03whoever
24:03and they have a cancer diagnosis and I have to take them to dialysis and I have to leave work
24:09at a
24:09certain time to get there on time that impacts how I show up at work number one when work is
24:15over I'm
24:15going home because other people can play around they can do happy hour that's good but like you
24:21your life looks different right and so you want to make sure that every moment counts when you're there
24:27so you can be a present caregiver for example when you get home so we have to have you know
24:32work
24:32conditions that are tuned to the human condition last thing that I will say is that we have to get
24:37creative about packages right so there are some organizations that give gym memberships some get I'm a
24:44business owner and I give an all-expense-paid wellness retreat to our whole staff like last year we went
24:50to
24:50two years ago we went to Napa so it's not just me saying I want to go to Napa Wine
24:55Valley as a CEO
24:56no no we're taking a whole team to Napa we're going to enjoy wine together they're going to get
25:01massages like and the company is going to pay for it because y'all are good to the company right
25:06and so
25:07that for me even if I can't pay six figures for a particular position giving unforgettable experiences
25:16right to folks is something that they appreciate as well as knowing that when they have a real life
25:23circumstance and I'll give you this last example Hurricane Ida hit this region if you're from this
25:29region and during that time as a you know a CEO I decided to take money from the business and
25:38make
25:38sure that contractors on our team at that time had hotels paid for they had food paid for courtesy of
25:45us
25:46right because again what does it look like for me and my husband to be fine in a storm but
25:51the team
25:52y'all just figure it out but y'all better log on to work at eight o'clock right and
25:56so instead I said
25:57we're going to be off collectively until the power is turned on for everybody and in the interim here are
26:03gift cards to take care of food and hotel for you and your family and let me tell y'all
26:06something
26:08I have the same staff with me you know why because going back to Dr. Maya Angelou's quote people never
26:14forget the way you treat them right and when you treat people well they want to work well and they
26:21want
26:21to work longer for you or for the organization so we have to always pay attention to organizations
26:26where there's constant turnover right and it's not an excuse that this person left for this reason this
26:33person left no like why are people leaving over and over again and are we really willing to fix the
26:40reason the real reason people are leaving you know to make it a better place so it's really just
26:47humanity like being a human yes it's being inclusive it is being mindful and I'm going to go back to
26:55this
26:55y'all because there's nothing new under the sun the golden rule still applies it's 2026 but those of
27:03you who were raised to know treat people the way you want to be treated that has to still apply
27:09in the
27:09workplace today and so often people are making decisions that they wouldn't want for themselves but
27:14they're okay to do it for someone else so when we learn how to love people right and and love
27:20is
27:20not just support love is also holding people accountable right when we learn how to do both
27:26of those well we have better workplace environments I hold you accountable because I want to call you
27:32higher not call you out and I'm gonna say that again there's a difference right between calling
27:38people higher versus calling them out and when you are not when you're working from a deficit mindset
27:44you believe that accountability is an attack right when you work from an asset-based mindset and you love
27:52people then you recognize and I want to say this spiritually for folks of faith in the audience
27:56because accountability is also very spiritual it's God's way of helping us become better and we have to be
28:04open to receive the Bible talks about rebuke right but we have to be open to receive constructive
28:11criticism because you're not always right you don't do everything right every time and so if you're not
28:17able to grow God is not able to grow your territory right and so we have to really think about
28:26that y'all
28:26because those of you who are asking God expand my territory do this for me do this thing we have
28:33to
28:34understand how are we being good stewards of what he already gave us and the in the areas of growth
28:39are you
28:40diligently working on you where God told you to work on you and if you're not doing that you can't
28:47expect him
28:47to work miracles right out of your disobedience right obedience begets greatness and when we disobey we stay
28:57stuck and stagnant or we regress yeah and if there's anyone here that is feeling called to be a leader
29:06but they're not sure where to start what advice would you give to them oh I have some advice for
29:12y'all
29:12okay so this is a shameless plug number one I have a book in my hand and it's called what
29:18goes unspoken
29:19and I'm going to be signing and selling some of those in a moment and so those of you who
29:25are new to
29:25leadership or you've been in leadership for a while you can actually get this text to understand
29:30how to be mindful how to be inclusive in every aspect of what you do marketing branding HR you
29:38name it right it breaks it all down number two here's my faith tidbit right we need to pray and
29:46when I say
29:46pray I mean sometimes every opportunity that's a good opportunity is not a God opportunity and I'm
29:54going to say that again every good thing that's brought to us is not something we should say yes
29:58to we have to be discerning right and so good opportunities can be very attractive but real
30:04inner work will say yes this is exciting but am I truly ready right because when you walk through
30:11the door but you don't have the character to keep you in the room then you fumble the blessing or
30:17the
30:17open door that God has brought your way and so I think we have to really pray and say God
30:21do you want
30:22this for me what is your will not just my own in my flesh am I doing this to stunt
30:27in my flesh am I
30:30doing this for clout or am I doing this because I feel deep on the inside of me that God
30:35has called
30:35me to do this and I will say this if you are afraid of saying yes don't worry because if
30:41he call you to
30:41it he's going to give you every provision you need to do the thing that he has called you to
30:46do no
30:47matter how scary and how big it is right all you have to do is say yes and walk with
30:51him through it
30:52right last thing I would say for leaders is to surround yourself with people who lead well
30:58example is everything right and and as much as we love social media we have to be critical consumers
31:05of social media y'all not everyone with a mic on Instagram or TikTok is good counsel
31:14right and so you have to be able to say for yourself who do I want to emulate who's holistically
31:22well who's aligned to my values right and how do we watch their example because sometimes if we're
31:30not careful y'all you're gonna listen to somebody and they're gonna lead you to a place and that place
31:36sometimes can be very empty even if it's materially full right and so we want to listen to the right
31:43people to make sure that we impact the world in the way that we were called to be we're not
31:49here
31:49by accident we're not here by mistake there is nobody in this world like you like nobody was born with
31:56your story nobody was born with your lived experience right and so you have to believe that you were
32:01equipped to do incredible things in this lifetime and you were born for a moment like this step into
32:08it thank you thank you so much for pouring into us I am so honored and I feel so blessed
32:15um definitely going to take a lot of the things you said back to the office with me and do
32:21the
32:21internal work first yeah so thank you so much and I'm still doing mine too we're on a journey
32:26love thank you and let's all go get our signed copies of the book thank you thank you thank you
32:32so much thank you yes and thank y'all so much for coming give yourselves a round of applause
32:39thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:39thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:39thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:40thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:40thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:40thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:42thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:42thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:42thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:42thank you thank you thank you thank you thank you thank you thank you thank you thank you thank you
32:42thank you thank you thank you thank you thank you thank you thank you thank you
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