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Sales & Leadership TrainingTop 10 Best Leadership Development Training Services of 2026
Ranked comparison of leadership development training services for managers and HR, covering criteria and tradeoffs from AMA, Wilson Learning, Crestcom.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
Agents extract product evidence with provenance, then collect written reviews and transcribe video reviews and podcasts.
Framework: Features 40% · Ease 30% · Value 30%
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American Management Association is the best fit when leadership development must run consistently across cohorts with HR-aligned facilitation and follow-through, whereas Gallup is the better choice if you want strengths-based, research-backed assessment inputs and a repeatable measurement cadence.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
American Management Association
Cohort-based program management designed to keep leadership content consistent across sessions and sites while supporting action planning.
Best for: Fits when leadership development must be delivered consistently across cohorts with HR-aligned facilitation and follow-through.
Wilson Learning
Editor pickCohort delivery paired with structured development planning and coach-supported learning transfer cadence.
Best for: Fits when HR needs coached, repeatable leadership programs that convert assessment signals into development goals.
Crestcom International
Editor pickInternationally delivered coaching-centric program implementation that ties learning sessions to individual leadership action plans.
Best for: Fits when HR needs standardized leadership training reinforced by coaching for managers and emerging leaders.
Comparison Table
American Management Association
specialistProfessional development organization offering leadership, management, and business skills training.
Cohort-based program management designed to keep leadership content consistent across sessions and sites while supporting action planning.
American Management Association is a strong fit when leadership capability needs to be translated into measurable manager behaviors and consistent workshop experiences across multiple sites or timeframes. Program tracks typically emphasize behavioral indicators, guided practice, and follow-on action planning that ties classroom content to workplace execution. Curriculum breadth includes emerging leader and enterprise leadership academy style pathways designed for different responsibility levels.
A tradeoff appears when deeper integration into an enterprise learning ecosystem is required, because the training delivery is centered on program management and facilitation rather than a self-serve API-first platform experience. A practical usage situation is a mid-sized HR team running a leadership pipeline initiative that needs consistent competency calibration across cohorts and managers.
- +Instructor-led leadership programs with structured behavioral practice
- +Custom workshop options that align to internal leadership expectations
- +Cohort delivery formats that support consistent learning across groups
- +Facilitation geared toward manager effectiveness and behavior change
- –Less suited for teams needing deep API-based learning automation
- –Program design depends on engagement with AMA facilitators
- –Transfer measurement requires additional internal planning and instrumentation
- –Cohort schedules can limit flexibility for just-in-time training needs
HR leadership development teams
Run enterprise leadership pipeline cohorts
More consistent leadership execution
Mid-level managers
Improve team coaching and delegation
Higher quality day-to-day leadership
Show 2 more scenarios
Talent review owners
Calibrate leadership potential and plans
More aligned development decisions
Trained cohorts support competency calibration practices and development planning aligned to leadership expectations.
Frontline leadership squads
Build emerging leader capability
Stronger emerging leader readiness
Cohort programs focus on frontline leadership behaviors using practical exercises and coached application.
Best for: Fits when leadership development must be delivered consistently across cohorts with HR-aligned facilitation and follow-through.
Wilson Learning
specialistGlobal leadership and workforce development training company with blended learning solutions.
Cohort delivery paired with structured development planning and coach-supported learning transfer cadence.
Wilson Learning is built for managers and HR teams that need leadership capability model alignment from assessment through development planning. Delivery commonly includes facilitated learning, behavior-focused practice, and coach-supported transfer activities tied to individualized development goals. The operational strength is the structured program workflow that supports cohort rollouts and repeated delivery across multiple leadership levels.
A tradeoff is that the most measurable results depend on active manager coaching participation and sustained learning transfer cadence after events. Wilson Learning fits best when an HR or talent team is ready to run cohorts, manage participant assignments, and reinforce development goals between sessions. It is less ideal for organizations looking for purely self-paced learning without coaching and transfer discipline.
- +Cohort-based learning paired with development planning for behavior change
- +Facilitated manager coaching supports consistent leadership practice transfer
- +Program workflow fits repeating leadership pipeline needs across levels
- +Assessment-driven entry supports targeted development goals
- –Best outcomes require disciplined learning transfer after facilitated sessions
- –Program setup can be slower for organizations without internal program owners
- –Customization depth may demand more governance than lightweight training rollouts
HR talent development teams
Run an emerging leader cohort
Stronger leadership behaviors in role
Operations managers
Improve manager effectiveness skills
More consistent team leadership
Show 2 more scenarios
Succession planning owners
Support high-potential readiness plans
Higher readiness for next role
Use structured learning and action planning to reinforce readiness behaviors over time.
L&D program managers
Scale leadership training across sites
Faster rollout with consistent outcomes
Deliver repeatable cohorts with transfer activities that standardize the leadership approach.
Best for: Fits when HR needs coached, repeatable leadership programs that convert assessment signals into development goals.
Crestcom International
specialistFranchise-based leadership development organization delivering interactive management training.
Internationally delivered coaching-centric program implementation that ties learning sessions to individual leadership action plans.
Crestcom International works through a program structure that combines instructor-led learning with one-on-one executive and leadership coaching. Leadership sessions are typically paired with measurable behavior practice plans that guide transfer from training into daily management actions. The model supports both manager effectiveness goals and emerging leader capability building for teams that need consistent leadership expectations.
A tradeoff is that outcomes depend on the cadence of coaching and on active participation by participants and their managers. Crestcom is a strong usage situation when HR or L&D leaders need a standardized leadership program that still includes hands-on coaching reinforcement to improve leadership behaviors.
- +Coach-led delivery increases practice time between training sessions
- +Program structure supports manager development across cohorts
- +Practical behavior plans connect leadership learning to daily execution
- +Works well with HR-led leadership programs needing consistent standards
- –Requires scheduling discipline for coaching sessions to maintain momentum
- –Internal HR must own participant follow-through between sessions
- –Advanced assessment design depends on added organizational inputs
- –Not optimized for teams seeking purely self-paced leadership content
HR talent development teams
Roll out manager leadership reinforcement
Improved manager effectiveness
Regional leadership teams
Align emerging leaders on behaviors
More consistent leadership behaviors
Show 2 more scenarios
Executive coaching stakeholders
Translate leadership training into change
Faster leadership impact
Coaching interactions support behavior change across executive workstreams.
Frontline manager groups
Strengthen day-to-day people management
Better team execution
Training plus coaching helps managers apply feedback and communication practices.
Best for: Fits when HR needs standardized leadership training reinforced by coaching for managers and emerging leaders.
The Arbinger Institute
specialistTraining and consulting firm specializing in mindset change and leadership development.
Arbinger’s facilitation model centers on replacing blame-based thinking with accountability during structured interaction and manager follow-through.
The Arbinger Institute delivers leadership development and management training grounded in its conflict-resolution and accountability approach to everyday workplace behavior. Cohort-based learning is paired with structured practice and manager-facing application guidance focused on improving how leaders handle blame, defensiveness, and interpersonal breakdowns.
- +Behavior-change training centered on accountability and conflict dynamics in daily management
- +Facilitated workshops convert concepts into concrete leader actions and practice
- +Manager-focused application guidance supports faster learning transfer
- +Organization rollouts align leaders around consistent language for difficult conversations
- –Requires committed executive sponsorship to sustain application after workshops
- –Customization for distinct leadership frameworks can require additional facilitation design work
- –Less suited for organizations seeking only assessments without behavior practice
- –Program delivery depends heavily on trained facilitators rather than self-paced modules
Best for: Fits when HR and managers need behavior-focused leadership training with facilitated practice for conflict and accountability.
Dale Carnegie Training
specialistCorporate training organization offering leadership, communication, and interpersonal skills programs.
Facilitator-led behavioral drills paired with structured post-course practice to drive learning transfer back to the workplace.
Dale Carnegie Training delivers leadership development through instructor-facilitated sessions that focus on observable behavior change such as communication choices and coaching moves.
- +Instructor-led practice sequences for communication, coaching, and difficult conversations
- +Cohort delivery supports peer learning and consistent facilitation across participants
- +Application assignments designed to carry behaviors back into day-to-day work
- +Program methodology enables repeatable rollout for multiple leadership groups
- –Limited emphasis on measurable behavior change evaluation and leadership impact reporting
- –Requires active manager participation to complete transfer activities outside class time
- –Less suited for organizations needing assessment-center style selection and calibration
- –Administration guidance can be light for complex leadership pipeline governance
Best for: Fits when organizations want facilitated leadership behavior training for managers and HR without relying on software analytics.
FranklinCovey
specialistPerformance improvement company offering leadership, productivity, and execution training programs.
A behavior-focused leadership model workflow that translates training into manager action steps and reinforcement steps during rollout.
FranklinCovey delivers leadership development training built around its established leadership models and practical behavior change workflows. Programs are structured for managers and HR to run leadership capability efforts with consistent expectations, coaching prompts, and reinforcement activities.
- +Clear leadership model with consistent language across training and coaching materials.
- +Strong emphasis on manager follow-through through action planning and reinforcement activities.
- +Good fit for cohort-style learning that ties leadership behaviors to day-to-day decisions.
- +Trainer-led delivery supports transfer and reduces interpretation drift during rollout.
- –Limited evidence of deep API and automation hooks for HR systems integration.
- –Program effectiveness depends on onsite facilitation quality and local reinforcement discipline.
- –Customization can be constrained when organizations need heavy competency rewrites.
- –Governance artifacts like audit logs for internal use may be thin compared with learning tech suites.
Best for: Fits when HR and managers need a model-driven leadership rollout with strong facilitation and learning transfer reinforcement.
Gallup
enterprise_vendorAnalytics and advisory firm offering strengths-based leadership development and coaching.
Research-backed assessment-to-learning program flow that maps leadership behaviors to measurable outcomes for cohorts.
Gallup differentiates leadership development training through assessment-led programs built around its research-backed view of work and leadership behaviors. Its core offerings combine structured learning experiences with measurement artifacts that connect development actions to leadership outcomes.
- +Assessment-driven program design links learning activities to leadership metrics
- +Behavioral language is consistent across manager and leader cohorts
- +Program structure supports talent review and development planning workflows
- +Coaching materials and facilitator guidance reduce variation in delivery quality
- –Advanced customization depends on program staff and internal leadership alignment
- –Measurement outputs require HR or talent operations capacity to operationalize
- –Cohort-based delivery can be harder to fit into fragmented leadership schedules
- –Organizations seeking extensive technical integration and APIs may find limited surface area
Best for: Fits when leadership development needs research-backed assessment inputs and repeatable measurement cadence.
Eagle's Flight
specialistExperiential learning company delivering leadership development through business simulations.
Capability-aligned cohort learning that pairs behavioral indicators with guided field execution and manager reinforcement cycles.
Eagle's Flight is a leadership development training provider built around manager and HR workflows for consistent capability building. Programs emphasize behavior change through structured learning paths, field practice, and manager-led follow-through rather than classroom-only instruction.
- +Structured learning paths connect leadership capability goals to practical field assignments
- +Cohort delivery supports peer learning and shared behavioral expectations among managers
- +Facilitator approach focuses on manager follow-through rather than slide-based training
- +Program design supports repeatable leadership pipeline and succession planning workflows
- –Cohort scheduling can slow internal rollout timelines for HR and training teams
- –Measuring behavior change depends on internal data collection discipline and manager participation
- –Customization for highly specialized competencies may require more design time than expected
- –Integration options are limited compared with providers that offer formal API and admin automation
Best for: Fits when HR and managers need a repeatable leadership development process with applied practice and follow-through.
Center for Creative Leadership
specialistGlobal provider of leadership development programs, research, and coaching services.
Assessment and coaching integrations that convert leadership assessment outputs into a facilitated, action learning development plan.
Center for Creative Leadership delivers leadership development programs that mix instructor-led learning with practice activities designed for transfer to managers and HR workflows. It offers cohort-based leadership academies and tailored learning journeys that align content to behavioral indicators and role expectations.
- +Cohort formats create peer learning plus facilitated reflection cycles for behavior change.
- +Assessment-led pathways help translate leadership capability models into specific development goals.
- +Coaching services support targeted executive coaching for leaders needing sustained follow-through.
- +Action learning activities push learners to apply concepts to real workplace decisions.
- –Programs require manager and HR coordination to schedule assessments and release time.
- –Automation and API integration for internal systems are not a core delivery surface.
- –Global rollout consistency depends on facilitator sourcing for each cohort region.
- –Some course tracks are lighter on measurable leadership impact evaluation instrumentation.
Best for: Fits when mid-sized to enterprise groups want assessment-led cohorts for manager development and HR planning.
The Table Group
specialistConsulting firm founded by Patrick Lencioni focused on organizational health and team leadership.
Manager effectiveness programming paired with structured follow-on action planning for measurable behavior change in daily work.
The Table Group focuses on leadership development delivered through facilitated learning sessions and coaching elements that aim at behavior change in day-to-day management work.
- +Facilitator-led cohorts with clear practice cycles for on-the-job behavior transfer
- +Structured leadership assessments that support talent review discussions
- +Coaching and action planning designed for learning transfer between sessions
- +Strong focus on manager effectiveness outcomes for frontline and mid-level leaders
- –Less automation and fewer self-serve admin controls than software-led providers
- –Cohort scheduling can constrain throughput for large multi-site rollouts
- –Requires alignment work to map training outcomes to an internal leadership capability model
- –Integration options beyond HR training workflows are not a core strength
Best for: Fits when HR and managers need cohort-based leadership training with assessment and learning transfer, not a tool-driven platform.
Conclusion
After evaluating 10 leadership development training, American Management Association stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Leadership Development Training
Leadership development training services help managers and HR move from leadership expectations to repeated practice, coached transfer, and measurable behavior change in real work settings. This buyer’s guide covers American Management Association, Wilson Learning, and Crestcom International alongside The Arbinger Institute, Dale Carnegie Training, FranklinCovey, Gallup, Eagle's Flight, Center for Creative Leadership, and The Table Group.
The provider options differ most in cohort program management, how development plans are created from assessment signals, and how tightly follow-through is structured after each learning session. The sections that follow connect those differences directly to delivery mechanics that HR and managers can administer across leadership pipeline and succession planning workflows.
Leadership Development Training that converts leadership capability expectations into coached manager behavior change
Leadership development training is a structured learning and transfer workflow that translates a leadership capability model into facilitator-led practice, action planning, and accountability cycles. American Management Association emphasizes cohort-based program management to keep leadership content consistent across sites while maintaining action planning to support follow-through.
Wilson Learning pairs cohort delivery with development planning and coach-supported learning transfer cadence, which is designed to convert assessment signals into specific development goals. Crestcom International focuses on coaching-centric delivery that ties training sessions to individual leadership action plans, then relies on scheduled coaching to keep progress aligned between sessions.
Across these providers, cohort scheduling, the rigor of learning transfer, and the degree of operational integration for HR program governance are the main determinants of whether leadership development becomes repeatable across managers and teams.
Key capabilities to compare for Leadership Development Training governance
Leadership development training only becomes repeatable when program mechanics enforce consistent practice, coached transfer, and participant follow-through across cohorts. American Management Association uses cohort-based program management designed to keep leadership content consistent across sessions and sites while supporting action planning.
HR governance also depends on how development goals get created from assessment signals and how rigor gets enforced after each learning session. Wilson Learning pairs cohort delivery with structured development planning and coach-supported learning transfer cadence, while Crestcom International ties sessions to individual leadership action plans and schedules coaching to maintain momentum.
Cohort program management with consistent facilitation
American Management Association manages cohort-based program delivery to keep leadership content consistent across sessions and sites while supporting action planning. Dale Carnegie Training also runs instructor-led cohort delivery, but it relies more on practice sequences than on governance-grade transfer workflows.
Assessment-to-development conversion with coached transfer cadence
Wilson Learning converts assessment signals into specific development goals by pairing cohort learning with development planning and coach-supported learning transfer cadence. Gallup uses an assessment-to-learning program flow that maps leadership behaviors to measurable outcomes for cohorts.
Coaching-linked implementation tied to individual action plans
Crestcom International emphasizes coaching-centric delivery that ties learning sessions to individual leadership action plans and maintains progress through scheduled coaching. FranklinCovey uses a behavior-focused leadership model workflow that translates training into manager action steps and reinforcement steps during rollout.
Behavior-change focus with accountability and conflict practice
The Arbinger Institute centers facilitation on replacing blame-based thinking with accountability and runs structured interaction with manager follow-through. Eagle's Flight pairs capability-aligned cohort learning with guided field execution and manager reinforcement cycles built around behavioral indicators.
Manager effectiveness workflows with measurable behavior transfer cycles
The Table Group builds manager effectiveness programming that pairs cohort training with structured follow-on action planning for measurable behavior change in daily work. FranklinCovey reinforces behavior transfer using action planning and reinforcement activities tied to its leadership model workflow.
How to choose Leadership Development Training by delivery mechanics and HR governance needs
The decision should start with the transfer workflow HR expects after each cohort session. American Management Association fits when leadership development must stay consistent across sites with action planning and facilitator-led behavioral practice baked into the cohort program design.
The second decision point is where coaching and development planning sit in the workflow. Wilson Learning places coach-supported learning transfer cadence and development planning around cohort learning, while Crestcom International builds the implementation around coaching schedules tied to each participant’s leadership action plan.
Pick the post-session transfer model that HR can administer
If HR can operationalize coach-supported learning transfer cadence, Wilson Learning converts assessment signals into development goals and then enforces learning transfer after facilitated sessions. If the organization prefers coaching schedules tied to participant plans, Crestcom International links training to individual leadership action plans and maintains momentum through scheduled coaching.
Select the consistency mechanism for multi-cohort or multi-site rollout
American Management Association is built for consistent leadership content across sessions and sites using cohort-based program management plus action planning. The Table Group and Eagle's Flight also run cohort-based approaches, but their rollout readiness depends more on scheduling discipline and internal reinforcement data collection.
Choose the assessment and measurement posture that talent operations can sustain
If leadership assessment outputs need to be mapped to measurable outcomes on a repeatable cadence, Gallup builds cohort design around assessment-driven program flow. If measurement depends on internal coordination to schedule assessments and release time, Center for Creative Leadership requires HR and manager alignment to make assessment-led cohorts operational.
Match the behavior-change philosophy to the most frequent leadership failure modes
If blame and accountability breakdowns are a central leadership risk, The Arbinger Institute uses facilitated workshops that center accountability and conflict dynamics with manager follow-through. If communication and difficult conversations need structured behavioral drills and peer learning time, Dale Carnegie Training runs facilitator-led practice sequences with post-course practice activities.
Decide how much implementation detail the provider builds versus how much HR must own
American Management Association is designed so program design depends on engagement with AMA facilitators to keep delivery consistent, which reduces ad-hoc variation across cohorts. Crestcom International and Dale Carnegie Training both require scheduling and participant follow-through discipline between sessions, which increases HR ownership of momentum.
Set expectations for integration depth based on governance needs
If HR expects deep API-based learning automation, American Management Association is flagged as less suited for teams needing deep API-based learning automation. If HR can operate the program workflow with facilitation and transfer cadence rather than system integration, FranklinCovey and Gallup can still support governance through rollout and measurement processes built around their learning models.
Who should buy Leadership Development Training from these providers
Organizations that need repeated leadership practice across managers and sites should align provider delivery mechanics to HR governance capacity. American Management Association targets consistent cohort delivery with action planning, which fits HR teams that run multi-cohort programs with standardized facilitation.
Organizations that want assessment signals to become development goals should align their talent operations model to the provider’s conversion workflow. Wilson Learning converts assessment signals into specific development goals with coach-supported learning transfer cadence, while Gallup links behavior language to measurable outcomes and assessment-driven program design.
HR leaders running leadership pipeline programs across multiple cohorts
American Management Association supports consistent content across sites through cohort-based program management and action planning, which reduces drift between cohorts.
Talent operations teams that already run assessments and want development plans generated from them
Wilson Learning pairs cohort delivery with structured development planning and coach-supported learning transfer cadence designed to convert assessment signals into development goals.
Managers who need individualized coaching continuity between sessions
Crestcom International ties training sessions to individual leadership action plans and uses scheduled coaching to keep progress aligned between learning events.
Enterprises prioritizing measurable leadership behavior links to cohort outcomes
Gallup builds program design around assessment-driven inputs and maps leadership behaviors to measurable outcomes, which suits teams that can operationalize the measurement outputs.
HR and executives focused on accountability and conflict behavior change
The Arbinger Institute uses facilitation centered on replacing blame-based thinking with accountability and requires committed executive sponsorship to sustain application after workshops.
Common buyer pitfalls in Leadership Development Training programs
Mistakes usually come from selecting a provider for content appeal while underestimating how much follow-through the delivery model requires. Crestcom International and Dale Carnegie Training both depend on scheduling discipline and active participant action outside class time to complete transfer activities.
Another recurring failure mode is mismatching assessment and measurement expectations to the internal capacity required to operationalize them. Center for Creative Leadership and Gallup both require HR and manager coordination, but Center for Creative Leadership specifically depends on scheduling assessments and releasing time for participants.
Buying a cohort program without planning the learning transfer workflow after sessions
Wilson Learning and American Management Association both rely on structured transfer behaviors after facilitated sessions, so HR must plan for coached cadence or action planning follow-through rather than assuming training alone changes behavior.
Treating coaching as optional when the provider’s delivery model depends on coaching schedules
Crestcom International requires scheduling discipline for coaching sessions to maintain momentum, and internal HR must own participant follow-through between sessions to sustain behavior change.
Overestimating measurement capability when internal coordination is the gating factor
Center for Creative Leadership requires manager and HR coordination to schedule assessments and release time, so measurement outputs will stall if talent operations cannot release participants and orchestrate assessments.
Expecting deep learning automation integration when the provider focus is facilitation and program workflow
American Management Association is less suited for teams needing deep API-based learning automation, so system integration requirements should be aligned to provider strengths in cohort management and facilitated transfer rather than assumed platform features.
Selecting accountability or conflict content without executive sponsorship for sustained application
The Arbinger Institute requires committed executive sponsorship to sustain application after workshops, and without that sponsorship managers typically do not carry the practice cycles into daily management.
How We Selected and Ranked These Providers
We evaluated American Management Association, Wilson Learning, Crestcom International, The Arbinger Institute, Dale Carnegie Training, FranklinCovey, Gallup, Eagle's Flight, Center for Creative Leadership, and The Table Group using a weighted scoring model with features at 40%, ease at 30%, and value at 30%. American Management Association received the highest overall rating because cohort-based program management keeps leadership content consistent across sessions and sites while supporting action planning, which directly addresses multi-cohort governance needs. Wilson Learning scored highly for converting assessment signals into development goals through structured development planning and coach-supported learning transfer cadence.
Crestcom International ranked strongly for coaching-centric implementation that ties learning sessions to individual leadership action plans and maintains progress through scheduled coaching. Ease scoring favored providers whose cohort delivery mechanics reduce internal setup friction, while value scoring favored providers with structured transfer cycles that do not rely only on post-course self-motivation.
Frequently Asked Questions About Leadership Development Training
How do AMA and Gallup differ when leadership development must start from measurement?
Which provider is better for HR teams running a leadership pipeline with competency calibration across cohorts?
What breaks if leadership development content cannot be reinforced through manager follow-through?
How should organizations handle data migration when moving leadership assessment and development records into a new process?
Which provider is most aligned to a leadership capability model approach that requires role-specific development planning?
When leadership development needs conflict-resolution and accountability behavior change, how do The Arbinger Institute and Dale Carnegie Training compare?
What technical requirements typically affect integrations and automation for leadership development workflows, and where do providers differ?
How do SSO and security expectations typically impact onboarding when leadership development is delivered through cohorts and coaching?
Where does extensibility tend to fall short when leadership programs need custom learning paths and workflow configuration?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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