Speaker 1: The beliefs and mindsets that we have can cause POWs in our work. A POW is something internal or external that feels like a heavy blow. So an internal POW that could be caused by a belief is, I can't take a chance and delegate this, and then I end up doing the work myself, right? The biggest two POWs that we do to ourselves are worrying about things before they happen. Raise your hand if you've ever worried about something that never actually happened. Yeah, hello. If you didn't raise your hand, you weren't paying attention again, because 100% of you have worried about something. Now, you can make a case that this is good when it comes to risk management. I mean, we should be preemptively worrying about what could happen to the point that we can do something about it, but the obsessive kind of worrying that a lot of us do, not so much. And then the second big POW is fretting, F-R-E-T-T-I-N-G. That's when we worry about something after it's happened that we cannot change. That makes so much sense when you say it out loud, doesn't it? I'm going to just sit and worry about something that's already happened that I can't do anything about, and I'm going to worry about it for probably the rest of the day. Woo-hoo, that's a great plan, right? No, but that's what our employees worry about, and they fret too. And so those are some of the internal POWs. There's the external POWs. A lot of what Peter talked about, some people would perceive as external POWs, because they don't like change. They don't like new models. They're worried about their job security, et cetera. But then there's the general external POWs, like the person who's in your face complaining, or the fact that something's not working that needs to be working, the copier, et cetera. So the goal when you work in HR is to really shrink those POWs. You want to think about what you can do to shrink your own POWs, the mean voice in your head telling you to worry, or what you can do to shrink other POWs. Now I know some of you are thinking in HR we are the POWs, right? Because that's true. You're the voice of the regulation that might be perceived as the POW. But if you focus on what parts you can shrink, then that helps a lot. A lot of the technology that you're hearing about here through Healthcare Source, those are great POW-shrinking technologies. They're helping you hire the right people so you have fewer people POWs. They're helping you with performance management so you can help people shrink their own POWs. You get the idea. Technology is a great POW-shrinker, and you have a great opportunity while you're here to learn more about that. Now the other thing you want to think about is how can you shrink your clients' POWs? One of the best ways to shrink a POW is to build a bridge. We're here talking about that for these few days, but you're building the bridge into your client's world so that you better understand what their POWs are. I know that you understand the healthcare industry. You just heard a great overview by Peter. It's now more than ever important to be thinking about what the POWs are that clinical folks, IT folks, security folks, the finance folks, what are all those POWs that they could potentially be dealing with, and how can you and your role in learning and development or HR shrink those? Now you can't see the POW in this picture, but it's there. I was 12 years old when my mother was diagnosed with breast cancer. It was a POW of monumental proportions. She was 38 years old. It was in 1972. This was before there were pink ribbons on yogurt containers and NFL football players wore pink cleats. This was before anyone had heard of a mammogram or a mastectomy, and some of her friends even thought that the breast cancer was contagious. It was a POW of monumental proportions. What mom taught us at that first diagnosis, we kind of already knew, but it was so great to be reminded, was that you can't control the POWs that are going to hit you. You can't control them. The only thing you can control is your response to those POWs. Now this sounds very cliche when you are sitting in a conference room with your hot cup of coffee and your friends around, and you're in Vegas, baby. But when you get hit with a real POW, you often feel powerless. You forget that you can do anything about any of it. And so I was so grateful at 12 years old to have the kind of mom that would start a water fight inside the house to remind us that we could control our response to those POWs. Come on. Do it with me. This is the part I wish my kids could see because they'd be mortified. So the next time that you get hit with a POW, you don't even have to have the music. You could be sitting at your desk going. Or maybe you're in the hallway. Or maybe you don't like the Egyptian version of I've Got the POW, and you have your own version, the disco version. The idea is we all do have the POW. We have the POW to create WOWs. And a WOW is the opposite of a POW. And a WOW is something internal or external that makes you feel satisfied, energized, and productive. And do you know the great thing about a WOW is you can make it with your body. And you can take your fingers and turn them into Ws, and you can use your face for the happy face. And when something really spectacular happens, you can go WOW. I know some of you are never going to do that. I'm okay with that. And you do not have to write on your evaluation like that WOW thing was cheesy. I know it was cheesy. The idea is somebody comes into your office and gives you great news. You break out into a little WOW. What are they going to do? Laugh, I hope. You go back from this conference. Don't do this to your boss right off. How was the conference? WOW. They'll be like, we're not sending you again. Wait a day or two. Warm up to that. We work in really serious business of health care, right? I mean, literally life and death serious. That does not mean we have to take ourselves so seriously, does it? No. We can have a little fun when we're at work.