The “how” may be more important than the results

The “how” may be more important than the results

This past winter, I participated in an incredible three-day experience with members of our Bearings Team to further explore their employer brand: “Making small parts, Making a big difference.” The Bearings event was organized to bring this mantra alive by looking at the personal impact we can make viagra sous ordonnance. This was accomplished by looking through three different lenses:

  1. How do I make a difference
  2. How do WE make a difference and
  3. How does the Organization make a difference (I, WE, IT)

It was 3 days filled with activities geared toward personal reflection, camaraderie, and discussions centered on leadership, trust, organization structure and team building. All in an effort to make our work environment the best it can be for our employees and our customers. To put it in Gary Hamels’ words, “to build an organization fundamentally fit for the future and genuinely fit for humans.” We never lost focus on the customer or the obligation to our stakeholders; we all understood there needs to be a balance. We all want to work in a place that allows us to be our best selves with our achievements celebrated and our mistakes understood to be a lesson learned.

Now, why do I tell you this? Because this event was inspiring, I was proud to be part of the team and proud of PPL. I left feeling exhilarated and saw others feeling the same! Building the kind of community we want in PPL will take hard work, patience, determination and fortitude. We have rules to follow, policies and procedures with which we have to comply and the bureaucracy that accompanies large organizations is slow to evolve. The good news is that we are a talented group of people in PPL committed to making this a Great Place to Work.

Ok, so on my flight back, I watched Whiplash, this movie had won J.K. Simmons an Oscar and I could understand why – he earned it. But the movie itself was so contradictory to the time I had just spent with my colleagues. The movie is about an award winning jazz conductor in a college, the conductor only selected the best to perform in his orchestra/studio band, but the brutality and degradation he reins on these students was appalling to me. The conductor believed you had to drive yourself past your own limits at whatever cost to be your very best, and only your very best was good enough – there were no “off” days allowed and nothing short of perfect permitted.

This conductor verbally abused his students and one in particular, a drummer played by Miles Teller. The conductor thought this student could be one of the greats and pushed him hard, causing the young man to practice so much that his hands bled; but the young man kept going, keeping buckets of ice to place his hands into to numb the pain. He just kept practicing and practicing. He won the right to play in the studio band and a seat in one of the toughest competitions for which this conductor was known to win; but the young musician never got a chance to play. A series of unfortunate events lead him to be in a serious car accident, wanting desperately to perform he climbs from the shattered car and ran to the venue. He was badly injured but he tried anyway; only to be turned away by the conductor; with no offer of help; he was simply rebuked. It almost broke this young man and I was left asking why?

I won’t spoil the end of the movie in case you want to see it. Whiplash is worth watching, but I found it disturbing. I kept wondering why the conductor wouldn’t use his influence and knowledge and talent to nurture these young people, to inspire them with courage and care; not abuse and neglect.

At the end of the movie, I was brought back to the days spent with my colleagues, discussing balance, purpose and pride. I was struck by the impression the movie left on me and more convinced that how we do something is sometimes more important than what we do.


SengaSenga McGee, Director, Human Resources – ENC


Leave a Reply

Your email address will not be published. Required fields are marked *