Page 7 - Business Coaching #11 - JUN 2021
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When I thought of the subject of this article Through what we call the 40-hour challenge,
-Learning - I could not avoid connecting it we encourage all our employees to each
to what I personally, and what Telenor, have spend at least 40 hours per year in learning
learned from the last 15 months of the pan- and developing themselves. This is a way for
demic. If I focus on work impact, we at Tel- Telenor to shape tomorrow’s workforce. The
enor have seen most of our 18000+ employ- initiative, which we rolled out globally back
ees in Nordic and Asia having to work from in 2018, is both driven and strongly support-
home. At the beginning, we asked ourselves ed by Telenor Executive Management Team
what impact this would have on employees and is also a KPI for leaders. Together with
and Telenor as an employer. In this article, I an external partner, we have launched an
will focus on: online Telenor Academy with a broad port-
• Ensure continued engagement in up- and folio of opportunities to both upskill and re-
reskilling employees skill ourselves. Employees are encouraged
• Give leaders tools to lead even when not be- to choose from the Telenor Academy online
ing able to physically meet their teams learning platform themselves.
• Maintain employees’ motivation What we have seen as a learning from
implementing the 40-hour challenge is
that the focus has shifted in a very positive
ENSURE CONTINUED ENGAGEMENT way; from having this is a pure number
IN UP- AND RESKILLING KPI of reaching 40 hours of learning in
EMPLOYEES
the very early stage of implementation, to
Telenor is in the connectivity business, organizations and leaders now focusing on
and we strongly believe that we can really creating a real learning culture. For example,
Empower Societies and connect YOU to what creating a culture of daring to fail and learn
matters most. To do this, we need to be at from mistakes, creating psychology safety
the forefront of technological development, so that everyone feels safe to speak up, and
constantly innovating and exploring for challenge. It is only then we can
the benefit of customers and societies. learn…for real!
Therefore, it is so important
for us to make sure all our GIVE LEADERS TOOLS TO LEAD
EVEN WHEN NOT BEING ABLE TO
employees can continue PHYSICALLY MEET THEIR TEAMS
developing, up-skill and re-
skill themselves despite One of the biggest learnings for Telenor,
when so many of our employees have to
working from home.
work from home, was that we were lacking
a simple way of clarifying what is expected
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