SPG

Graded Assignment 9

Telenor's Innovation Journey Through Growth Mindset

In the fast-changing world of telecommunications, Telenor, a global company based in Norway, began a major transformation to become a leader in digital innovation. Facing intense competition and constant industry changes, Telenor’s Leadership Development team introduced a growth mindset culture. This approach aimed to encourage innovation, adaptability, and continuous improvement throughout the organization.

Why a Growth Mindset?

Telenor decided to promote a growth mindset to stay successful during times of rapid technological change. The goal was to build a culture that supports self-awareness, lifelong learning, and the confidence to question old ways of working. Under the leadership of CEO Sigve Brekke, the company aimed to make growth mindset a part of everyday work linked with values like perseverance, curiosity, and constant improvement..

Strategies for Building Everyday Growth Mindset Habits

Telenor began its growth mindset journey by first targeting senior managers, encouraging them to embrace change and stay curious. The Leadership Development team led this effort, and the positive response from early workshops inspired a broader rollout. As a result, the program expanded to include all 22,000 employees, making growth mindset a part of the organization at every level. This strategy reflected a comprehensive approach, aiming to influence multiple aspects of the company’s culture and daily work.

Telenor has strategically embedded growth mindset principles into its performance management framework, aligning organisational culture with its long-term innovation and capability-building objectives. This initiative involved a deliberate shift in language across performance dialogues, evaluation criteria, and leadership communications, ensuring that the values of innovation, adaptability, and continuous improvement were consistently reinforced. Senior leadership, including the Chief Executive Officer (CEO) and Chief Human Resources Officer (CHRO), played a pivotal role in championing this transformation. By integrating growth mindset terminology into monthly town hall meetings, they set a clear tone from the top, signalling that openness to learning and experimentation is both expected and valued across all levels of the organisation.

The adoption of this language and approach extended beyond leadership communications and became ingrained in the daily practices of Telenor’s office employees. Staff began to incorporate growth mindset concepts into everyday conversations, team collaborations, and project discussions, fostering a work environment where curiosity, resilience, and adaptability are actively encouraged. This linguistic and behavioural alignment demonstrated a tangible shift in the organisational mindset, with employees recognising that personal and professional growth are integral to both individual success and the company’s overall performance trajectory. Such cultural reinforcement ensured that the principles of the growth mindset were not merely aspirational but operationalised in the way work was conducted

Impact on the Workforce

Telenor’s growth mindset efforts brought significant changes to its workforce. Conversations between managers and employees became deeper and more meaningful, with growth mindset concepts becoming part of everyday discussions. The phrase “working red” emerged, representing the company’s belief that failure is a valuable part of the learning journey. This helped encourage rapid testing of ideas and ongoing improvement.
Telenor’s approach to innovation also evolved  placing greater importance on failing quickly, learning from those failures, and focusing on growth. Employees began to adopt a mindset where learning mattered more than just reaching perfect results, leading to a major cultural shift in how problems were solved and creativity was encouraged.

Summary of Learnings

The experience of Telenor in adopting a growth mindset offers practical lessons for organizations aiming to drive innovation and respond to change effectively. The active involvement of leadership, the integration of mindset-based language into daily routines, and rewarding self-learning helped create a culture focused on improvement and adaptability.
For individuals looking to join companies like Telenor, Microsoft, or Cigna, the main takeaway is the value of staying curious, welcoming change, and seeing failure as part of the learning process. Building such a mindset can help individuals align with the culture of progressive organizations.
In conclusion, Telenor’s story highlights the powerful role a growth mindset can play in shaping a company’s culture. By making it part of everyday work, Telenor has created an environment of learning, resilience, and forward thinking.

NNH(Nearest Neighbour Heuristic search)

Greedy Heuristic

SPG-Leadership Lessons

 3.1 Core Leadership Skills

Effective leadership is grounded in a set of foundational skills that enable individuals to inspire, guide, and drive high performance within teams and organizations. The key attributes include:

• Ownership and Accountability

• Leaders who demonstrate ownership take responsibility for outcomes, proactively address challenges, and hold themselves as well as their teams accountable for successes and setbacks. This builds trust and credibility.
• Accountability involves clear goal setting and transparent follow-up, ensuring that both achievements and failures are acknowledged as part of collective growth.

• Empathy and Emotional Intelligence

• Modern leaders recognize the importance of understanding and valuing the emotions, perspectives, and needs of their team members.
• Emotional intelligence allows leaders to communicate thoughtfully, navigate difficult conversations, and resolve conflicts with sensitivity, promoting a supportive and collaborative culture.

• Strategic Thinking and Vision

• Visionary leaders see beyond day-to-day operations, linking current actions to long-term organizational goals. They interpret complex situations, anticipate challenges, and develop actionable strategies that align with broader objectives.
• Strategic thinking also involves scanning the business environment, recognizing trends, and embracing innovation.

• Initiative and Inspiration

• Effective leaders take proactive steps to move teams forward, embracing challenges even in uncertain situations.
• They motivate and inspire others by setting a compelling example, sharing clear purpose, and encouraging team members to reach their potential.

3.2 Communication and Teamwork

Leadership effectiveness is closely tied to the ability to communicate clearly and foster teamwork. Key aspects include:

• Open and Clear Communication

• Transparent, honest, and consistent communication is essential for establishing trust and setting clear expectations.
• Leaders articulate vision, goals, and changes proactively, ensuring their teams are well-informed and engaged.

• Collaboration and Conflict Resolution

• Encouraging joint problem-solving, leaders create environments where ideas are openly shared and diverse viewpoints are respected.
• Constructive approaches to conflict resolution—such as active listening and encouraging dialogue—are vital for building cohesive, resilient teams.

• Team Support and Mentoring

• Effective leaders identify and support the development needs of team members.
• Mentorship, peer learning, and supportive feedback help individuals grow and ensure that teams can adapt to new challenges.

• Boundaries and Professionalism

• Maintaining professionalism in team communications, including setting healthy boundaries around informal interactions, supports clarity and reduces misunderstandings.

3.3 Adaptability and Growth

In an ever-changing environment, the capacity to adapt and promote growth is a principal marker of good leadership. This includes:

• Learning from Challenges and Mistakes

• Leaders who foster cultures of learning recognize the value of reflecting on setbacks and mistakes as opportunities for improvement.
• Encouraging teams to learn collectively from experience leads to stronger performance and resilience over time.

• Decision-Making Under Pressure

• Effective leaders demonstrate calm and rational judgment, especially in high-pressure or uncertain situations.
• They are able to gather relevant information, weigh risks, and act decisively when it counts.

• Flexibility and Continuous Development

• The best leaders remain agile, refining their approaches as roles, teams, and organizational contexts evolve.
• Ongoing learning—through knowledge sharing, self-education, and openness to feedback—is fundamental to sustained success.

• Promoting a Learning Culture

• Leaders support continuous improvement by encouraging curiosity, experimentation, and the regular exchange of ideas within teams.

3.4 Advice and Reflection

Advice for aspiring leaders and reflections on growth are critical for sustaining effective leadership long-term:

• Prioritizing Learning and Curiosity

• Lifelong curiosity and the pursuit of new knowledge drive both personal and team advancement. Leaders who value learning over immediate rewards often build greater expertise and adaptability.

• Building Trust and Self-Reflection

• Trust is cultivated through consistency, transparency, and humility. Leaders regularly self-reflect, seeking feedback to refine their approach and foster more supportive team environments.

• Resilience, Risk-Taking, and Authenticity

• Resilience, or the ability to recover and grow from setbacks, is developed by taking smart risks and not fearing failure.
• Authenticity enables leaders to build credibility—being genuine, approachable, and true to one’s values resonates positively with teams.

• Handling Criticism Constructively

• Viewing criticism as an opportunity for improvement, rather than a personal affront, enhances growth and performance.
• Leaders model emotional maturity by managing negative feedback constructively and using it to guide positive change.

MAD2-Important Links, Commands,Installations

MAD2-proj youtube playlist help Vuejs :-   click

Bootcamp PlayList -link

List Of Viva questions-Link

MAD 2 LECTURES - To complete the project

1.Setting Up The Backend-Part 1-Click

2.Setting Up Flask-Security---Click

3.Adding Frontend to the app---click

4.Frontend Part 2--click

5.Frontend Part 3---click

6.Celery Integration--click

7.Scheduled Job and Sending Emails--click

8.Flask Caching Integration--click

Guthub Repo : click

commands

sudo apt-get update

sudo apt-get install redis

sudo service redis-server start

https://flask-caching.readthedocs.io/en/latest/

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pip install checksumdir

import checksumdir

hash = checksumdir.dirhash("folder_name")

print(hash)

python3 -m venv venvname

venv/scripts/activate

pip install -r req.txt

https://github.com/mailhog/MailHog

sudo apt-get -y install golang-go

go install github.com/mailhog/MailHog@latest

celery -A app:celery_app worker -l INFO

https://flask.pyexcel.org/en/latest/

Redis server (WSL)

Frontend (CMD)

Backend (WSL) (VENV)

MailHog (WSL)

Celery -> two terminals (Beat scheduler + Worker) (WSL) (VENV) (from Backend Folder)

https://docs.celeryq.dev/en/stable/userguide/periodic-tasks.html

celery_app.config_from_object(app.config["CELERY"])

https://www.figma.com/design/8gofrho5qM79pdqMSLGk71/Untitled-(1)?node-id=0-1&t=xthanTKKkvRNE4TT-0

<img src="https://picksum.photos/500/500" alt="photo of campaign">

GitHub--link

GitHub--click

BlogLite--link

Link1 Link2 HouseHoldServices

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vue-3 commands

npm install vue-toast

npm install vue-toast-notification

1. wget https://github.com/mailhog/MailHog/releases/download/v1.0.1/MailHog_linux_amd64 -O MailHog

2. chmod +x MailHog

3.  sudo mv MailHog /usr/local/bin

4.  MailHog

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pip install checksumdir

import checksumdir

hash = checksumdir.dirhash("folder_name")

print(hash)

________________________

python3 -m venv venv

venv/scripts/activate

venv/bin/activate

pip install -r req.txt

pip freeze>req.txt

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pip install flask flask_restful flask_security  flask_cors werkzeug flask_sqlalchemy

npm install chart.js vue-chartjs

pip install flask_caching

Pip install redis

Cache Install command

pip install flask_caching

Pip install redis

Command to install Redis

sudo apt install redis-server

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Command to install celery 

 pip install celery

Command to install mailhog

wget https://github.com/mailhog/MailHog/releases/latest/download/MailHog_linux_amd64

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To run Celery

Create two terminal(wsl) and do cd backend.

Then in first terminal type the command

celery -A tasks.celery worker --loglevel=”info"

IN second terminal run command 

celery -A tasks.celery beat --loglevel=info"

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To run mailhog

Type command

Mailhog 

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Run the app 

python3 app.py

flask run 

python3 intial_data.py

flask run --port 5000

Ordinal Representation of a Path

SPG-Endterm

 1.Cross-cultural communication means

a. the communication between different groups of cultures and languages

b. the act of feeling admiration for some.

c. behaviour that shows that you respect somebody or something

d. something spoken, not written.

cross = between two or many many