Origin delta 5

delta 5 Means ‘change in five areas.’ These five areas constitute the foundation for the body of thought for diagnosing and improving organizations’ learning capacity. The five areas are a product of years of scientific research. The model has now been applied for more than 8 years at leading multinationals.

The development of delta 5 started with a question from an Innovation Director at FrieslandCampina: he wanted to measure the learning capacity of FrieslandCampina, a global player with revenue of 9 billion per year. The delta 5 toolbox was developed in co-creation with Dr. J. Boudewijns. This instrument has been used to realize improvement, starting from a strong diagnosis which facilitates evidence-based strategic choices. 

 

 
The obvious learning processes are also known by competitors.
delta 5 translates organizational goals into the organization’s ability to actually realize these goals while making the process more effective, more cost efficient, more intelligent, more innovative and more sustainable.
delta 5 is applicable for all sectors ranging from industry, service providers and government institutions.
Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.
Organizations create their own future. Organizations with a high learning and development capacity achieve the future they aim for.
delta 5 provides control over learning processes.
delta 5 makes learning, developing and innovation an intrinsic element of the organizational culture.
Helping people strengthen their problem-solving capacity.
If a mistake may not be traced back to a person, no one is learning.
In a learning organization, learning is embedded both in the organization’s culture and structure.
delta 5 strengthens your ambition with regard to social innovation, smarter working, innovation and knowledge management.
What have you learned today? And your organization?
Process optimization of the ability secures the future.
A learning organization is a group of people with a shared goal and which is getting better and better at realizing its goals.
A culture which allows employees to make mistakes is not the only requirement for learning. When a mistake cannot be traced back to its causes, learning is not possible in such an environment.
To embed organizational learning in an organization, a balance must be found between short-term and long-term success, between action and reflection, between talking and listening, between inside and outside, between theory and practice.
delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.