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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.

Organizations create their own future. Organizations with a high learning and development capacity achieve the future they aim for.

delta 5 strengthens your ambition with regard to social innovation, smarter working, innovation and knowledge management.

delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.

What have you learned today? And your organization?

delta 5 provides control over learning processes.

The obvious learning processes are also known by competitors.

A learning organization is a group of people with a shared goal and which is getting better and better at realizing its goals.

delta 5 makes learning, developing and innovation an intrinsic element of the organizational culture.

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.

In a learning organization, learning is embedded both in the organization’s culture and structure.

If a mistake may not be traced back to a person, no one is learning.

Helping people strengthen their problem-solving capacity.

Process optimization of the ability secures the future.

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.

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.