d5 Safety

delta 5 Safety is developed for organizations that explicitly want to focus on strengthening the behavior concerning safety. Safety has become more at stake than ever, ranging from patient safety (huge incidents in hospitals), labor safety (Chemie-Pack), environment (BP) and food security (Foppen: Dutch fish processor).

Safety regulations are not sufficient in order to guarantee safety in the organization. The incident at Chemie-Pack showed that business culture has recently been legislated: not an individual employee but the board of directors is held responsible for unsafe behavior on the work floor. The Dutch public prosecutor’s office about the case of Chemie-Pack: ‘It could have been any employee. In this organization its normal to solve things like this particular person did. That’s why the leaders of this organization are held responsible’. Source: NOS. (Dutch television society).

This means that the management layer is only secured of the safety levels from level 4 (see image below), whereas before level 1 was sufficient (the duty of an employer by law). Below the picture that displays the different levels. You can discover your own level of ambition in the picture.

 

 

 

 

 
A learning organization is a group of people with a shared goal and which is getting better and better at realizing its goals.
What have you learned today? And your organization?
In a learning organization, learning is embedded both in the organization’s culture and structure.
delta 5 provides control over learning processes.
Helping people strengthen their problem-solving capacity.
delta 5 strengthens your ambition with regard to social innovation, smarter working, innovation and knowledge management.
If a mistake may not be traced back to a person, no one is learning.
Organizations create their own future. Organizations with a high learning and development capacity achieve the future they aim for.
The obvious learning processes are also known by competitors.
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 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.
Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.
delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.
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.
delta 5 is applicable for all sectors ranging from industry, service providers and government institutions.
Process optimization of the ability secures the future.