delta 5: improving performance levels

delta 5 is a proven organizational diagnosis and change method to embed high performance behavior. A diagnosis of the unwritten rules is always the starting point because these describe the actual day-to-day behavior, explaining the organization’s results. The next step is the organizational change program. delta 5 an integral approach of the ‘hard’ and ‘soft’ side of the organization. 

delta 5 ® has a scientific basis and was further developed in co-makership with Royal Friesland Campina. For this multinational delta 5 was rolled-out world wide shortly after its development.

delta 5 Safety embeds high safety performance. It integrates the diagnosis and change method with safety concepts like HRO and Hearts & Minds in collaboration with Royal Haskoning/DHV.

delta 5 Research is initiated to ensure the method from a constant flow of input from decent research in collaboration with Radboud University Nijmegen, The Netherlands.

 

                                                                                                                                     

'The strength of delta 5 is that this tool makes 'culture' manageable: it works from a diagnosis that enables the design of practical interventions, resulting in an upgrade of the company's learning capability'. Thom Albers, Corporate Director Strategy - FrieslandCampina

 
delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.
delta 5 is applicable for all sectors ranging from industry, service providers and government institutions.
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.
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.
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 your ambition with regard to social innovation, smarter working, innovation and knowledge management.
Process optimization of the ability secures the future.
delta 5 makes learning, developing and innovation an intrinsic element of the organizational culture.
Helping people strengthen their problem-solving capacity.
Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.
What have you learned today? And your organization?
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.
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.
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.