Inspiration page 11 - delta 5

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.

The obvious learning processes are also known by competitors.

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

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

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.

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 provides control over learning processes.

What have you learned today? And your organization?

Helping people strengthen their problem-solving capacity.

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

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

Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.

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

delta 5 is applicable for all sectors ranging from industry, service providers and government institutions.

Process optimization of the ability secures the future.