Inspiration page 3 - delta 5

What have you learned today? And your organization?

The obvious learning processes are also known by competitors.

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 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 provides control over learning processes.

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

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

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

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

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.

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.

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

Process optimization of the ability secures the future.

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