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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.