Johan Boudewijns

Dr. Johan Boudewijns

 

           

Inspiration/thinking of delta5

While conducting interviews in Asia with the people responsible for innovation in that part of the world, we realized more strongly than ever how important it is that people worldwide exchange and utilize existing knowledge and experiences - and how much it would benefit mankind. Furthermore, it’s not just about economic growth in a rapidly changing world, but also about tackling the huge issues with which we find ourselves confronted such as sustainable society.

We hope that by developing delta 5 we can contribute to three groups: organizations, people and society. The entrance for us as BR-Group is primarily organizations: in our understanding they are the connection between individuals and our society. Whatever our issues, it helps us when we learn and improve faster. It also helps us realize that different issues may require different learning processes with different conditions.

In order to optimally utilize delta 5 for specific themes and areas we developed several business units and we have made connections with distinguished partners. For example, delta 5 Safety is a business unit in which we work together intensively with Royal HaskoningDHV.

 

 

 
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.
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.
Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.
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.
Organizations create their own future. Organizations with a high learning and development capacity achieve the future they aim for.
Helping people strengthen their problem-solving capacity.
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 provides control over learning processes.
delta 5 strengthens your ambition with regard to social innovation, smarter working, innovation and knowledge management.
delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.
What have you learned today? And your organization?
A learning organization is a group of people with a shared goal and which is getting better and better at realizing its goals.
If a mistake may not be traced back to a person, no one is learning.
Process optimization of the ability secures the future.
delta 5 makes learning, developing and innovation an intrinsic element of the organizational culture.