Origin delta 5

delta 5 means ‘change in five dimensions’. These 5 dimensions are the basis of the method and are used for both the diagnosis and the design of the tailor made change program. These dimensions entail relevant insights for influencing behavior and were developed in the dissertation of dr. Johan Boudewijns, the founder.

 

delta 5 emerged from a request of an Innovation Director of Royal FrieslandCampina whose desire was to map the learning capacity of FrieslandCampina: a world player in Food with a turnover of 9 billion annually. The methodology is utilized world wide in order to be able to make fundamental strategic choices and to realize improvement based on a thorough diagnosis. delta 5 is and has been used both in R&D and innovative environments as in operational environments (supply chain) within Europe. Meanwhile delta 5 has also been beneficial to other (inter)national players.

 

 

 
delta 5 is applicable for all sectors ranging from industry, service providers and government institutions.
delta 5 makes learning, developing and innovation an intrinsic element of the organizational culture.
Learning processes which focus on production to generate money should exist alongside learning processes which concern the organization itself.
delta 5 provides control over learning processes.
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.
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.
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.
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 strengthens your ambition with regard to social innovation, smarter working, innovation and knowledge management.
Organizations create their own future. Organizations with a high learning and development capacity achieve the future they aim for.
A learning organization is a group of people with a shared goal and which is getting better and better at realizing its goals.
Process optimization of the ability secures the future.
delta 5 strengthens earlier professionalization attempts and improvement efforts using TQM, Kaizen, 6Sigma and Lean thinking.
The obvious learning processes are also known by competitors.
What have you learned today? And your organization?
Helping people strengthen their problem-solving capacity.