This element focuses on creating a so-called learning organization. In a learning organization, attention is paid to both visible and invisible aspects, which are both parts of the DNA of the organization.

In a learning organization, mistakes will not be punished but will be seen as an opportunity to improve the organization. Employees will be encouraged to further develop their competences by taking training involvement in improvement projects.

“If something does not work, you did not fail, but learned.”

An organization needs to ensure to have a diverse and complementary team of employees. Employees must show flexibility and deliver an active contribution in solving problems as well as in the continuous improvement of processes. The organization needs to continuously be working on the development of the competencies of its employees by education and coaching. Competence can be defined as the proven ability to apply knowledge, skill and personal characteristics effectively. In other definitions, terms as ‘attitude’ and / or ‘behavior’ instead of ‘personal characteristics’ are used.

Employees should be given the opportunity to learn from others by working together in teams with colleagues, suppliers, and customers. The organization needs to inspire employees to develop themselves. Also, it is important to acknowledge and appreciate those with unique product knowledge and personal competencies. Successful performance requires a mix of knowledge, skills, attitude, and behavior.

A learning organization focuses on the following elements:

● Employees are inspired to achieve good results.
● Making mistakes is an opportunity to learn and grow.
● The organization has a varied and complimentary staff base.
● The organization grows through collaboration with suppliers and / or customers.
● The organization has an active program for developing competencies.