Many people in the organization recognize the need for change, see its value, see their own roles in the process, are willing to adopt new approaches, and possess the competence to move forward with change. “Nothing that we do can be taught”, they say, “so the challenge and the learning need is almost constant”. At the individual level, we strive to consider each task, however mundane, as an opportunity to learn.

The learning strategy recasts the evidence-based seven dimensions of learning culture (used to measure learning culture and performance) as action imperatives . In order to improve performance through learning, the organization needs to take specific action to: Create continuous learning opportunities Promote inquiry and dialogue Encourage collaboration and team learning Empower people toward a collective vision Connect the

A learning organization is an organization that has an enhanced capacity to learn and change. Watkins and Marsick dimensions of a learning organization   Source: Watkins, K.E., Milton, J., Kurz, D., 2009. Diagnosing the learning culture in public health agencies. International Journal of Continuing Education & Lifelong Learning 2.