A "Learning Organization" is one in which people at all levels, individually and collectively, are continually increasing their capacity to produce results they really care about.

The Learning Organization is an ideal, a vision. Various organizations or parts of organizations achieve this in varying degree. It is Introduced as a concept by Peter Senge in "The Fifth Discipline," models of learning organizations are inextricably linked to modern communication technologies, the rapid pace of change, increased competition, and the shortage of skilled workers in many industries.

 Indicators of a Learning Organization

1. Knowledge is shared willingly and routinely across departments and divisions.
2. Employees at all levels of the organization are expected to increase their knowledge as well as their skills in support of organizational goals.
3. Employees at all levels of the organization are encouraged to engage in spontaneous learning opportunities among and between peers.
4. New employees and teams are brought "up to speed" effectively and efficiently.
5. Work units routinely hold a "post mortem," debriefing session, or discussion to share and document lessons learned after completing a project or experiencing a significant and unexpected change in plans.
6. Historical information that lends strategic strength and advantage to the organization is easy to access, use, and understand.
7. Performance reviews focus on ways to improve organizational effectiveness rather than giving employees a "grade."