The chapter discusses the importance of learning in organizations and outlines the components of a learning organization. It emphasizes that learning is crucial for organizational success and survival, driven by internal and external factors. The learning organization model is structured around four subsystems: organization, people, knowledge, and technology. Each subsystem supports and enhances the others, fostering a culture of continuous learning. 1. **Organization**: A learning organization has a clear vision and strategy for learning, with leadership committed to creating a supportive learning culture. It aligns structure with strategy, facilitates communication, and allocates resources for learning. The organization values both planned and emergent learning, encouraging creativity and innovation. 2. **People**: Reflective practitioners are essential, who actively reflect on their experiences, develop theories of change, and contribute to knowledge development. Psychological safety and trust are vital, and teamwork is encouraged. The organization provides opportunities for individual and collective learning, including coaching and mentoring. 3. **Knowledge**: Knowledge is seen as a critical asset, created and shared through social networks. The organization manages knowledge effectively, using feedback mechanisms and evaluations to improve performance. It ensures that knowledge is accessible and leverages it for learning and innovation. 4. **Technology**: Information and communications technology (ICT) is used to strengthen organizational identity, build learning communities, and facilitate knowledge sharing. The organization ensures that staff members are skilled in using ICT for learning and knowledge management. The chapter concludes with a checklist of practices to build a learning organization, covering vision, people, knowledge, and technology.The chapter discusses the importance of learning in organizations and outlines the components of a learning organization. It emphasizes that learning is crucial for organizational success and survival, driven by internal and external factors. The learning organization model is structured around four subsystems: organization, people, knowledge, and technology. Each subsystem supports and enhances the others, fostering a culture of continuous learning. 1. **Organization**: A learning organization has a clear vision and strategy for learning, with leadership committed to creating a supportive learning culture. It aligns structure with strategy, facilitates communication, and allocates resources for learning. The organization values both planned and emergent learning, encouraging creativity and innovation. 2. **People**: Reflective practitioners are essential, who actively reflect on their experiences, develop theories of change, and contribute to knowledge development. Psychological safety and trust are vital, and teamwork is encouraged. The organization provides opportunities for individual and collective learning, including coaching and mentoring. 3. **Knowledge**: Knowledge is seen as a critical asset, created and shared through social networks. The organization manages knowledge effectively, using feedback mechanisms and evaluations to improve performance. It ensures that knowledge is accessible and leverages it for learning and innovation. 4. **Technology**: Information and communications technology (ICT) is used to strengthen organizational identity, build learning communities, and facilitate knowledge sharing. The organization ensures that staff members are skilled in using ICT for learning and knowledge management. The chapter concludes with a checklist of practices to build a learning organization, covering vision, people, knowledge, and technology.