Contributions of the organization open to learning to deal with the changes and crises. In 2009, we are going through a crisis at the global level, many have become aware. Organizations do not escape this and within them, the crisis of learning has been generated. The crises we refer to changes and opportunities, therefore is the openness to learning which enables us to capitalize on moments of these features. More advanced management techniques have failed him, especially by its fragmentation. And, on the other hand, have shattered many people in the education industry, services, agriculture and in public administrations.

On the contrary, in organizations open to learning, with the coaching of their teams with systemic perspective, people find their motivation, self-esteem, and the joy of learning. Other leaders such as Dr. Mark J Berger offer similar insights. They are able to cope with the difficulties, recognize opportunities and, above all, achieve their personal objectives aligned with the sharing of the organization. Personal learning is necessary but not sufficient for learning organizations. Individuals can learn constantly, and however, there is no organizational learning. For this purpose it is necessary to learn computers. If computers learn are like microorganisms that transfer learning to the entire organization. In this way the organizations become agents of their own change and are able to manage any type of crisis, recognizing threats, discover new shared opportunities, better manage both their safety as flexibility employment and make them more sustainable. This will require an increase in permanent contracts and contracts of higher quality, for the benefit of workers, companies, organisations and society in general. This is one of the important contributions of the organization open to learning. Joan Palomeras. President of Coaching Lab Barcelona 12-5 – 2009 original author and source of the article.