When an organization is a “learning organization,” it dedicates itself to a continual process of learning new things, learning from mistakes, and learning from objective data. It’s an ongoing process of sharing and learning in which feedback is crucial. It amounts to a continual practice of reading, learning, evaluating and altering what you do according to the feedback you get.
Google is a great example of a company that is constantly churning the waters, trying new things, launching new products, setting up creative work environments, hiring top people and so on. When organizations stop the learning process, alarm bells should go off, because that is when rigidity sets in and a failure syndrome is unleashed.