In a world of constant change, sustainable organizations are the ones that cultivate an endless desire to learn.
Our journey together will help you become a learning organization and directly impact your current priorities:
- talent development
- knowledge transfer
- strengthening autonomy, accountability and the ability to take action
- continuous improvement and quality
- innovation
- CSR, impact...
Far beyond training programs, the goal is to embed a lasting learning culture at the very heart of your identity and the way you operate.
Our founder, Séverine Besson, has been conducting research on this topic since 2019 and continues to push the boundaries of what’s possible, thanks to our partnership with University Paris Dauphine.
Through research in action, we explore your structure and support the change you want to create.
What is a learning mindset?
« A learning mindset is a way of being embodied by individuals who learn from everything, all the time, and who share their knowledge, know-how and ability to act within a team, an organization or a community.
These flows of knowledge and experience circulate within a complex system that nourishes the organization. It becomes a learning organization through these interactions, which turn skills into real, usable capabilities in action. »
Séverine Besson, 2025.
Key French researchers: Séverine Besson, Philippe Carré, Solveig Fernagu-Oudet, Soufyane Frimousse, Amélie Gabriagues, Lionel Garreau et Thierry Picq.
Key international researchers: Peter Senge, Anders Örtenblad, Victoria Marsick et Karen Watkins, Mike Pedler, Chris Argyris et Donald Schön, John Burgoyne et Tom Boydell.
Non-exhaustive list.
What dimensions make up a learning organization?
At the core of the system lies the learning culture itself.
A learning mindset nurtures agility and innovation. It is a lasting ability to grow through experience and through the world around us. It fuels curiosity, adaptability and constructive questioning. It encourages collaboration and exchange, creating a culture where everyone feels empowered to innovate. By cultivating this mindset, your organization gains a critical advantage to move forward in a constantly evolving environment.
The three operational dimensions shaped by this culture:
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Learning while working
Learning happens every day, through action, peer exchange and real-life experience.
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Organizational learning
How the organization captures knowledge, structures it, and makes it accessible to everyone.
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Learning environment
All the conditions that enable learning: the ability to test, make mistakes, reflect and share.
How do we explore your learning organization?
Through a systemic approach and a methodology developed in collaboration with University Paris Dauphine, we assess your organization through both: quantitative insights (via a survey), qualitative insights (via focus groups), using six key feedback loops as our framework.
What is a feedback loop?
In systems thinking (and especially in the context of a learning organization) a feedback loop is a process through which the outcomes of an action influence future actions. It is an essential mechanism for learning and adaptation. It creates a self-regulating system by continuously adjusting how the organization operates.
In practice, we map your organization through the lens of these 6 feedback loops:
