Organizations are required to have the capabilities of quick adaptation to changes

in the various business landscape. In the modern day world, the advancement of
technology makes it a must for most organizations to enhance learning. This
approach is being considered worthwhile unlike the traditional way of organizations
being just highly structured. Learning organization has four traits associated with
them. They include continuous planning, action learning, constant readiness, and
improvised implementation. The traits are essential in the definition of what
learning organization entails. They are key to understanding how these
organizations adapt and respond to changes. Constant readiness simply means being
ready to respond to any change. Continuous planning entails steps taken by the
management to make plans and commit to them. Moreover, improvised implementation
involves all members working together. Additionally, action learning calls for
continuous reflection and constant adjusting of both major and minor changes. Thus,
this concept of organizational learning is incredibly influential. It acts as the
cornerstone that enhances change in organizations.
Learning and change are greatly inter-related. Change occurs as a result of
organizational learning. Organizational leaders thus have a role of making
strategic and flexible decisions in line with the organizational goals as they put
up with the changes that arise (You, Kim & Lim, 2017). On the other hand, every
stakeholder in the organization needs to embrace the changes and apply them in
action taking. For instance, strategic leaders learn professional changes and
implement them in the organization. To effectively implement change, the leaders
teach their employees new skills, norms, and behaviors. In response, every
stakeholder successfully applies the learned aspects and innovation in the
organization results. On the other hand, organizational leaders can subject their
employees into seminars, in-session training, benchmarks among others, to enhance
organizational change. When employees attain new knowledge from these methods, they
are likely to apply in their daily working. Therefore, progress in the
organizational is likely to be met. Lastly, change can be enacted in organizations
by incorporating new technologies at work. Every stakeholder has, therefore, to
learn how to use it. In this process, therefore, it is evident that learning and
change are interdependent