| Sumario: | This paper provides a conceptual framework that explains how the initiatives of changes in an era of rapid social progress, technological and imminent emergency cases, affect the learning capacity of the people and organizations are forced to learn and use with quickly new concepts, for them, to initiate changes in organizational behavior. From this perspective, explains that organizations focusing on learning as a change strategy incorporating several concepts, elements, knowledge and positions to adapt and creatively generate new ways of doing things. In the end we conclude that learning as a change strategy, assumes the role of guiding the organization in identifying possible ways of evolution and progress. That is, learning and dialogic processes change, and therefore, any change process is both a learning and a reconciliation of ideas.Key Words: Learning Organization, Strategy, Change, Management, Action theories.
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