The chosen solution to these issues was the implementation of a new organizational culture, the learning organization, which had three main goals: better quality and security in health care, support for nurse practice, and knowledge transfer. The implementation, which began in 2005, was done in two initial phases. The first was the restructure of the continuous support to nurses in their practice through a mentoring program. The second phase, that aimed to accommodate, support, and retain employees, was realized through the development of learning strategies focused on the idea of knowledge that was there “just in time, just enough, and just for me”.