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The application of systems to support structural change can provide data, information and knowledge to where it is required and when required. Although organisational change strategies may be initiated for specific outcomes, they may have limited success by themselves. A Learning Organisation that requires a systems approach to learning and sharing knowledge, can enhance the overall capability of the organisation and ensure any gains made through interventions such as total quality management (TQM) can stimulate a culture for continuous improvements. Such a culture includes: external orientation to link with others to help with strategies; free exchange of information through well designed systems across organisational boundaries; information and knowledge management with groupware and intelligent agents (such as Resumix or CHAOS); valuing people for ideas, creativity and imagination, where views can be challenged; openness and trust encourages people to speak out; and, learn from experience where making mistakes is tolerated provided lessons are learnt. Newer organisation structures are becoming more fluid and hang together because of strong links required by the collaboration needs of individuals and teams that can be dispersed and may never even meet. Such structures depend on knowledge which can be leveraged beyond the individual working alone and measured so the organisation knows where to invest limited resource for the benefit of all and the long term survival in a constantly changing environment.