The Comprehensive School Herodotus , born from the process of sizing the school network as a result of Law no. 111 of 15th July 2011 , is located in the hamlet of local Scalo di Corigliano Calabro , in the heart of the Plain of Sybaris. The institute consists of two complexes of primary school accommodating 600 pupils, a plexus of nursery school for 148 pupils and a plexus of middle school with 444 pupils. The teachers are all over 115 . The project has the ambition to establish itself in the direction of organizational improvement . In particular, the study visit to the headmaster and teachers of the staff should be able to have evidence regarding: the ' primary and / or secondary schools in England with visits to and discussions with principals, teachers , inspectors and consultants focusing on the enhancement of the quality of the opportunity to exchange ideas and experiences and to develop links with other European educators OBJECTIVES Strategic re-orientation reorganization Process Change Change of culture and behavior RECIPIENTS: The recipients are : the headteacher and n . 3 teachers staff with language skills in English. METHODOLOGY The methodology in carrying forward our project will be inspired by 1.Gradualità , processuality , operation, organic , consistency. Will be promoted a gradual approach to the concepts and each proposal will be considered as a context in which we learn to understand, describe , problematize all aspects of reality are considered significant , exchange views and mental models . 2 . Contribution of new technologies . The technology will be put to the service of organizational learning through the provision of activities that make use of multimedia and software requirements. The design of multimedia courses will also pay special attention to the links and relationships between the apsetti organization. The strategy is , therefore , aimed at promoting self-development processes through the use of e-learning methodologies , made ​​possible by the expansion of computer networks and the exchange of information and network communication flows , and to make more and more involved the staff at all levels of operation and responsibility, professional growth , with the help of technology that allows everyone access to information directly from their workplace. The methods and tools will also be those that focus primarily on the action plan for individual methods and tools that have a direct impact on an organizational level . Importantly , in this regard, that the most appropriate design solution provides for the simultaneous use of multiple methods. The design process involves the simultaneous use of different methods that reach individual goals , team or organization , passing through a very wide range of approaches, techniques and tools. Among the numerous methodological proposals , in this context it was decided to deepen just a few, according to the following criteria: • experience as a key value of the learning process , both on the individual and on the organization ; • proximity to the operating environment of the people , which allows for continuous and fruitful interchange between the acquisition of knowledge , experimentation with new skills and their transfer ; • innovativeness of the means and instruments, both in terms of process and in terms of technology. RESULT Developing a learning strategy ORGANIZATIONAL means , be able to effectively monitor the intermediate results of operations through measurement parameters capable of detecting : • incremental improvements vs. discontinuity • impact of the intervention on conditions / factors of the organization • impact of the intervention on the management • impact of the intervention on people. Continuous monitoring of the project allows you to detect the creation of unexpected results or not encoded in the design phase and allows you to re - define the objectives , processes and methods of intervention. LONG TERM BENEFITS The project triggers an interesting process of developing and sharing new visions that often introduces elements of divergence and innovation in the corporate culture . This is certainly a benefit limited to a relatively small number of people, but of much greater effect in terms of quality because the people involved are often holders of significant organizational responsibilities .