The purpose of this study is to present an enterprise case of organizational learning and the discussion and reflection of researchers’ intervention. In this case, the theories of intervention approach are based on Argyris & Schön’s “Organizational Learning”(1996), Argyris, Putnam & Smith’s “Action Science”(1985), and Schein’s “Process Consultation”(1988). In this study, twelve times of reflective conversations were conducted. And the intervention process can be divided into four stages, intake stage, orientation stage, conflict learning stage, and finally the ending stage. The most important thing in this study is the outside consultants and organizational staffs can co-construct a learning field of open conversation. At last, researchers reflect and discuss of self-learning, the construction of learning field and group, the facilitative and inhibitive factors of organizational learning, the roles and functions of consultants, the misunderstanding of organizational learning, and the suggestions to the case. The whole process of intervention is an temptation for consultants to try organizational learning , so as for the enterprise case. Consultants endeavor to initiate the conditions of collective reflection in the case. The researchers hope that the intervention method which fulfills the value and spirit of organizational learning can be more elaborative and practical, so that researchers, consultants and managers of organization can have alternative approach of organizational study method and intervention in the future.