I would argue that in an intelligent organization, the prime purpose of work is learning.
This implies that teams for whom learning is primary outperform teams in less intelligent organizations where learning is treated as optional or unfortunate obligations that "take people away from their work."
In unintelligent organizations, uncertainty and ambiguity are positioned as the enemy. This drives the anxious imposition of structures, strategies and systems designed to prevent and eliminate life's constant: change. Unintelligent organizations as a result create their own learning disabilities, and because blame is paramount to unintelligent systems, they rarely suffer from taking responsibility for their own self-inflicted learning disabilities.
In intelligent organizations, curiosity is the highest form of consciousness, connection and culture. Unknowns are treated as the prime currency of learning, which is treated as the prime character of success and growth of the organization, its teams, its people and markets.
In intelligent organizations, learning manifests in the forms of humble inquiry, relentless research and continuous experiments. It invigorates the thrivancy of the organization and everyone it touches.
New questions organize each conversational space, each project and interaction. People are interesting in intelligent organizations because they are interested. You can hear it, see it and feel it any time you're interacting with an intelligent organization. It is that palpable and powerful.