One of the Characteristics on new business is increase of competence and complexity in work atmosphere. Economic institutions need consecutive charge in order to solve challenges to get more benefit from market. Using organizational innovation is one of the ways responding to changes. Thus nowadays organizations are relying on innovation creativity of their employees. Leading in these organizations needs new concepts and treatments which can support learning. In the past, only leaders and employees were thinking of learning, but nowadays even organizations are looking for learning. If organizations want to have innovation and changes as an obligatory matter, Organizational learning should be considered as well. In fact the advantage of organizations will be their more speed than their oppositions. For this reason some researchers have investigated the effect of organizational learning on innovation and have paid attention to the effect of both mentioned factors on performance more ever they use statistical method to get to their goal. This present text has been formed to investigate the mutual relation between organizational learning and innovation and their influence of performance but the difference is that instead of using statistic method it has used system dynamic approach. Because by using this approach the influence of any of the factors on each other will be visible, also, these influences will be investigated during anytime rather than one particular period of time. The approach of this text will be studying of a research unit. As this model will be used in a research center, two factors namely, knowledge management and change- wanting leading have been identified to affect organizational learning and innovation. Thus considering the literature of knowledge management and the role of leading in protecting organizational learning and innovation, relations have been designed. In the end, the resulting model will be compared to the gained results from the organization we are studying and model will be designed base on the organization behavior and literature results. Then it will be simulated and by watching variant ?s behavior in the long run, some policies will be made. Results of the following model have proven that innovation and organizational learning have positive effect on performance. When organizations get orders without considering the abilities of themselves it will have negative effect on both innovation and performance. Furthermore, improving organization learning will reduce the hire rate. More ever, the decrease in organizational discussion meetings will have negative effect on both innovation and organizational learning.