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For PD to be transformative, it helps if an organization is committed to being a learning organization. In a learning organization, everyone is committed to their learning, everyone is expected to learn, and everyone learns. This value shows up in goals and priorities, in evaluations, and in the adult culture. Table 0.3 offers a description of a learning organization. As you read each indicator, note whether there's evidence in your organization of the indicator—maybe jot down “yes,” “no,” or “some” in the margin.

We include this here to acknowledge the organizational context in which you lead and facilitate PD. If you work in an organization that doesn't have any of these indicators of being a learning organization and you are committed to designing and delivering transformative PD, we want to acknowledge that it's going to be hard—not impossible, but hard. If this is the situation you're in, you'll need to address the larger organizational culture, while also implementing the strategies we're sharing with you.

Table 0.3 Indicators of a Learning Organization

Learning Environment
Psychological safety	We can disagree with colleagues or supervisors, we can ask any kind of question, we can make mistakes, and we can express divergent opinions.
Appreciation of difference	Our discussions surface differences in ideas, and we have healthy disagreements about ideas.
Openness to new ideas	We are encouraged to take risks and try new things, and we do so.
Time for reflection	We take time to pause, thoughtfully reflect on our processes, and learn from our experiences.
Feedback	We get feedback on our work from multiple sources (including from colleagues and supervisors).
Purpose	We feel that our work matters to us personally and is connected to something bigger than us.
Learning Processes and Practices
Orientation	Our learning is connected to and in support of the organization's core purpose.
Generation	We generate new learning together.
Interpretation	We make sense of our learning together.
Dissemination	We share what we learn with each other and outside of our group and organization.
Leadership
Listening and questioning	Leaders prompt dialogue and debate.
Honoring process	Leaders ensure time for reflection, generation, interpretation, and dissemination.
Openness	Leaders are willing to entertain alternative points of view.
Modeling	Leaders make their learning visible and model the practices of a learner.

Source: Based on Garvin, Edmondson, and Gino (2008).