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- Physical infrastructure support
- Time and space
- Organisation's belief and culture

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I agree with Carol on assigning of work buddies. It feels informal and more relaxed as a structure.

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There is always this tension between accountability and autonomy. SSDs might want to promote IPL by reducing the number of hours of formal PD, but she will be concern about explaining the outcome of IPL to the SLs. I think we have to be comfortable that some form of learning simply can't be measured, but that does to mean that they don't exist.

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1. Assigning multiple mentors / coaches / buddies to staff for a start.
2. Ensuring the purpose of learning is communicated clearly to staff [i.e for growth and not performance based]
3. Ensure manageable workload for staff

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I think SgDLC is a very good example of a space that promotes a lot of informal learning. Sometimes, just looking through some of the posts helped me gained a lot of ideas and understand the issues faced in schools. The crowd-sourcing solution is also well-received.

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Informal learning took place over coffee sessions (It helps that the school had a cafe) with a senior teacher in school whom was not my RO or assigned mentor. For that fact, that it was informal, the sharing were very rich (which I think because we assume there is no judgment from either) so we could really dwell into topics whether good or bad, experiments which were succesful or otherwise, etc. Just really solid genuine sharing!

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Many schools have started to use HBL days for staff to pursue their interest (Staff Interest Days) (every two weeks/weekly) Through these days, staff get to build connection and gain trust amongst colleagues and might set the direction for IPL to take place in time to come.

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Adequate supporting structures in schools. Consider looking into the school team to harness these structures.

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Adequate supporting structures in schools. Consider looking into the school team to harness these structures.

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Setting up interest groups, starting new project

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I think physical support structure is secondary as IPL, in my view, tend to be self-directed. More important is the culture building (ie the norms and practices within the school) by the SLs and KPs. Are they comfortable with teachers engage in random conversations not related to TnL, students and/or school related stuff....

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Having time and space to engage in personal deep reflection on my own professional practices (T&L, supervisory practices, leadership skills etc] would lead to conversations with like-minded colleagues or searching for answers in www.

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Informal learning takes place when individuals are in a most relaxed environment where trust and connection have already been built. With trust and connection, informal learning can take place anywhere.

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One way that I learn informally usually arises from a need/gap/desire to know/learn something. So typically, it first goes into an online search for more information, asking the experts/people around me. Surrounding myself with like-minded folks and engaging in meal chats often result in some form of informal learning.

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Value in learning; relevant to their work or personal lifestyle. Social groups with the professional discourse and its application in our work

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Value in learning; relevant to their work or personal lifestyle. Social groups with the professional discourse and its application in our work

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Always reflect on the areas that I need to improve on, it can be very small like language used, or highly conceptual issues. I suppose become of these reflections, I somehow is able to find many learning opportunities around me.

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Autonomous learning.

People like to talk about social learning/collaborative learning as a large part of IPL, but I think there's also value in allowing one to work on their own craft as they shift in and out of different organic collaborative groups.

When you have a specific goal that's intrinsically driven, you'd be going at your own pace, working with colleagues, mentors, and students to improve your craft in different collaborative circles, but you also have personal time to reflect and think about these experiences to increase the complexity of your engagement with whatever goal it is you set.

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Academy Awards. Acknowledge officers who have contributed to the PL of others in the fraternity, especially in coaching/mentoring. I see this as potential for featuring voices from the ground (through vignettes, audio clips etc) e.g.,  for altPD space?

Or do we want to leave it at the intangible rewards level for IPL?

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Formation of organic collaborative groups: e.g., workplace (PDPO Workspace, AltPDSpace, SgLDC, etc.)

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What we can do more to capture/promote the articulation of tacit knowledge in specific areas?

What do we see as success indicators of effective IPL?

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In your own experience, what are some ways you (or others around you) have learnt informally?

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In your own experience, what are some ways you (or others around you) have learnt informally?

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What are some support structures you feel might be useful in promoting IPL (both in schools and in HQ)?

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What are some support structures you feel might be useful in promoting IPL (both in schools and in HQ)?