1. Use your events and webinars to learn from your audience. Perhaps you want to know how your company can support your staff's wellness, what your team feel they need to learn in the months ahead or a trend that you need to prepare for. Use MentiMeter, a quick form or a poll to get a cross section insight super quickly.

2. If you see biases in how people react to your initiatives, find ways to overcome them in the initiative design. For example, in our case, when were asking people about what they know, we use the "rank" function rather than the "rate" function to overcome minority biases.

3. Build people's confidence through asking them to share insight with those who are keen to learn from them and where they're sure to have experience. If you want to help people to go for promotion, return to work or rise to a challenge where they're struggling, this can be very powerful.

4. Invite people to reflect on micro lessons in between learning interactions with other people. Organically, this will give them a tight feedback loop, the space to recognise how to do better next time and an immediate opportunity to put that into practise. We use Instagram stories to aid this.

5. Teach people how to share their own insights. For example, by asking "tell me about a time that using this skill made a big difference? How did this compare to a time when you or somebody else didn't have this skill?". This can prompt a richer conversation.