At Makeshapes, we believe that some of the most profound professional growth and development happens through dialogue. Our vision is to make meaningful group learning available to everyone because we know that everyone has something to learn, and everyone has something to teach.

While individual e-learning has its place for information transfer, "Social Learning"—the act of learning with and from others—is a powerful tool in bridging the gap between knowing something and actually doing it. In a modern, hybrid workplace, this connection is more vital than ever.

Here are ten practical ways you can use the Makeshapes platform to have an impact across your organization.

What it is: Moving your entire workforce through a specific, high-priority learning experience at the same time.

Best for: Urgent mandates like Mental Health Literacy, AI Fundamentals, or New Value launches.

Why it works: Instead of a "trickle-down" approach where knowledge gets lost, you reach a cultural tipping point in days. When everyone is talking about the same thing at the same time, the language of the organization changes overnight.

What it is: Empowering managers to host structured, impactful learning for their own direct reports.

Best for: Initiatives that require contextualization, building alignment, sharing tacit knowledge and organizations wanting leaders to play a bigger role in team development.

Why it works: Managers don't need to be "facilitators" or subject matter experts. The platform guides the conversation, allowing the leader to participate alongside their team, which builds trust and ensures the learning is applied to their specific daily work.

What it is: Small groups of colleagues at a similar level meeting to reflect on a topic and hold each other accountable.

Best for: Supporting application of learning within bigger programs (e.g. Leadership), bringing structure to Communities of practice, or supporting post-event reflection.

Why it works: Social accountability is a powerful motivator. When peers share their challenges and successes in a structured format, they are significantly more likely to apply new habits than if they were alone.

What it is: Short, focused group sessions (15–30 minutes) that address immediate, tactical needs.

Best for: Running a project pre-mortem, learning how to give better feedback, or improving meeting rituals.

Why it works: These are "learning plays" that fit into a standard team meeting. They provide immediate capability uplift exactly when the team needs it, without requiring a half-day workshop or needing external resources.

What it is: Using the platform’s interaction tools to gather honest, bottom-up insights from your workforce.

Best for: Identifying "cultural headwinds," testing the resonance of a new strategy, or pulse-checking organizational health.

Why it works: Because participants can respond anonymously and see aggregated group results in real-time, you get a much more honest picture of the organization than a traditional top-down survey can provide.

What it is: Moving away from passive "reading lists" to group-based induction experiences for new hires.

Best for: Cultural immersion in the first 30–90 days of employment.

Why it works: New hires don't just need information; they need to feel like they belong. Group induction fosters an immediate sense of "tribe," helping new employees absorb the organization’s tacit knowledge through dialogue with their new peers.

What it is: Utilizing internal "hosts"—who may not be experts in the subject—to deliver high-quality, professional-grade sessions.

Best for: Global rollouts where you have limited L&D resources but need to reach thousands of people in different regions.

Why it works: The platform handles the "expert" delivery and timing, while the host handles the local "human" experience. This ensures 100% consistency of the message regardless of who is in the room.

What it is: Structured group sessions designed to help employees reflect on and apply key takeaways from major organizational events.

Best for: Use after conferences, company all-hands meetings, or strategy offsites.

Why it works: Large events often generate inspiration but lack immediate application. A structured debrief helps teams filter the information, identify what matters to them locally, and prevent the "event hangover" where ideas are forgotten within 48 hours.

What it is: Using the platform to help teams interpret their specific survey data and co-create action plans.

Best for: After receiving annual engagement, pulse, or culture survey results.

Why it works: Surveys can often feel like a "black hole" to employees. By bringing the data into a group experience, teams move from being subjects of a survey to owners of the solution. It converts passive feedback into active commitment and local change.

What it is: Capturing the knowledge of your internal experts and transforming it into an auto-facilitated group experience that any team can run.

Best for: Technical training, niche proprietary processes, or "institutional knowledge" held by long-term employees.

Why it works: Internal experts are often high-value individual contributors whose productivity is hindered by constant requests to "run a training session." By "bottling" their expertise once, you free them up for high-impact work and ensure their knowledge stays within the organization even if they move on. It transforms individual head-knowledge into a permanent training asset that can be accessed at any time.