How a Simple Confluence Feed Sparked Company-Wide Learning About LLMs

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Learning in Modern Teams Is Broken 

Most teams want to learn about new technologies. Large Language Models, in particular, have become impossible to ignore. Every organisation senses that something important is happening - yet very few manage to build a sustained learning culture around it.

The challenge isn’t interest. It’s the way learning usually happens.

• A long Confluence page shared once.
• A training session that people attend but rarely revisit.
• A Slack thread that begins with enthusiasm and ends with silence.

Teams learn in moments, not modules. And yet most learning initiatives rely on formats built for one-time consumption rather than continuous engagement. 

Where Traditional Learning Rituals Fall Short

Formal learning has good intentions, but it rarely creates momentum.

Wiki pages are useful, but they live in isolation. They don’t spark discussion unless someone actively goes searching for them.

Meetings create shared understanding but vanish the moment the call ends.

Slack is lively, but everything disappears under the next set of messages.

The result is predictable: curiosity rises for a day, then drops. People don’t stop caring - they just lose the rhythm.

Learning becomes an event, not a habit.

The Amoeboids Experiment 

At Amoeboids, we decided to take a different approach.

Instead of “announcing” a full training programme, we simply introduced a new initiative: everyone, across roles, would have to present an LLM related topic each day for 10 minutes. 

There was no set-in-stone syllabus. No pressure to master novel & technical concepts. No expectation that people would suddenly become experts. 

The goal was much smaller and much more meaningful - to create shared awareness.

Trigger for this was that initially, people used to share interesting links or screenshots in Slack. That thread never turned into something longer lasting & meaningful.

The energy was there, but it wasn’t connected.

People were trying to learn - just not together. 

The Turning Point

Everything changed when the conversation moved into Chirp, our social-style feed inside Confluence.

It started casually: someone posted a short summary of a YouTube video on LLM training. Another teammate shared an article about tokenization. Someone else posted a simple question: “Why do LLMs hallucinate?”

The posts were short - a paragraph, sometimes just a few lines.

Not polished. Not formal. Just thoughts in motion. 

Very quickly, the feed stopped being a collection of isolated updates and started becoming a shared learning space.

People commented with examples. Others answered questions with surprising clarity. Someone posted an analogy they had just understood.

The learning initiative suddenly had a heartbeat.

Why It Worked

The reason this worked had less to do with LLMs and more to do with psychology. 

A Chirp post took 20 seconds to write - far less intimidating than creating a new page.

Because posts appeared in a visible feed, no one had to “remember” to check them.

Because everything was asynchronous, people interacted when they had time - not when a meeting dictated.

And because the feed built up over days, it became a persistent timeline of our collective progress.

• Learning moved from being assigned to being shared.
• Curiosity became contagious.
• One small post often triggered five or six others.

This wasn’t a course. It wasn’t a workshop.

It was something simpler - a culture of exploration, lightly held together by visibility. 

The Unexpected Benefits

The shift had ripple effects we didn’t anticipate.

People from different teams - engineering, QA, product - began discussing concepts together.

Junior members asked questions without hesitation.

Senior teammates shared simplified explanations in plain language.

Within weeks, the entire organisation had a clearer, more grounded understanding of LLMs than any structured programme would have produced.

More importantly, people began referencing these discussions in actual product conversations.

Learning started informing decision-making.

The feed itself became a record of how far we had come.

A Larger Reflection

What this experience taught us is simple:

Teams don’t need more complex training frameworks.

They need better learning surfaces - places where ideas can emerge, grow, and flow naturally.

Confluence gives knowledge permanence.

Chirp adds the everyday rhythm that knowledge needs to stay alive.

Learning doesn’t happen when someone uploads a 20-page document.

It happens when people share one insight today, a small question tomorrow, a useful link the day after - and all of it stays visible. 

A Simple Experiment Any Team Can Try

Pick a topic your team cares about.

Ask people to share one small thing they learn every week.

Make those posts visible where everyone already works. 

You may be surprised by how quickly scattered curiosity becomes shared momentum.

That’s what we experienced with our LLM journey - and why Chirp has become the natural home for ongoing learning inside our Confluence.