I was making a point elsewhere in this thread that the best way to learn is to teach; and that's why Stack Overflow was valuable for contributors, as a way of honing their skills. Not necessarily for points.
What you need to do, in your organization, is to identify the people who actually care about teaching and learning for their own sake, as opposed to the people who do things for money, and to find a way to promote the people with the inclination to learn and teach into higher positions. Because it shows they aren't greedy, they aren't cheating, and they probably will have your organization's best interests at heart (even if that is completely naïve and they would be better off taking a long vacation - even if they are explicitly the people who claim to dislike your organization the most). I am not talking about people who simply complain. I mean people who show up and do amazing work on a very low level, and teach other people to do it - because they are committed to their jobs. Even if they are completely uneducated.
For me, the only people I trust are people who exhibit this behavior: They do something above and beyond which they manifestly did not need to do, without credit, in favor of the project I'm spending my time on.
>> But then beyond that there are hard/niche questions where the AI's are wrong often and humans also have a hard time getting it right, but with a larger discussion and multiple minds chewing the problem one can get to a more correct answer often by process of elimination.
Humans aren't even good at this, most of the time, but one has to consider AI output to be almost meaningless babble.
May I say that the process of elimination is actually not the most important aspect of that type of meeting. It is the surfacing of things you wouldn't have considered - even if they are eliminated later in debate - which makes the process valuable.