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Introduction to Liberating Structure Design-Part 2

Updated: Apr 13

If you want to move faster and lead the organization in mastering agile learning liberating structure is the key. We have started introducing liberating structure’s 33 official design menu from our previous blog which consists of the first four designs stating details of 1-2-4-All, impromptu networking, nine why’s, and wicked questions. In today’s article, we will be moving towards discussing the next liberating structure designs. They are mentioned in detail below.

Appreciative Interview

Many have reached their success from listening to others' success stories and this is the same thing that will also help in liberating structure to motivate the teams and list out what is required for their success in an hour. By listening to success stories on a particular theme teams can collect insight and patterns for required success.


  • Starting from a positive note helps generate constructive energy

  • Helps in spreading tactic knowledge of the field

  • Improves peer-to-peer learning, community building, and mutual respect

  • Helps in exploring messy and complex problems


  • Ask participants to provide a title to their partner’s story

  • Start with asking a story about a particular situation

  • Try to add more interviews before building up the pattern

  • Ask participants to share their views on the story about what is right and wrong or how they would have helped in it

  • Provide full visibility of stories and pattern


“To destroy is always the first step in any creation” as said by E.E.Cummings, is what liberating structure TRIZ design understands. With TRIZ, participants easily and freely state the taboo things that are stopping them from success and also let them go to move forwards towards betterment. It first includes 3 steps taking 10 minutes each where a list of worst scenarios with applying strategy are possible, then listing the counterproductive activities and third steps to take for reaching desirable results.


  • Using fun ways lay a foundation to let go the destructive activities

  • Create space for innovation

  • Create trust within scrum teams


  • Start with the most unwanted result

  • Check with the team that seems confused

  • Number decisions that need to be stopped

  • Make sure suggestions are about stopping activities and not about adding new ones

15% Solution

This 20-minute design menu of liberating structure helps the team to focus more on what they can do immediately instead of whining about what they cannot change. This 15% solution starts by asking a question what is your 15 % where you have the freedom to act? Starting first individually then pairing groups as many numbers required. The first individual list their 15% and then share their ideas within-group further providing consultation within themselves.


  • Takes the scrum team away from powerlessness, negativism, and blockage

  • Build strong trust

  • Reminds of idle capacity and resources

  • Reduce waste

  • Disclose bottom-up solution


  • Check items are within the discretion of individual

  • Make it a routine to ask 15% in meetings

  • Try to explain with the story how small change makes big difference.

Troika Consulting

A 30 Minute activity of Troika Consulting helps participants to ask for help within themselves for their problems and also provides wisdom for the one who coaches others. Starting by asking to share issues they face and then provide peer to peer coaching within them will help in discovering everyday solutions.


  • Improve skill in asking for help

  • Helps in learning to formulate issues and challenges clearly

  • Build self-organizing capacity

  • Improves scrum team trust within due to mutual support


  • Form groups with mixed roles

  • Make participants notice the pattern of offered support

  • Divide time into more rounds for more effective results

  • Ask participants to take a risk and maintain empathy

W3 What, So what, Now what?

Every project needs to be looked back to know what is achieved and further, what changes are needed with W3 this is a simple task of 45 minutes for any number team. Create a team of approximately 10-12 people of the same or different functionality. Firstly discuss what happened to the situation. Then move towards the question so what? Discussing to understand why it’s important and what pattern is emerged. Then work on now what? To know what actions to be taken further that will make better sense.


  • Helps avoid the same mistake repeatedly

  • Helps everyone to start on the same page

  • Eliminate jumping prematurely for actions

  • Unleashes action of complex challenges


  • Repeatedly practice- what, so what, and now what

  • Appreciate and recognize candid feedback

  • Give time for debriefing instead of rushing or trivializing it.

  • At every end always practice debriefing W3

This design menu of liberating structure helps the scrum team in being clear with what are their requirements for success, a list of requirements, clear skills to ask for help if needed, and previous observations and further actions to be taken.

About Advance Agility

We, at Advance Agility, are the new-age Agile Coaching, Consulting and IT services company. We enable end-to-end Digital Transformation. Agile execution is integral to our being. We are doing SAFe implementation with small, medium and large organization across the globe. Our vision is to be the leading Agile execution player globally. To keep adding value at every process stage. We are on a mission to empower our clients, move from concept to cash in the shortest sustainable lead time by adopting human centric approach to business agility. Embracing the change is in our DNA. Things that keep us apart are Quicker and Seamless execution with End-to-end gamut of services. Our Global presence and Stellar Track Record give us an edge over our competitor.

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