My Experience With Using Liberating Structures, Online
What makes a Liberating Structure more suitable for online usage or in-person? What’s the difference?
Interested in learning many different Liberating Structures in an intense 2-day workshop? Check out our agenda for upcoming Immersion Workshops. If you’re aiming to join, book early — they are exceptionally popular. Please note that this will be an in-person workshop, not an online session.
In the past 2,5 years, I’ve used dozens of Liberating Structures online. I’ve used them as part of our Scrum.org PSM II class (which is packed with Liberating Structures), during the many meetups within The Liberators Network, and with workshops for clients. I’m convinced that Liberating Structures help you get the most out of online interactions, and they make collaboration much more effective and joyful.
I do have mixed experiences. Some structures work exceptionally well. With other structures, I don’t have the same impact compared with in-person usage. So, what makes a Liberating Structure more suitable for online usage or in-person? What’s the difference? And, what’s the impact? Is it possible to tweak these structures and make them work anyhow?
I’ll share my personal experiences in this blog post. I won’t describe all the Liberating Structures in full detail, I assume you already have a basic understanding of them. Check the links I’ve included for step-by-step instructions. And although I’ve tried probably all 33 structures, I won’t describe all of them. I’ve only chosen the ones that stand out the most.
“I’m convinced that Liberating Structures help you get the most out of online interactions, and they make collaboration much more effective and joyful.”
Use the right tooling
What is exceptionally important when using Liberating Structures online, is that you have the right tools. Because Liberating Structures are fundamentally about breaking down large-group interactions into smaller groups, you need tools that allow you to create subchannels or breakout rooms easily. Zoom is ideal for this, but similar features are available in tools like Teams and GotoMeeting. We also recommend a virtual whiteboard where you can collect shared insights, like Mural, Miro, or Google Slides.
I like to keep things simple, and therefore only use Zoom for setting up breakout rooms, and Google Slides to share the flow of the session, give instructions, and capture ideas & insights. A quick search on Google already results in tons of other tools that you can use. For example Gather Town, SpatialChat, or Welo. In this article, I’ll focus on tools like Zoom and Google Slides. Obviously, feel free to share any other tools that worked for you. I’m happy to learn from your experiences!
In general, my recommendation is to check the virtual Liberating Structures community handbook. It’s packed with links on how to use Liberating Structures online.
Liberating Structures that work really well online
It’s interesting that some of the more complex Liberating Structures are actually easy to use online. For example Ecocycle Planning, Panarchy, and Critical Uncertainties. These ones might even be easier to use online, than in person. This probably is due to the focus on identifying patterns. An online whiteboard makes it very easy to spot patterns and differences. Structures that are quite straightforward, and don’t require any “breakout room magic” also work perfectly fine online.
- Ecocycle Planning & Panarchy. With Ecocycle Planning and Panarchy you explore what it is that you’re keeping in the air (but shouldn’t), and what it is that you aren’t (but should). You can do this for activities, relationships, basically everything you do as a team, organization, or community. Both structures work exceptionally well online. They help you to see the “forest AND the trees”. When using an online whiteboard, it’s easy to zoom in and out and identify patterns across the different Ecocycles. I’d say these structures work even better online, compared to in-person.
- Critical Uncertainties. The overall purpose of Critical Uncertainties is to identify and explore the most critical and uncertain “realities” and formulate strategies that will help you become successful in these different situations. You do this by creating a grid with four quadrants. Each quadrant contains a potential scenario. Because this structure is also about identifying patterns, it’s really easy to use online. Especially in large groups, the participants can easily spot patterns and differences across the various grids. And, it saves a lot of sticky notes, so it’s planet-friendly as well.
- UX Fishbowl. With UX Fishbowl you allow groups to share know-how gained from experience with each other. When used in person, the inner circle shares their experiences, while the outer circle listens and offers questions. When used online, I ask the “inner circle” to turn on their cameras, while the “outer circle” turns it off and also mutes themselves. After the first round, I move the outer circle in breakouts to identify questions for the second round. This works really well online.
- Celebrity Interviews. This structure exists to help experts and leaders share their experiences and insights with a group in a profoundly more engaging and interactive way than regular presentations. It’s probably the easiest one to run online because it’s quite straightforward and doesn’t (necessarily) require breakout moments. As part of the preparation, I ask the participants to share their questions upfront. These are included in Google Slides and are the starting point for the interview. It’s perfectly fine if new questions emerge, it mostly serves as a foundation. Some examples of interviews we’ve conducted are with Roman Pichler, Daniel Vacanti, and Bas Vodde.
- Purpose-to-Practice. This structure is a great start for every initiative. For example a team kickoff, a new project, or the start of a new user group. It’s also one that you can make as complex as you want. You can run it within one hour, or make it a multi-day workshop. My preference is to stick to 90 minutes and focus on simplicity. I’ve recently used it to kick off our local user groups. Each of the five parts was discussed in small groups in breakouts, and the key findings were captured in Google Slides. It’s possible to make a good start for the initiative within 90 minutes. The purpose of this structure is to revisit it more often, so that's something to emphasize as well. Here’s an example of the Google Slides we’ve used.
- Drawing Together. Drawing Together is a Liberating Structure that is all about creativity and interpretation. It exists to reveal insights and paths forward through nonverbal expression. Instead of using verbal language as its medium for interaction, it makes use of constrained visual language with five purposefully abstract symbols. This one is actually quite easy. I explain the five symbols and ask everyone to grab a piece of paper. They’ll have 5 minutes to draw their challenges & journey on paper. Next, I move everyone to breakouts to share their drawings. The combination of using physical paper within an online setting proves to be a powerful combination.
- Conversation Cafe. This structure encourages people to listen and understand each other’s perspectives on a profound, shared topic or challenge instead of trying to convince or persuade others to see it your way. It’s probably the structure I used the most, online. It’s pretty straightforward, easy to use with large groups, and can result in valuable conversations for everyone. I do always keep everyone in the breakout rooms for the entire Conversation Cafe. So, before the start, I explain the various rounds in detail and emphasize that they’ll be in a breakout room for 45–50 minutes. It’s up to them to timebox the rounds, use a talking object, and encourage everyone to stick to work agreements. Afterward 45–50 minutes, we discuss key insights in the main channel.
Liberating Structures that work well but might require some tweaking
The following Liberating Structures are also suitable to use online. I have found though, that they do require a bit of tweaking. With in-person workshops, I prefer to only give just-enough explanation upfront. This prevents everyone from being overwhelmed with instructions. As such, they can focus on the conversation, not on the structure. Online, I do often give all the instructions upfront, so I don’t have to bring everyone back into the main channel to explain the next step. I’ve experimented with broadcasting messages into breakout rooms, but that often resulted in confusion, because not every noticed the messages. Some examples of structures that work just fine, but require some tweaking are…
- Impromptu Networking. Impromptu Networking allows a group of any size to form personal connections and share ideas in less than 20 minutes. It invites everyone to participate from the very start and share stories, challenges, or experiences with each other. This structure is definitely possible online, but it’s not as smooth and rapid compared to in-person. In-person, I use rounds of 3 minutes, online I need at least 5 minutes. Also, it takes some time to reshuffle the breakout rooms, and with smaller groups, you need to pay attention to creating unique pairs for each round. Ideally, the group self-organizes themselves into new pairs each round. Online, you need to take care of this.
- 1–2–4-ALL. The Liberating Structure 1–2–4-All is one of the most applied facilitation techniques from the total collection. Within 12 minutes you can engage everyone simultaneously in generating questions, ideas, and suggestions. In-person, it’s super simple to facilitate. Online, it’s definitely possible, but the flow of moving everyone from individual thinking, into pairs, and into groups of fours is less smooth. Especially if you want to keep the pairs together when moving into groups of four. I haven’t figured out an easy way to do it. Sometimes I simplify this structure by making it a 1–3-ALL. Less powerful, but it still builds up from individual thinking, towards small groups, and finally towards the group as a whole.
- Appreciative Interviews. This structure helps groups identify enablers for success. Starting from what goes well — instead of what doesn’t — liberates spontaneous momentum and insights for positive change as “hidden” success stories are uncovered. What I find difficult with this structure online, is the 1–2–4-ALL flow it contains. First, everyone thinks individually about a success story. Next, they interview each other in pairs. The pairs move into groups of four, and all stories are shared and patterns digested. When working with a large group (16> people), it’s quite tough to keep the pairs together and move them into groups of four. I often simplify this structure by not necessarily keeping the pairs together when creating groups of four. It does take away a unique twist of Appreciative Interviews.
- Helping Heuristics. The purpose of Helping Heuristics is to progressively give and ask for help, and to explore what is made possible by this progression. In three rounds of 10 minutes each, participants rotate between three roles: coach, observer, and client. During each round, the client first shares a personal challenge, after which the coach applies four progressive methods for giving help. In the meantime, the observer notices patterns in the interaction as well as what is made possible by the four methods: Quiet Listening, Guided Discovery, Loving Provocation, and Working Together. Online, 10 minutes is way too short. I often use 30–45 minutes. Some groups also struggle with understanding the three roles and four methods. It takes practice to use them effectively. When used in person, it’s easier to notice which group struggles, and to offer support. It’s more difficult to notice online. An option is to make a work agreement, that when a group struggles, they can ask the host for help. Another option is to run an example round in the main channel together, and only afterward move everyone into breakout rooms.
- Open Space Technology. Open Space Technology liberates action and leadership in groups of any size. It does so by bringing together a large group of participants who are committed to addressing a complex problem and giving them full freedom to determine the agenda, the topics, and participation. I’ll confess that I haven’t used this one online yet. I don’t see this work easily in Zoom (please correct me if you’ve got other thoughts), but with tools like Gather Town or Welo, it should definitely be possible to run Open Spaces! If you’re interested in learning more about it, check this LinkedIn post by Alexander Krause.
- Shift & Share. With Shift & Share you help spread novelty across groups and functions. Innovators showcase their ideas or products and gather meaningful feedback in short cycles. In one hour or less, it’s possible to include everyone in a large group and make every voice heard in a structured, constructive way. This structure works quite well online. Especially if you use Zoom and an online whiteboard like Mural or Miro to create different ‘stations’. Or, give each breakout room a specific name (the name of a station), and in multiple rounds, the same groups visit different stations. Insights can be captured in the online whiteboard and/or Google Slides.
- Troika Consulting. In this structure, groups of three participants give and get creative and imaginative help on a challenge they face. This structure works perfectly fine online. In this article, we explain in detail how to use it in an online setting. I do always make a couple of tweaks. In person, I give the instructions step-by-step. Online, I explain all the steps upfront, so people stay in the breakouts for the entire session. As such, I don’t disrupt the flow, and participants become responsible for their own timeboxing. If there’s a risk of people dropping out — in particular with large groups and public meetups — I sometimes use groups of 4, not 3. If one person drops out, the groups can still continue Troika Consulting. I’ll leave the decision to the group to stick to 3 rounds (as a result, one person can’t be the client), or do 4 rounds with shorter timeboxes. The unique twist of Troika Consulting — the client turns his/her back on the consultants — is pretty easy to use online. The client can simply turn off the webcam and sound, or keep it on and literally turn her back towards the webcam.
Liberating Structures that I find difficult to use online
- Improv Prototyping. The purpose of Improv Prototyping is to re-enact a challenging scenario faced by a group or an individual and work together to devise different behavioral strategies and interventions by acting it out. The twist that this structure brings is that the person who introduced the scenario becomes the ‘director’, while the others become the ‘actors’. This allows the director to playfully experiment with strategies, behaviors, and interventions. I haven’t figured out how to effectively conduct role-playing online. In-person, this structure is energetic, highly interactive, and even a bit chaotic. It’s built on rapid rounds of improvisation and continuously draws in fresh perspectives on how to improve interaction. Online, this structure doesn’t seem to have the same impact.
- Heard, Seen, Respected. This structure is all about building empathy and compassion. It does so by inviting us to share a story of a time when we felt not heard, seen, or respected. But also by inviting us to actively listen to the story of another person. Having someone actively listen to your story — without them judging or interrupting you — is liberating. It also builds connections. Although this structure is easy to facilitate, it doesn’t have the same impact compared to in-person. An online setup flattens the experience and lacks the intimate connection people make when used in person.
- What I Need From You. The Liberating Structure “What I Need From You” helps groups to clearly express their needs and for others to clearly respond to those requests, sidestepping the kind of corporate jargon that often muddies such requests. The steps this structure uses are definitely possible to use online. It’s not complicated. I guess what makes this structure more difficult to facilitate online is the sensitivity it includes. It’s quite exciting to express the needs you have for others. Especially if a team needs to address the needs they have for higher management. It requires trust, courage, and openness. I’ve experienced that online people address the more difficult needs less quickly compared to in-person. I’m not entirely sure why this happens, maybe an online setting is less inviting to share sensitive topics?
- Simple Ethnography. Simple Ethnography is all about gathering empirical data through observation. Part of observation is being curious, asking questions, and refraining from judging. This allows you to see what’s really going on. What’s the real challenge a team is facing? What patterns can be noticed in how people interact in this organization? Based on our observations, what seems to be a good next step? It’s definitely possible to use this structure online. For example, you can join breakout rooms and observe & listen. But a consequence of online collaboration is that you are not able to notice the same things compared to in-person sessions. It’s a completely different ball game. Simple Ethnography becomes more mechanical. I can still notice who’s talking and who isn’t. But I can’t really ‘sense’ and ‘feel’ what’s going on in the group.
- 25/10 Crowd Sourcing. This is a structure that allows you to rapidly generate and sift through a group’s boldest actionable ideas. We’ve applied this structure both to small (12–20 members) and large groups (>150). Not only is it an innovative way to identify bold, ‘out of the box’-solutions, but it is also appreciated by participants for its highly active nature. Its highly active nature is also the reason that I struggle to use it online. David Heath did great work in developing an app for 25/10 Crowd Sourcing. And I can definitely recommend trying it. My personal preference is to use this one in person. I’ve noticed that when used online, I need to make too many adaptations to make it work, and as such, lose the strength of this structure.
So, what’s my verdict?
For the past 2,5 years, my work shifted almost fully towards online collaboration. Mostly due to the Corona pandemic, but also because and I changed our focus towards product development. I have hosted many online meetups, workshops, reviews, retrospectives, and other calls. And I have to say, Liberating Structures made this an enjoyable experience! Liberating Structures definitely helped me to get the most out of online interaction and collaboration.
“Liberating Structures helped me to get the most out of online interaction and collaboration.”
It does have its limits. Somehow, using Liberating Structures online flattens the experience. It becomes more mechanical and less fluent. This is understandable, but it does sometimes take away the unique experiences the structures can offer. Timeboxes take way longer, structures often require simplification, and sometimes certain parts of the structures get lost.
“Somehow, using Liberating Structures online flattens the experience. It becomes more mechanical and less fluent.”
Personally, I’ve got a preference to use Liberating Structure in person. It’s simply more enjoyable to use, creates a completely different dynamic in groups, and offers a more ‘rich’ learning experience. Ideally, participants experience Liberating Structures first in-person, and only afterward online. As such, they can make a good comparison and work together to minimize the differences. But I also understand that not everyone has this luxury.
In the end, you can probably make every Liberating Structure work online. I am curious to what end you can stretch the structure, without losing its original potential. It totally depends on what tools you prefer to use. Online work is here to stay, and I can only encourage and praise all the initiatives everyone takes to use Liberating Structure online. Let’s keep experimenting, and sharing ideas and insights. I’m confident that within the constraints online work offers, we can make it a great experience for everyone, with Liberating Structures as a solid foundation!
Interested in learning many different Liberating Structures in an intense 2-day workshop? Check out our agenda for upcoming Immersion Workshops. If you’re aiming to join, book early — they are exceptionally popular. Please note that this will be an in-person workshop, not an online session.
