Liberating Structures zijn een set van interactievormen die de minimale structuur bieden om chaos en tijdsdruk te voorkomen en de vrijheid geven om creativiteit, ruimte en hardop denken te stimuleren. Deze interactievormen worden met name gebruikt in workshops, overleggen en 1-op-1 gesprekken. Als designgroep voor de Nederlandstalige Liberating Structures immersion workshop zijn wij overtuigd van […]

Liberating Structures zijn een set van interactievormen die de minimale structuur bieden om chaos en tijdsdruk te voorkomen en de vrijheid geven om creativiteit, ruimte en hardop denken te stimuleren. Deze interactievormen worden met name gebruikt in workshops, overleggen en 1-op-1 gesprekken. Als designgroep voor de Nederlandstalige Liberating Structures immersion workshop zijn wij overtuigd van […]

Before the Agile invasion, organizations were already trying to become more efficient, be better employers for their employees, and add more value to their customers. Many training and workshops were provided on teamwork, being more effective in meetings, and as an individual. Unfortunately, the Agile journey has blindsided all of us, thinking we need to reinvent the wheel. I notice that many organization seem to forget all these learnings from the past when the Agile Transformation is in the picture. In this article, I will share my observation on one of the most prominent learnings organizations tend to forget once they go Agile.

Although relatively new in the Netherlands, Liberating Structures (LS) has proven to be very popular. With a Meetup group reaching over 800 members in only one year, monthly meetups have to be organized across the Netherlands to meet the demand. Despite the popularity, I have heard some of my peers saying that they are bored using LS. I used to defend LS because I know there are many structures you can use, and more are under development to make it interesting in every situation. Furthermore, I believe in the power of LS to engage a group of people with the use of simple structures.