We say certain principles matter, but nobody ever checks whether daily work still reflects them.
Recognize this situation? Below are the Liberating Structures that change it — a concrete example, and the reason this one fits here. New to Liberating Structures? Here's what it is.
For example: The employee handbook nicely describes five core values. Ask a random employee when those were last checked against a real decision, and the answer doesn't come.
Liberating Structures for this situation:
Principles Walk-Around
Principles Walk-Around tests this literally, rather than just listing the core values: participants physically (or digitally) walk to the principle that speaks to them most, and answer a different question about it across three rounds — which principle matters most, which principle have we violated most this past year, and which principle deserves more attention.
That second question is the crux: it doesn't ask what the core values say, but exactly where daily work drifts from them — and makes that gap discussable instead of leaving it unspoken.
No certification, no lengthy prep — read the steps and try it at your next meeting.
Keep exploring
Browse the full list of 43 structures, or get support if this situation is too complex to facilitate yourself.