Using the What, So What, Now What method after Troika Consulting

Troika Consulting is a powerful Liberating Structures technique that enables participants to receive advice from their peers on a specific problem or concern. Once this session is over, using the What, So What, Now What method can help participants get the most out of the experience.

Here’s how it might work:

Context: Implementation after a Troika Consulting session

Let’s say you’ve completed a Troika Consulting session where each participant has had the opportunity to receive advice on a topic. Now, to maximise learning and future action, you decide to use the What, So What, Now What method.

For each step described below, you start with 2 to 3 minutes of personal reflection followed by 2 to 7 minutes of sharing in the small group.

Stage 1: What?

Objective: To describe the facts and observations of the Troika Consulting session.

Duration: 10-15 minutes.

Questions to ask:

  • What happened during the Troika Consulting session?
  • What advice and ideas were shared?
  • What reactions and emotions were observed?


  • Participant A: “We discussed my concerns about employee engagement. I received suggestions on setting up a more regular recognition programme.”
  • Participant B: “The advice received was very varied, ranging from communication strategies to technological tools.”
  • Participant C: “I felt real support and empathy from the other members of my Troika.”

Stage 2: So What?

Objective: To analyse the implications and meanings of the advice received.

Duration: 10-15 minutes.

Questions to ask:

  • Why are these tips and ideas important?
  • What are the implications for our respective subjects/concerns?
  • What can we learn from this session?
Read also: TRIZ method


  • Participant A: “My colleagues’ suggestions made me realise that I had underestimated the importance of regular recognition. It could really improve engagement.”
  • Participant B: “The different perspectives showed me that I needed to diversify my approaches to solving my problem.”
  • Participant C: “The support and advice gave me more confidence to implement change.”

Stage 3: Now What?

Objective: To determine future actions based on advice and analysis.

Duration: 10-15 minutes.

Questions to ask:

  • What should we do next?
  • What actions should we take based on what we have learned?
  • How can we apply the advice we have received?


  • Participant A: “I am developing a plan to introduce a monthly recognition programme and test its effectiveness for three months.”
  • Participant B: “I’m going to organise a team meeting to discuss new communication strategies and see which ones are most applicable”.
  • Participant C: “I will implement a continuous feedback tool to better understand the needs of my employees and adjust my approaches accordingly.”

Expected benefits of this combination

  • Reinforced learning: Structured reflection consolidates what has been learned during Troika Consulting.
  • Concrete action: By identifying specific actions, participants can turn advice into tangible results applied in a practical and relevant way.

Pitfalls to avoid

Make sure that each stage is well covered without jumping straight to conclusions or actions.

Put in place a mechanism to monitor the implementation of agreed actions, to ensure that advice is effectively implemented and evaluated.


By using the What, So What, Now What method after a Troika Consulting session, teams can deepen their reflection, analyse the implications of the advice received and determine concrete actions to move forward. This structured approach reinforces collective learning and helps to transform ideas into practical initiatives, improving productivity and commitment within the team.