Often, what a team needs to do to move forwards is already known by the team members, but it’s not conscious, shared, or actioned. Mirror Mirror takes a systemic, facilitative approach to discover alignment gaps and opportunities as perceived by the team members. Contact us for more information about the concept and the research that supports it.  In the meantime, below are answers to some frequently asked questions.


Q: Why use perception and personality analysis to understand a team situation as opposed to existing documentation, such as business plans and relevant research?

A: Current business thinking typically takes an objective, evidence-based approach to managing teams and organizations. Mirror Mirror was purposefully designed to complement that with a fundamentally contrasting subjective-based approach. It is based on the view that people share a reality – they become aligned – when their perceptions overlap sufficiently. This does not necessarily mean they need to agree with each other, in fact, diverse views can be useful. It means they need to invest in developing a shared understanding about their common situation so that they can work together effectively.

The central part of the Mirror Mirror process is the visualisation of data that shows the combined team perceptions. These are captured through guided individual interviews (a fixed part of the process) and Hogan Assessments (recommended).


Q: Why are personality assessments recommended as part of the process?

A: A person’s values and identity, together with their unconscious biases, shape the way they perceive the world. People have varying awareness levels of how they are perceived by others and how they perceive others with whom they work. Inclusion of the recommended Hogan Assessments provides deeper insights at this level.

Q: What is the methodology behind the perspective analysis?

A: The interviews include a mix of open-ended questions for qualitative analysis and Likert scale questions for quantitative analysis. The facilitator is trained to capture the meaning behind the qualitative data provided in the interviews and codify those to be able to link them with the same meanings provided by other participants.


Q: What is the philosophy behind Mirror Mirror?

A: Mirror Mirror is based on the following 6 tenets:

  1. We believe that misalignment leaves people confused and frustrated, which leads to wasted time, money and effort. We want everyone at work to be connected and aligned so they can open up to themselves and others, feel good, and do amazing things .
  2. We focus at the team level because too many people means less relevant content, and because the only person who can clarify and communicate the frame in which the team is operating, on an interpersonal level is a Team Leader / Manager.
  3. We only use data based on perceptions about way people see their world at work because this is their reality. The more overlap there is in how people perceive their shared reality, the more aligned they are.
  4. We define alignment being the extent to which people share a current reality in three areas:
    1. context: the ‘anchors’: why, what, where, who, how, when; and the fog:: the misunderstandings, assumptions, biases, and influences
    2. connections: the quality of connections between the team members
    3. diversity: how well the team members understand and are leverage the diversity in the team
  5. We only use the data and insights that emerge to identify and facilitate alignment through dialogue. The Mirror Mirror process includes the custom design and delivery of a dialogue-based workshop to address the alignment gaps and opportunities.
  6. We encourage diverse points of view where alignment does not mean agreement because teams can leverage diverse views to reach new perspectives and outcomes.