Mirror Mirror has several variations, depending on the team situation:

  • virtual teams
  • new teams
  • cross-functional teams
  • teams in change and transition
  • teams operating in a post acquisition / M&A environment
  • innovating teams
  • executive teams.

 

For all of these variations there are two process options:


Mirror Mirror Full Picture creates significant, measurable change in how team members see their work in the context of their shared goals.

The process comprises:

  • 1-1 guided anonymous interview / survey per team member (time commitment <60 mins per participant)
  • An alignment report based on key insight areas
  • Tailored 4 – 8 hour workshop based on guidance from the Leader / Manager
  •  A feedback report.

The Mirror Mirror Quick-Scan fully assesses and and partly accelerates effectiveness in teams. It is a more focused, semi-automated version of the full Mirror Mirror intervention for rapidly delivery across multiple teams.  It provides the same benefits as with the Full Picture Mirror Mirror version, but to a lesser extent:

  • improves team engagement, alignment and effectiveness
  • creates a more open, respectful, and inclusive team culture
  • promotes team engagement and agility
  • generates useful feedback for relevant stakeholders.

Requirements:

  • 20 minutes per person to complete the advance, anonymous e-survey
  • An alignment overview report based on key insight areas
  • 2 – 3 hour workshop.

With a Mirror Mirror report, you can see:

 

  • How the team scores across a range of effectiveness behaviours
  • What the team members think is important and why
  • How the team members feel about their world at work
  • What is coming up as needed, missing, working
  • What organizational factors outside of the team’s influence are blocking their effectiveness
  • Most importantly, where the team alignment gaps and opportunities are.

 

Mirror Mirror works so well in practice because:

 

  • It provides a safe environment in which participants can share their views with anonymity
  • It takes a data-driven, objective approach, turning previously imperceptible alignment gaps into solid findings
  • It shows participants their inputs are heard and being used
  • It enables people to appreciate the views of their colleagues while not necessarily being in agreement
  • It presents results that cannot be disputed because they are a reflection of the participants’ own views at the collective level
  • It encourages open, respectful, and inclusive behaviours
  • It does not impose a judgement what the team needs to do differently – the answers emerge as part of the process.