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 and focused approach to discovering alignment gaps and opportunities within teams. The process also assesses learning behaviours that support alignment and team effectiveness.

Contact us for more information about the concept or the research that supports it.  In the meantime, below are answers to some frequently asked questions.


Q: How does the process differentiate from other similar tools on the market?

A: Asking people at work questions to gather data, produce conclusions, then work with that data to improve something is common.  What’s not common is taking a structured, measurable approach, with a specific focus on behavioural and cognitive alignment, as a fast-track to improving team effectiveness. What’s also not common is being completely objective, so that what emerges as being needed comes only from the participants themselves – which creates more ownership. And also what’s not common is doing this in isolation: performance data, business plans, KPI’s – these are irrelevant when it comes to facilitating the development of a better shared understanding between people.


Q: How long does it take?

A: The Mirror Mirror Full Picture interviews / surveys can be conducted face to face or virtually. They take less than an hour per participant. The report can be delivered within 48 hours, and the subsequent team workshop can be managed within a half or whole day.  A compressed QuickScan version of the process is also available.


Q: Why use perception 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 behaviours and perceptions overlap sufficiently. This does not necessarily mean they need to agree with each other, of course, diverse views can be useful. It means that team members need compatible interpretations in their work together – or acceptance of the differences, so that decisions are supported even if individuals don’t agree with them.



Q: What is the philosophy behind Mirror Mirror?

A: Mirror Mirror is based on the following tenets:

  1. People at work can achieve more and be happier when they are heard and valued
  2. A shared reality at the team level is an essential precursor for effective strategy implementation
  3. Reality is only based on how people perceive things
  4. The way people perceive things is more fluid when they are in an open, respectful, and inclusive environment
  5. A better shared reality leads to more ownership, agility and innovation.