Mirror Mirror makes all the difference.
Research shows the way people interpret things can conflict and deviate over time. We call it ‘The Fog’ and too much fog confuses priorities, collaboration and effectiveness. Time is spent trying to remedy the issues while the underlying misalignment continues to drive people in different directions. The result is missed timelines, overspend, demotivation, stress and frustration.
Misalignment is a risk and much of it can be removed. Now, there’s a way to manage misalignment by identifying and addressing the gaps before they become more serious risks.
Test how employees understand the strategy, collect structured feedback, allow teams to relate strategic intentions to what they do and how they collaborate, so they can get on with effective implementation.
Better integrate project teams on their current reality, their shared challenges and how they will coordinate to deliver better together.
Identify the issues and get them on the table, safely and constructively so team members can address what’s needed and move on.
Improve remote collaboration through enabling team members to develop a better shared understanding of their context and behaviours.
CHANGE & TRANSFORMATION
Overcome resistance to change; improve clarity and agility; increase engagement, ownership and preparedness to succeed.
Enable teams to get to grips with ‘what is’, take more ownership for making change happen, interact better as a team.
ONBOARDING NEW LEADERS & TEAMS
Decrease time to onboard new leaders from months to days, allowing them to rapidly understand and engage with their team.
Familiarize people in new teams with each other and their shared challenges – quickly and thoroughly.
The Alignment Imperative
This Whitepaper shows how research in neuroscience and the social sciences points to a richer and more relevant definition of alignment. It explains the structured and practical approach that Mirror Mirror takes to build better employee alignment in the workplace and shows two cases as proof of concept.
Use the power of data to see where the common ground and differences are at the team level. Include everyone in the process.
Put your finger on the problems and get them on the table – safely and constructively. Anonymous inputs, simple visualizations: a new level of insight that is made to measure.
Quantitative ratings measure learning behaviours
Behavioural alignment is about the meaning that sits between people. So, to spot behavioural alignment gaps, we ask people about what they observe for the team, not what they think as an individual. When combining the results, we show the average score and the spread of scores so you can see the general result and the extent of alignment around that.
Qualitative questions capture perception on context
We take open text responses to capture how people relate to the strategy on their own terms. Because artificial intelligence is not yet at the point where responses with the same meaning can be accurately matched, we use trained experts to do this part by hand.
Sometimes the different responses in the legend show conflict, sometimes they just show that people are thinking along the same lines in different ways.
Extent to which team effectiveness is enabled by the organization
While organization enablement is outside the team’s control, it is partly in their sphere of influence. If a team is to come to terms with its current reality, the team members need to accept what is and provide clear feedback to influence what they cannot directly change. Allowing people to voice their views and be heard in this way promotes acceptance, allowing the team to move on.
“It worked because everyone was engaged. It was their pressure and their context. I fully endorse Mirror Mirror as a cutting edge approach to leadership communications and employee engagement for change and innovation.”
FH-PROF. DR. JOHANNA ANZENGRUBER,
PROFESSOR OF STRATEGY AND INNOVATION, UNIVERSITY OF APPLIED SCIENCES, UPPER AUSTRIA
“The Mirror Mirror facilitators were professional and flexible; the analysis was deep, absorbing all our complexity and diversity; and the follow up was complete. The whole experience that Mirror Mirror offers is unique and competitive. I highly recommend it.”
“Thank you for coming to share this approach. Our students definitely saw value in the workshop.”
ASSISTANT PROFESSOR FOR INNOCATION, ROTTERDAM SCHOOL OF MANAGEMENT.
“It was good to have an outside person listening to my views and opinions in the interview without criticism or baggage. Then during the workshop, after all these years, it was the first time we were all really open to hear and appreciate each other. It all felt positive.”
MIRROR MIRROR PARTICIPANT
“Positive experience, comfortable approach and helped to make the group think in a different way. Very well managed and enjoyable.”
MIRROR MIRROR PARTICIPANT
Getting certified as a Mirror Mirror practitioner leads to involvement in our practitioner community. We regularly connect and exchange on the topic of alignment and our experience of applying Mirror Mirror:
- How to position the approach as part of a broader mandate
- How to use Mirror Mirror to turn prospects into new clients
- The interview and alignment process
- Report interpretation and how to spot alignment gaps