“Out of clutter, find simplicity. From discord, find harmony. In the middle of difficulty lies opportunity.” – ALBERT EINSTEIN
- What are the definitions of alignment and misalignment?
- On what research is Mirror Mirror based?
- How reliable is the data?
- How is Mirror Mirror different from other tools?
- How is Mirror Mirror different from the Employee Survey?
- How can organizations benefit from using Mirror Mirror?
- How can Mirror Mirror help navigate through change?
- How long does the whole process take from end to end?
- Can we get a demonstration for how it works?
- Can I speak to a reference customer?
- How do we ensure data security?
- How are the benefits of Mirror Mirror measured?
- How does Mirror Mirror sit within a broader change programme?
- What do I need to do to set up Mirror Mirror within my organization
What are the definitions of alignment and misalignment?
People are aligned when they make decisions and take actions that line up with the strategy of their organization. The process of alignment is not about getting everyone to think the same thing, rather it is about giving people the trust and space to make sense of things on their own terms, to bring their own perspectives, participate in constructive challenge to build a shared reality with others.
Misalignment is the opposite – it is conflict between people in how they see their goals, context or ways of collaborating. These conflicts can be large or small, significant or subtle, visible or invisible. Misalignment costs time and money, it leads to poor morale and interpersonal relationships suffer, undermining effectiveness and performance.
“Problems caused by misalignment include confusion; waste of time, money and opportunity; diminished productivity; demotivation of individuals and teams; internal conflicts, power struggles; and ultimately project failure as well as resulting in time and energy spent: doubting, conspiring, guessing or gossiping – when that same energy could be deployed in moving an organisation forward.”
Box, S., & Platts, K. Business Process Management: Establishing and maintaining project alignment, Business Process Management Journal, Vol. 11 Issue: 4, PP.370-387), 2005
On what research is Mirror Mirror based?
Mirror Mirror was designed in collaboration with the Technical University of Delft, drawing from a range of research sources. Please contact us for a copy of our Research Summaries and Literature Review documents.
Key influences are the theory of Social Constructionism: how people make sense of their contexts through language with others; research by Barron, showing that effective collaboration is not merely a case of putting people with the relevant knowledge together, because team members face challenges in integrating their different perspectives and developing shared cognition (a shared understanding) of common problems; and the work of van den Bossche, which shows that interpersonal and socio-cognitive processes and practices (behaviours) affect the rapid development of shared understanding, which drives improved team effectiveness.
 Achieving Coordination in Collaborative Problem-Solving Groups, Brigid Barron, Journal of the Learning Sciences Vol. 9, Iss. 4, 2000
 Team Learning: Building Shared Mental Models, van den Bossche et al. Instructional Science, 39(3), pp.283–301. 2008
How reliable is the data?
The data is as reliable as the openness of the respondents providing it. To maximize levels of openness, we provide communication texts about the process in advance, we explain that all inputs are taken anonymously, and we codify all qualitative texts to avoid personal attribution as far as possible.
How is Mirror Mirror different from other tools on the market?
Mirror Mirror is focused exclusively on building better shared mental models between people as a means of increasing organizational effectiveness.
- The questions direct the individual to answer on behalf of the group – focusing on about what is between people
- The reports show the extent to which views converge and diverge – identifying and measuring alignment gaps
- The process goes deep, using qualitative questions and manual codification – discovering what needs to emerge
Specifically, how is Mirror Mirror different from the Employee Survey?
Mirror Mirror is:
- Systemic – it takes a discovery-based approach to identify misalignment
- Action-oriented and interactive – employees work with the data they provide
- Team-centric, and part-qualitative– the data reflects the unique context of each team
- Inclusive – promotes effective collaboration and appreciation for diversity
- Outcomes focused – aligns mental models and prepares participants to succeed
- Measured – progress is evaluated at 3 points in time to show what changed and why
- Fast, cost-efficient, and delivers real change.
How can organizations benefit from using Mirror Mirror?
- New leaders – compress the onboarding phase by building rapid familiarity with the team, the context, and the culture. Use this to engage and reset direction.
- New teams – accelerate the familiarisation process with each other, with the context, culture, and challenges. Use this data to create cognitive and behavioural alignment
so the team can deliver better together.
ENGAGEMENT, CHANGE AND STRATEGY IMPLEMENTATION
- Multiple teams – get the strategy implemented through better engagement and
alignment; funnel key insights and feedback to key stakeholders
- Project teams and cross functional teams – get clarity, engagement, and
alignment on the shared challenges and how people can deliver better together
- Teams in trouble – identify the issues and get them on the table, safely and
constructively. Have these addressed through acceptance or change so people can move on and deliver from a shared reality.
- Remote teams – improve collaboration by building rapid familiarity with the team, the
context, and the culture – then co-creating an action plan for team delivery.
How can Mirror Mirror help organizations navigate through change?
Mirror Mirror identifies and measures alignment at multiple points, both cognitively and behaviourally. By having people review specific assumptions and take in the views of others, alignment gaps become clear, so they can be addressed safely and constructively. The participating teams then recognise and accept what is happening, and ultimately take ownership for how they can best respond together. The Mirror Mirror approach helps diminish resistance to change, improves clarity and agility, increases engagement, and heightens preparedness to succeed.
How long does the whole Mirror Mirror process take from end to end?
The end-to-end process includes:
- 20+/- minutes survey completion per participant
- 20+/- minutes interview per participant (Full Picture product only)
- Minimum 48-hour report delivery
- Workshop 4 – 8 hours, depending on the product.
See this page for more details.
Can we get a demonstration for how it works?
Can I speak to a reference customer?
How do we ensure data security?
How are the benefits of Mirror Mirror measured?
After the event, we measure perceptions on clarity, alignment, positivity, and preparedness by comparing perception data at three points in time: before the workshop, after the workshop, and 3 – 6 months later.
How does Mirror Mirror sit within a broader programme of change or learning?
Mirror Mirror complements any other change or learning agenda because it improves
alignment, a the fundamental dynamic that drives the advancement of change and learning.
What do I need to do to set up Mirror Mirror within my organization?