Tool 198: Team Mirror

AKA

Organizational Mirror

Classification

Team Building (TB)

Tool description

The team mirror technique is used to compare and evaluate team dynamics and performance. It allows teams to view each other and perform a mutual analysis of team effectiveness. All observations are shared for the purpose of furthering team development.

Typical application

• To allow teams to share perceptions and suggest ways for improved cooperation among teams.

• To train teams.

• To improve team effectiveness.

Problem-solving phase

	Select and define problem or opportunity
	Identify and analyze causes or potential change
→	Develop and plan possible solutions or change
	Implement and evaluate solution or change
	Measure and report solution or change results
→	Recognize and reward team efforts

Typically used by

	Research/statistics
	Creativity/innovation
	Engineering
	Project management
	Manufacturing
	Marketing/sales
	Administration/documentation
2	Servicing/support
	Customer/quality metrics
1	Change management

links to other tools

before

• Consensus Decision Making

• Sociogram

• Influence Diagram

• Circle response

• Buzz Group

after

• Team meeting evaluation

• Rotating Roles

• Team Process Assessment

• Different Point of View

• Fishbowls

Notes and key points

• This analysis requires one large and one small room for joint and separate team meetings.

Step-by-step procedure

• STEP 1 Teams agree to mutually analyze their effectiveness and engage an out-side facilitator.

• STEP 2 The facilitator reviews the team mirror process with both teams and displays a few questions on a flip chart. Both teams are asked to respond to:

  • How are we doing?

  • How are they doing?

  • How do they think we are doing?

  • How can we improve?

  • How can they improve?

  • How can we work together to improve?

• STEP 3 One of the teams is asked to move to a separate room (or both teams if two rooms are available) so they can discuss and record their responses. See example Team Effectiveness Training.

• STEP 4 After approximately 30 minutes both teams rejoin and exchange responses.

• STEP 5 Next, the facilitator leads a discussion on improvement opportunities and the teams reach consensus on what changes can be made to increase the effectiveness of both teams.

Example of tool application