Introduction to The MIRROR Method
Nowadays, there is increasing legal, regulatory and societal pressure on all workplace leaders – from front-line supervisors to senior managers to CEOs - to build and maintain respectful environments for their staff. This expectation arises well before any formal complaints are filed. Leaders are expected to proactively monitor their workplace for symptoms of dysfunctional behaviour and put an end to it as soon as possible.
Workplaces are facing intense scrutiny and criticism – from the media, courts and otherwise, for failing to inquire into unacceptable behaviour in a timely manner.
Most leaders understand this. The question that remains outstanding is how to do so. That is, practically speaking, what steps should leaders take to address workplace dysfunction in an effective and legally defensible manner?
The answer is found in Marli’s MIRROR Method. The MIRROR Method is a straightforward and practical six-step framework to help leaders gain an accurate reflection of their current workplace dynamics and address any dysfunction uncovered by their review.
Leaders who are trained in and consistently apply the MIRROR Method will fulfil their responsibilities in an effective manner while at the same time – and as importantly - build a productive, respectful and positive environment in which employees can thrive, not merely “survive”.
Briefly, the MIRROR Method comprises the following six steps:
M – Monitor - On an ongoing basis, leaders are expected to actively monitor the workplace for signs and symptoms of dysfunction. Marli will show leaders how to do so in a respectful, consistent and transparent manner;
I – Inquire – No two environments are ever the same. Leaders should conduct an initial "screening" of the alleged dynamics to determine how best to review the situation on the basis of this enquiry. Marli will show leaders how to “triage” concerns that they observe – or which are brought to their attention - in order to respond in the most effective manner;
R – Review – Prior to arriving at any formal “findings” of dysfunctional behaviour, leaders must conduct a fair and objective review. Marli will outline the necessary components of this process;
R – Remedy – Following the review, leaders are expected to remedy the situation by holding specific individuals accountable for their contribution to the dysfunctional environment and by helping them avoid engaging in the same or similar behaviour in the future. Marli will outline how to create an effective remedial plan, which includes aspects of both accountability and support;
O – Operational Reflection and Restoration – In addition to addressing “individual” dysfunction, leaders should reflect on and address any recurring/systemic issues arising on the team by engaging the group in a process of reconciliation, forgiveness (where appropriate) and closure. Marli will provide guidance on how to detect and address systemic issues and how to assist teams in moving forward following departmental “trauma and drama” (such as unanticipated or long-awaited departures, formal investigations and other “adversarial” type processes); and
R – Revisit – Leaders should “revisit” the situation to ensure the remedial plans have successfully addressed the dysfunctional behaviour; if they haven’t, then the remedies themselves need to be revisited or the MIRROR Method needs to be invoked again.
How Can Leaders Learn More about the MIRROR Method?
There are six courses that will ensure that your leaders are properly trained in the MIRROR Method. For course listings and full descriptions, click here.
Is there a course for employees?
Yes, Course 6.0 trains all levels of your organization with the workplace behaviour policies and procedures of WorkSafe BC. For the course description, click here.
Customized Courses Available
All courses can be customized for length, focus and cost to meet the needs of your specific workplace. Please fill out our contact form or call us at 1. 877. 590. 8153
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The practical framework for leaders everywhere – on how to effectively detect, diagnose and deal with dysfunction - and most importantly – how to address it in a timely, defensible and lasting manner.
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