Your Roadmap to a Healthy and Engaging Workplace
The MIRROR Method is based on fundamental principles in labour and administrative law, and offers a close examination of what organizations must do to meet their obligations legally and ethically. It is a six-step framework for leaders to follow, helping them make the right decisions, and implement them in the right way. It is rooted in the early detection of workplace issues, objective reviews, and measured remedies. And it’s proven to be highly effective at not only correcting workplace dysfunction, but also building high-performance teams and organizations.
M – Monitor the Workplace
On an ongoing basis, leaders are expected to actively monitor the workplace for signs and symptoms of poor communication, conflict and general dysfunction. Marli shows leaders how to do so in a respectful, consistent and transparent manner.
I – Inquire into Possible Issues
No two environments are the same. Leaders should conduct an initial ‘screening’ of the alleged dynamics to determine what to do next. Marli shows leaders how to triage concerns that they observe – or which are brought to their attention – in order to determine how best to review and respond to them.
R – Review Concerns Objectively
Prior to arriving at any formal ‘findings’ of dysfunctional behaviour, leaders must conduct a fair and objective review. Marli outlines the necessary components of this process as the third step of the MIRROR Method.
R – Remedy the Issue Based on the Review
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 similar behaviour in the future. Marli shows workplace leaders how to create an effective remedial plan, which includes aspects of both accountability and support.
O – Operationally Reflect, and Restore Team Trust and Communication
In addition to addressing ‘individual’ dysfunction, leaders should address any recurring cultural or systemic issues that are uncovered by the review. They also should consider whether their team – or a portion of it – needs a process of reconciliation, forgiveness (where appropriate) and closure following workplace investigations. Marli shows leaders how to detect and address systemic issues and assists teams to move forward following departmental ‘trauma and drama’ from unanticipated or long-awaited departures, significant workplace change or formal investigations.
R – Revisit the Issue at a Later Date
Leaders should revisit situations to ensure their remedial plans have successfully addressed the dysfunctional behaviour or circumstances. If they haven’t, the remedies themselves need to be revisited and the MIRROR Method should be followed again.