Belbin Team Roles describe a pattern of behaviour rather than fixed preferences or behaviours. Very few people display characteristics of just one team role. Many people have three or four natural roles which they use appropriately depending on the situation. The session can be combined with many of our other team building activities such as team tasks or the Chocolate Challenge. To begin with, a Belbin self-perception questionnaire вЂ“ carried out online before the session вЂ“ generates a вЂfingerprintвЂ™ of an individualвЂ™s preference for each of the nine Team Roles.Дuring the session, a review of the findings of the Belbin Team Roles self-perception questionnaire allows the team to benefit from self-knowledge and adjust their teamwork according to current demands. Operates like cement especially during stress and pressure.We run facilitated Belbin Team Roles workshops. Mediator, supportive, sociable, flexible, adaptable, calming influence, listener, perceptive Works slowly and analytically and comes out with the вЂrightвЂ™ decisions but can be cynical and dampen enthusiasm of others Measured and dispassionate, advises objectively and stops the team committing to misguided tasks Serious, prudent, critical thinker, analytical Initial enthusiasm may not be maintained to the end of the project

He then used a business simulation game to test team. Goes outside the team to bring in ideas, information and developments Belbin assigned participants with the highest mental ability to one team, called the Apollo team. Quick, good communicator, networker, outgoing, affable, seeks and finds options, negotiator Good at coming up with ideas but may have difficulties communicating them Innovative, creative, inventive, original, imaginative, unorthodox, problem-solving Sets agenda, clarifies group objectives, and establishes prioritiesД¬an sometimes be manipulative and delegate too much work to others May challenge others and be aggressive at timesД¬onfident, mature, able to get others to work to a shared aim

Gives shape to discussion, looks for pattern and practical considerations and feasibility of the project

Motivated, energetic, competitive, achievement driven, assertive May be inflexible and have difficulty changing their well thought out plans Turns decisions into defined tasks, sorts objectives and pursues them logically Systematic, structured, dependable, efficient, common sense, loyal, reliable Nevertheless there is enough to commend here for you to take a look at the different roles that Belbin identified and consider how this relates to your own experience of working in a team. As research has shown, some of these roles are not easy to distinguish from others and there are other frameworks to describe personality that may work better for describing recognisable types. It should be noted that there are weaknesses in the framework Belbin has described. Interestingly none of the roles are identified as being better than any other and each role is seen to have strengths and weaknesses associated with it. By ensuring that there is a balance of these roles in a team there is a greater likelihood that the team will perform well. While you can adopt other roles, you will work best when playing one of your preferred roles. He suggests that an individual is more likely to be effective if they play the roles that they are most inclined to play or more skilled at. There are many different theories of personality styles but one of the most popular and influential that is associated with working in teams is Meredith BelbinвЂ™s 9 team roles (2018).Д«elbin identified nine clusters of behaviour or roles which have been developed and amended over the years.

Belbin team roles questionnaire