Topic 2 3 The concept of team role

Topic 2. 3: The concept of team role theory Belbin’s team Roles

• Raymond Meredith Belbin is an English researcher and management consultant best known for his work on management teams.

• Many years of research into team behaviour and performance by Meredith Belbin behaviours in the workplace - identified nine different clusters of we call these the nine Belbin Team Roles. Belbin measures behaviour (what we do within a team). • Resource Investigator • Team-worker • Co-ordinator • Plant • Monitor Evaluator • Specialist • Shaper • Implementer • Completer Finisher

So what, this is just academic mumbo jumbo, this wont work in my company!!!!! The benefits of understanding team roles behaviours • Balanced teams based on people behavioural contributions to the job • Self-aware individuals who can adapt their behaviours according to the situation and business need. • The right people doing the right tasks, leading to better-performing teams • Informed, impartial decision-making, based on fact rather than a 'gut-feel' which may be subject to unconscious bias • Confidence when making decisions involving people • Insight into behavioural strengths and weaknesses which aren't necessarily revealed by a CV • The language to help facilitate coaching conversations

All teams start with the individuals.

• You need to look YOUR contribution to the TEAM first: • Our task in the library: • We will create a Belbin Individual Report for each person making up this team, i. e our class • Based on your own self-perceptions

• To make your individual report even more complete, you need to ask six other people to share their observations of you via a quick fiveminute online questionnaire. • Which six people would you choose? . Please right a list?

Belbins process 1. Belbin Individual Reports 2. Belbin Individual Reports ( with 6 observer feedback) 3. Belbin Team Reports

• A Belbin Individual Report will: • Quickly identify an individual’s key strengths and weaknesses; • Show their self-perceptions differ from how they are perceived by their colleagues; • Contain personalised guidance for the individual about how to manage their behaviour at work and how to make the most of their Team Role contributions; • Provide insights for line managers into preferred ways of working, and the environment in which an individual will thrive; • Suggest working styles that may be suitable for that individual.

• We work best when we play to our strengths – we’re more likely to be engaged, to have productive relationships with others and to take pride in our work. • Prior to taking the Belbin Individual Reports feel do you , at present, in your role, within your team, is playing to your strengths? .