The Belbin Questionnaire To Determine Individual Team Roles

During the 1970’s, Dr Meredith Belbin and a team of researchers conducted research on a number of teams in an attempt to discover what aspects of a team’s dynamics can contribute towards the teams overall success or failure. They discovered that the success or failure of a team was not dependent upon the individual team members intellect but upon their behaviour. Following Belbin’s publication in 1981 of Team Role Analysis he concluded that there are nine key roles that are aligned to an individual’s behaviour that can contribute to the make up of a team. It is essential that as a leader I am able to understand the possible behavioural role that an individual may exhibit when

Moreover the correct distribution of roles can improve a groups dynamic by reducing phenomenon’s such as risky shift (Ridley, 2010), which frequently occurs with too many creative and risky decisions being made, this could be as a direct result of a team simply having too many of the plant

The identification and understanding of an individual’s role and that of the other team member’s roles is crucial as is the recognition of how the different roles complement each other and work together.

In the 1970’s Meredith Belbin devised the Belbin team inventory behavioural test. It was aimed to assess how an individual behaves and interacts in a team environment before placing these people into 9 categories. A person may be spread across multiple categories -not defining them to a single possibility. Using the Belbin test has been shown to may improve work in a team. One piece of research used 84 teams to find that “forming groups based on Belbin role balance assumption might enhance group performance” (Curseu & Meslec, 2015, para 36). This means that having a full range of team roles in the group and understanding each other’s strengths and weaknesses can impact team performance.

When the project is completed the roles of implementers and completer have their own place in a team. The Belbin theory allows every role to play a secondary role in a team. The secondary role possesses the second higher skills in results. In this way a role can perform more than one function to become a secondary role player in a team.

Our team decided not to split specific duties amongst each team member but rather approach the task as one unit. We had members with various backgrounds in different concentrations and we tried to use a synergistic strategy, where we would sum all of those skills together to have different viewpoints to consider rather than assigning each member to an area of expertise.

A working relationship based on trust, respect and professionalism will enable all members to feel part of a “team” all members should be given the information and any resources necessary to make sure that they can “fulfill” their role . Where there are difficulties these should be identified as soon

When teams are performing at their best, you are likely to find that each team member has cleared responsibility. You’ll also see that every team member needed to achieve their own personal goals in order for the team’s goal to be fully met to an adequate level. Dr Mereditch Belbin studied team work for many years and he mainly observed that people in teams tend to assume different roles within the team. He defined a team role as a “tendency to behave,

Roles and responsibilities – It is possible that during the project development some staff may have difficulty in defining their roles within the team or were not part of the role development process that takes place during the forming stage of Tuckman’s team development model. It is also likely within the project team to have duplication of roles/function, even though Belbin’s Team roles model may have been used. However it is not a pre-requisite that all team must have the nine roles specific by Belbin. ‘Team members can take on more than one role and some roles are not necessary in certain teams’. (Horn 2009:13)

Understanding the nature of teams and the features of the team roles and responsibilities including advantages and disadvantages.

Dr. Meredith Belbin’s Team Roles Biography of Dr. Meredith Belbin Dr. Meredith Belbin received his first degree in Classics and Psychology at Clare College in Cambridge. He obtained another degree for his doctoral dissertation on Old Workers in Industry. After completing his training at the Institute of Engineering Production at Birmingham and Research Fellowship at Cranfield, Dr. Belbin became a management consultant of many industries. When he came back to Cambridge, Dr. Belbin worked as a Chairman of the Industrial Training Research Unit and Director of the Employment Development Unit. Also, Dr. Belbin became the first lay member in Cambridgeshire of the Lord Chancellor’s Advisory Panel on the Appointment of

Having played a variety of team sports throughout my life, I saw a lot of parallels throughout the class work on team building between positive teamwork and success. Reading Five Dysfunctions of a Team and then applying what we learned from the reading into several team building exercise gave me a unique perspective on how to create and identify key team building skills.

I encourage further questions on the approach and examples. I also welcome additional questions on the team, which I will not be addressing in detail here.

Belbin’s Team Roles are named by who created this team role, British psychologist, Dr Meredith Belbin. In 1969, Dr Belbin was invited to use this business game as a starting point for a study of team

There have been many researches that studied the characteristics of a successful team over a period, Belbin’s work is one of the most widely known it investigated how different people within a team adopt different teamwork roles. In order to be successful all quality improvement teams must have the following characteristics: