The Theory Of Building A Team With Belbin

Leadership is a crucial quality in both academic and corporate settings. The leader acts as an anchor of the team. He sets direction, builds an inspiring vision, and monitors the work process. Leadership can be built since young ages, which often started in an academic environment. Every group project demands a leader to help smooth out the activity, which include my ENGL 202D group project. Everyone in the team designates Stefan Horgas to be the team’s leader because he is a part of the Ice Lions club and has a deep knowledge in ice hockey field. Stefan perfectly performs his role as a leader. He not only creates and sends out work documents, but also verifies and answers any club’s related questions. His actions made the team operate efficiently

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

Coming into this class I was a bit wary about how this class would be run and what we would learn, especially once I found it was to be team led. In the past twelve weeks I have gained more insight on myself and how I react to situations in group settings, especially being in a class that is described as management and not psychology. Within this essay, I will describe my experiences with thoughts about my team as well as how we progressed. I will also describe how my class has progressed from the early stages and has transformed into a well-oiled high performing team. One of the tools I will use to show and describe the development of both my team and the class will be Wheelan’s four stages of development.

Team work is needed in order to succeed. It is said in the guard world that “you are only as strongest as your weakest link” and I couldn’t agree more. That gave me the inspiration to help others when they were struggling as a leader.

I'm currently the lead unit deployment manager at Mountain Home AFB, and our team primary goal is to ensure that anyone deploying from our base have nothing to worry about besides leaving the completing their mission around the country or overseas. Our team usually consists of five members with five different personalities, five different temperaments and five different motivators. The most difficult part I face as a team lead is ensuring everyone complete their tasks in a timely manner and that each member understands their role on the team. After performing the Belbin Team Roles I got a better understanding of some of the strengths and weakness of team dynamics. Of the Belbin team roles survey I scored the highest in the Shaper, team worker

Ever since I was seven, I was a dancer. Teamwork values were strongly instilled in me. I naturally became the leader of the team, helping everyone when needed and leading classes to help make my team strong. To do this, I need everyone to work together as one. Along the way, we became a tight group and we are a team like no other. WEB does the same thing. The leaders are always working hard for what they do, helping each other out and forming strong friendships along the way.

After completing the Team Roles Test and reviewing the Belbin website, the team roles that describes my personality the most is the ‘’Plant’’ and the ‘’Executive.’’ In comparison to that, in my opinion, it is important to always be open to my group members, values, concerns and goals to resolve problems. As a team member, I am highly eager to both generate and listen to everyone’s ideas. Once my group and I have listened to each others’ input, I am quick to turn into suggestions into action. When involved in a group, I contribute to staying organized, creating practical plans and being reliable. Although I like to quickly meet objectives, I tend to focus on details and remain efficient.

As I participated in this project, I was put in the position of coaching leadership which was a new concept for me. If I was unable to make decisions for the team quickly, then my team would become unorganized very easily. As a result, I learned to take charge

For the teamwork activity, my team had one person record the answers. This was the easiest and fastest way to complete the activity in a timely manner. In my team, there really was not someone leading the group. I felt like we were all communicating, leading and answering at the same level. However, if I had to choose who was the leader, it would have to be the person recording the answers since they technically had more control of the final order for the activity. Furthermore, everyone in my group did participate in the activity. However, there were some people who were

How did you deal with your particular conundrum in leading the group (list references and ideas that might relate to how you handled it)? Did the ideas you gained from the interviews help?  Did fixing the conundrum help lead the group or not?

In the base team, we decided early on that the goal is to become a high performing team. With that in mind, we used the self-assessment questionner (Belbin SPI) and ended up with a list of preferred primary and secondary roles, linked to each team member. The result shows that the base team has seven out of nine roles. Implementer and Specialist are not represented in the base team. The assigned roles should reflect our preferred behaviours according to the Team Role Model (Belbin, 1981), but it does not mean that our base team is lacking the knowledge of a Specialist or the skills as an Implementer. With the team roles stated, we decided to define our own strengths and weaknesses and adding these to our preferred roles from Belbin SPI.

As a team, we will be mutually accountable for the work produced; the members are interdependent of each other. We will build upon each other’s strengths and weakness to collectively complete the assignment. It was decided that certain tasks would be shared while other tasks would be divided into individual responsibilities. These individual tasks within a collective section would be rotated amongst the group members, sharing the roles. Frequent meetings to discuss, plan, problem solve, and make decisions were deemed to be essential to the team aspect of the project. Sharing not only direct information amongst team members, but also ideas, skills, and thoughts is critical to the communication of the

From those problems, learn that most of the time I thought that I was leading but I wasn't. I was just managing things, solving minor problems, dividing work, and expect the team to execute the work. Solving minor problems one by one feels satisfying but It wasn’t enough. Inactive members, unfeasible ideas, and low morale are only the symptoms. The underlying problem is the way I lead the and choose the member of the team. In the end, I realized that there are a lot of things that must be improved from my leadership

During the module we have been put into teams but were also able to select our own teams. The aim was to prepare us for the future as in any job it is important to work well within a team. Also, it gave us the possibility to share ideas and have access to a wider range of knowledge. Furthermore it helped us to learn how to deal with a conflict that may have occurred

As we begin to form our self-managed work teams this week for the final report and presentation due at the end of session, I begin to reflect on the situations where I have had to be part of a group. Accordingly, past experiences have led me to form a generally negative viewpoint with regards teamwork in both the education and workplace setting. In most situations, group work is facilitated by a single leader responsible for ensuring that all members complete their work to the required standard. Nevertheless, this has lead to situations where team members often become unproductive or dysfunctional. For one thing, conflict – whether it be task or relational – arises between team members and leaders when they begin to feel that they are subject to the leader’s authoritarian behaviour or scrutiny. For another, the leaders responsible for the management of the group begin to feel underappreciated or dissatisfied with the levels of task productivity generated by group members. In stating this, I have experienced both sides of single leadership team management – with mostly disastrous results – where negative team performance ultimately reflected on assessment grades.