Team Development
“Great teams can be put together, existing teams can be understood and improved, and everyone can feel that they are making a difference in the workplace.”
Belbin Team Roles are used to identify behavioural strengths and weaknesses in the workplace. Whether developing people, resolving conflict or fine-tuning high performance,
Belbin Team Roles provide the language to ensure that individuals and teams communicate and work together with greater understanding.
Individual Reports
Identifying our behavioural styles allows managers to allocate work more effectively and builds mutually beneficial working relationships with colleagues
Belbin Team Reports
To build and manage great teams, team members need to understand, recognise and maximise the behavioural strengths of others, whilst managing and containing the associated weaknesses.
Workplace Relationship Report
The Belbin Working Relationship Report is a tool which identifies key differences in behavioural tendencies between two people and pinpoints potential areas of difficulty.
A Practical Day of Belbin
Help For Managers
Bespoke Workshops
Coaching Towards Authenticity
Belbin Team Roles
Belbin Team Roles are used to identify behavioural strengths and weaknesses in the workplace. Whether developing people, resolving conflict or fine-tuning high performance, Belbin Team Roles provide the language to ensure that individuals and teams communicate and work together with greater understanding.
With Teams:
Teams offer diversity, promote learning opportunities, address more complex problems, offer flexibility, deliver faster results and can mirror organisational values. Teams don’t just make us better workers, they make us better people. Belbin Team Roles can help:
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Select people to form high-performing teams
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Develop and coach existing teams
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Maximise the use of virtual teams
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Bring together multi-functional teams
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Optimise project teams
Conflict usually arises from misunderstanding or lack of communication, and can manifest itself in myriad ways, including lowered morale, reduced productivity and increases in absenteeism. Belbin Team Roles can help to depersonalise problems, focusing on behaviours to avoid personal attacks which can often exacerbate conflict.
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Belbin and interpersonal conflict – an individual's Belbin Report (with other team members invited to offer structured feedback by way of Belbin Observer Assessments) offers individuals an opportunity to explore their colleagues' experience of their behavioural contributions. Team and Working Relationship Reports highlight areas of potential conflict and misunderstanding in teams and pairs respectively.
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Belbin and cross-team conflict – sometimes, teams become too inwardly-focused and forget their role within the organisation at large. Departmental teams can begin to compete, or dismiss each other's suggestions and outputs, leading to cross-team conflict and reduced productivity. Belbin can offer insights into distinctive team cultures, helping teams use any competitive tendencies to the organisation's advantage!
In Conflict Management:
Belbin is integral to effective management at all levels, from junior managers looking for insights into their teams, to Executive and Senior Management Teams (SMTs). Understanding and utilising the natural talents and motivations of staff is key to great management, and that's where Belbin can help. Belbin Individual Reports provide managers with rich insights into the key behavioural strengths and preferences of their people, allowing them to get the best from each person in their team. Belbin Team Roles can:
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Help managers make the transformation from being effective process managers to becoming outstanding people managers
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Give managers a language to describe how they interact and interrelate with others. With the self-insight and understanding of their own strengths and weaknesses, a manager is well-equipped to help others maximise their own potential
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Enable managers to put together their own great teams!
In Management Training:
Often, professionals are promoted on the basis of performance in their current role, only to suffer from stress once they are in the new job. It's an adage commonly known as the 'Peter Principle'. Whilst the new role might come with a desired title and level of responsibility, it often requires particular behaviour that doesn't fit with the individual's preferred Belbin Team Roles. As part of the Belbin process:
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The tailored advice and guidance from Belbin Reports can structure discussions as to whether the desired career path is both viable and wise
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Alternatives can be discussed and training gap analysis taken, if required
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Individuals can benefit from increased self-awareness and greater personal effectiveness
Personal Development and Coaching:
Belbin Team Roles will give you:
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Balanced teams based on behavioural contributions rather than job titles
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Self-aware individuals who can adapt their behaviours according to the situation and business need
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The right people doing the right tasks, leading to better-performing teams
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Depersonalised team conversations, using a common language to discuss team contributions
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Informed, impartial decision-making, based on fact rather than a 'gut-feel' which may be subject to unconscious bias
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Confidence when making decisions involving people
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Insight into behavioural strengths and weaknesses which aren't necessarily revealed by a CV
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The language to help facilitate coaching conversations
Case studies: available at:
www.belbin.com/resources/case-studies
