Team Dynamics

Belbin's Team Roles

Belbin identified nine distinct team roles that individuals naturally assume in a group setting. Each role has its strengths and weaknesses. Understanding these roles can help in forming a balanced team where each member's contributions complement the others.

1. Plant (PL)
• Strengths: Creative, imaginative, and good at solving difficult problems.
• Weaknesses: Can be preoccupied with ideas and forget practicalities.
2. Resource Investigator (RI)
• Strengths: Outgoing, enthusiastic, and communicative. Explores opportunities and develops contacts.
• Weaknesses: Can be over-optimistic and lose interest once the initial excitement has passed.
3. Coordinator (CO)
• Strengths: Mature, confident, and good at delegating tasks. Clarifies goals and promotes decision-making.
• Weaknesses: Can be seen as manipulative and might delegate too much work.
4. Shaper (SH)
• Strengths: Challenging, dynamic, and thrives under pressure. Has the drive to overcome obstacles.
• Weaknesses: Can be prone to provocation and might offend people's feelings.
5. Monitor Evaluator (ME)
• Strengths: Sober, strategic, and discerning. Sees all options and judges accurately.
• Weaknesses: Can be overly critical and slow to come to decisions.
6. Teamworker (TW)
• Strengths: Cooperative, mild, and perceptive. Listens and averts friction.
• Weaknesses: Can be indecisive in crunch situations and may avoid confrontation.
7. Implementer (IMP)
• Strengths: Practical, reliable, and efficient. Turns ideas into actions and organizes work systematically.
• Weaknesses: Can be inflexible and slow to respond to new possibilities.
8. Completer Finisher (CF)
• Strengths: Painstaking, conscientious, and anxious. Searches out errors and polishes the work.
• Weaknesses: Can be inclined to worry unduly and reluctant to delegate.
9. Specialist (SP)
• Strengths: Single-minded, self-starting, and dedicated. Provides knowledge and skills in rare supply.
• Weaknesses: Can dwell on technicalities and overlook the bigger picture.

Individuals can naturally assume one or a combination of two or even three of these roles.  They may even change their role when under pressure.  Therefore it is important to understand the natural roles your team members assume in different situations.

What is your natural role?

Do you assume more than one role?

Which type do you work with best?

Do you assume a different role when you are under pressure?

How to Use Belbin’s Team Roles to Form a Balanced Team

Belbin's Team Roles provide a framework for understanding the different strengths and contributions individuals bring to a team. By identifying and strategically assigning these roles, you can form a balanced team where each member's strengths are maximised and weaknesses are mitigated. This leads to enhanced team performance, greater satisfaction among team members, and more successful project outcomes.

1. Assess Team Members' Roles:
• Identify Strengths: Use psychometric assessments, observations, and feedback to identify the natural roles of each team member.
• Balance the Team: Ensure that the team has a mix of roles to cover all necessary functions. Avoid having too many people in similar roles which can lead to imbalance.
2. Allocate Roles Strategically:
• Match Roles to Tasks: Assign tasks based on team members' strengths. For example, give creative tasks to the Plant, organising tasks to the Implementer, and networking tasks to the Resource Investigator.
• Avoid Role Overload: Ensure that individuals are not burdened with roles that are outside their strengths for too long, as this can lead to stress and inefficiency.
3. Facilitate Role Understanding:
• Communicate Roles: Clearly explain the importance of each role to the team. This helps members appreciate their own and others' contributions.
• Encourage Role Acceptance: Promote an environment where team members respect and understand each other's roles and how they contribute to the team's success.
4. Monitor and Adjust:
• Regular Check-ins: Regularly review the team's composition and the effectiveness of role assignments. Be ready to make adjustments as projects evolve or as you gain more insight into team dynamics.
• Provide Training and Support: Offer training to help team members develop in their roles and support them in areas where they may struggle.
5. Promote Collaboration:
• Encourage Interaction: Facilitate activities and discussions that allow team members to leverage each other’s strengths.
• Balance Workload: Ensure that the workload is evenly distributed and that all roles are utilized effectively.

What are the natural roles of the people in your team?

Is your team balanced?

What role is missing and where are you top heavy?

What can you do about this?