Belbin Team Roles
Dymphna is certified by Belbin Associates to deliver Belbin Team Role Assessments.
What are Belbin Team Roles?
A Belbin Team Role is defined as "Our tendency to behave, contribute and interrelate with others in a particular way." Belbin team roles are concerned with behaviours, these are all the things that we say and do. The Belbin assessment uses 360feedback to give you an accurate idea of how you fit into your team. Your role may be subject to some change through your career. There are nine team roles grouped into groups of 3:
Task or Action Related Team Roles
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Team Role
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Strengths
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Shaper
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Challenging, dynamic, goal oriented, has drive and courage
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Implementer
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Disciplined, organised, efficient, turns ideas into actions
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Comleter Finisher
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Accurate, conscientious, meticulous, prevent errors
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The Team or Social Related Roles
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Team Role
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Strength
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Resource Investigator
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Extrovert, enthusiastic, communicative, explores opportunities, develops coontacts
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Co-ordinator
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Calm, confident, clarifies goals, promotes participative
decision making
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Team Worker
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Co-operative, caring, diplomatic, sensitive, a good listener,
averts friction
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The Individual or Thinking related Team Roles
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Team Role
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Strength
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Plant
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Creative, imaginative, unorthodox, solves difficult problems
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Monitor Evaluator
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Logical, analytical, discerning, judges accurately
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Specialist
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Single minded, motivated by the pursuit of knowledge
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What part can they play in your organisation/team/department?
By understanding your team role it helps you to better understand yourself, how you fit into your role and how you behave in a group situation. Knowing and understanding other colleagues perferred team roles will help you work more effectively with others.
In an organisation, knowing team roles of your staff enables you to identify the right people for different teams, the profile you are looking for when recruiting and completing development plans for staff. This knowledge will help you to use your staff to their maximum strengths.
How can Belbin Team Roles help you?
Once you have identified and understood your preferred team roles try to develop them as much as possible. They are your natural strengths and the part that you can contribute the most to any team. You will become aware of the "allowable weaknesses" that your team roles have so that you can work on them to keep them to a minimum and ensure that the stengths that you offer come to the fore. You will also identify your lowest team roles. With this kowledge you should work to develop strategies to manage them and avoid having to use them. This is where team synergy comes in. Identify those people whose strengths are your weaknesses. You will find that you complement each other.
Knowing your team roles:
- Improves self-awareness and personal effectiveness
- Identifies areas for development
- Enables you to foster mutual trust and understanding between work colleagues
- Aids team selection and team building
- Improves communincation between team members and colleagues
- Identify areas of potential conflict between team members and means of working collaboratively together
- Match people to jobs more effectively
For more information on team roles visit www.belbin.com
Team Development
"No member of a crew is praised for the rugged individuality of his rowing." Ralph Emerson
Organisations are fundamentally about people working together and yet so often they fail to capitalise upon the full potential of this. A team can accomplish much more than the sum of its individual and yet frequently groups of people are seen to achieve less than could have been accomplished by the individual members working alone. High performing teams will improve overall productivity.
Now is the time to invest in your teams to improve their productivity, decision making process, creativity, leadership, leadership of change initiatives and many more.
A poor performing team makes poor use of Time, Capital and People, the three crucial resources any organisation requires for success.
By identifying the current behaviours and skills and required behaviours and skills needed to create highly performing teams Ormond Coaching and Training can work with your teams to address the skills and behaviour gaps. Our approach includes:
1. Interviews with relevant personnel to gather a complete insight into the current situation
2. Completion of 360 degree assessments (Belbin profiling) and feedback
3. Agreement on current strengths and areas for team development
4. Facilitated discussions leading to agreement on goals, objectives and strategies to deliver to the goals
5. KPIs clearly defined and agreed
6. Team coaching, facilitation and training as required
7. Individual coaching where relevant
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Testimonials and Comments
Ennis Innovate provides support to start-up companies from business idea stage to commercialisation. We have used the services of Ormond Coaching and Training for Presentation Skills Training. I am very happy with the quality of training provided by Dymphna. Her style is very engaging, she actively works to include all participants, ensure that the information is understood and that the participants have ample time and feedback to develop their skills. I will definitely use Dymphna for
The value that I provide includes
- I will design and deliver training programmes/workshops to address your identified need.
- I will work with you to help you identify your training and development needs.
- Extensive experience working with clients in a variety of sectors at all levels.
- All participants on workshops receive a reference manual.
- I am available to you for consultations via phone or email between coaching sessions.
- I am a qualified life and business coach
- I am a Belbin accredited consultant
- Collaborate with other providers to compliment the range of services, experience and expertise offered
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