Developed by Meredith Belbin in , following nine years of study and has An individual’s team role is established through a ‘Self Perception Inventory’. The Belbin Self-Perception Inventory (SPI) is a behaviour-based questionnaire. Your responses, via the SPI, are analysed by the Belbin Team Role system. Belbin Team Role Inventory, also called the Belbin Team Inventory or the Belbin Self-Perception Inventory, is an method for assessment of an individual’s.

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Puts ideas into plans and actions. Plants are highly individualistic and creative personalities. Informatie Neem contact met mij op Downloads. They complement and reinforce each other, but they can also contradict and compete with each other. Might be over-optimistic, and can lose interest once the initial enthusiasm has passed. Developed tteam Meredith Belbin infollowing nine years of study and has become one of inventkry most accessible and widely used tools to support team building.

Belbin team role inventory

He or she is focused outside the team, and has a finger firmly on the pulse of the outside world. A team must consist of different roles to achieve maximum performance.

The most successful companies tended to be those with a mix of different people, i. Belbin himself asserts that the Team Roles are not equivalent to personality ivnentoryand that unlike the Myers-Briggs Type Indicatorwhich is a psychometric instrument used to sort people into one of 16 personality types, the Belbin Inventory scores people on how strongly they express behavioural traits from nine different Team Roles.

Contact us to see how we can help! Can be inclined to worry unduly, and reluctant to delegate. A good Resource Investigator is a maker of possibilities and an excellent networkerbut has a tendency to lose momentum towards the end of a project and to forget to follow things up.


Group work Human resources management. Specialists bring a high level of concentration, ability, and skill in their discipline to the team, but can only contribute on that specialism and will tend to be uninterested in anything which lies outside its narrow confines.

Coordinator trusts others and delegates easily but sometimes has a tendency to leave too much work to others. Co-ordinators are sometimes perceived to be manipulative and will tend to delegate all work, leaving nothing but the delegating for them to do.

They could be accused of taking their perfectionism to extremes. A management game was designed to reproduce work life. A shaper should be an alternative to a co-ordinator rather than having both. Strong teams normally have a strong co-ordinator, a plant, a monitor evaluator and one or more implementers, team workers, resource investigators or completer finishers. However, this doesn’t mean that every team requires nine people!

For the Shaper, winning is the name of the game. Because they are flexible and easily adaptable to different situations and people, they often play the role of negotiators within a team. Meredith Belbin argues that the optimum size for a team is 4 people. Both the Fisher, et al.

They take a broad view when problem-solving, and by moving slowly and analytically, will almost always come to the right decision.

Being too unrealistic, thinking without acting or practical results.

Why They Succeed or Fail These differences are explained by the Belbin Team Role Model. Maintains intellectual reasoning too long, being overly critical, impassive and distant.

Resource Investigators are curious and enthusiastic extroverts. The Nine Belbin Team Roles A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. A major contributor to this article appears to have a close connection with its subject.


Discover our two-day Accreditation Course, aimed at professionals who will be using Belbin Team Roles with individuals and teams, or who will be teaching the model.

Each team role is teqm a strategy in dealing with work and with colleagues. None of this is possible without an individual completing a Belbin Self-Perception Inventory and asking for feedback from their colleagues.

The Nine Team Roles of Belbin

The original research into the Belbin Team Roles was conducted with rolew old, copyright, 8-role version that was intended for an individual’s own interest rather than for use as a tool.

Teamworker has difficulty with conflict and may have trouble taking decisions at critical times. Sober, strategic and discerning.

Journal of Managerial Psychology. Helps the team to understand ways in which it could improve performance.

A person may and often does exhibit strong tendencies towards multiple roles. Multiple Plants in a team can lead to misunderstandings, as many ideas are generated without sufficient discernment or the impetus to follow the ideas through to action. Do you and your manager have complimentary Team Role profiles? Each Team Role brings an important contribution to a team, and each is associated with particular strengths and typical weaknesses, called by Belbin “allowable” weaknesses.

Explores opportunities and develops contacts.

Belbin Team Role Model Management

Acts before thinking things through. No evidence was found linking group balance to performance; however, teak recognized the value of their Belbin report when entering the job market. Languages Deutsch Nederlands Polski Edit links.