Become a Better Leader by Developing Your Team Leadership Skills
What separates the Belbin® Team Role method from the myriad of other approaches to leadership is that it provides you with a proven, research supported framework that allows you to develop and lead high-performance teams by raising your self-awareness on your strengths and weaknesses and by helping you to better harness your team’s talents by understanding team members’ strengths and weaknesses.
Setting up everyone on the team to be successful by playing to their strengths and managing their weaknesses is our secret success formula.
Here’s what we provide:
What Belbin Brings to the Table
- identify your unique leadership strengths and what tasks you should perform yourself and which you should delegate
- discover the collaborative strengths of the people on your team
- develop specific strategies to leverage your and your team’s strengths and compensate for gaps to achieve maximum performance
Outcomes
- quicker, more productive meetings (live, virtual, and hybrid)
- improved speed, quality, and execution of decision making
- higher trust levels in the team
- engaged team members, committed to decisions and action plans
The Nine Belbin Team Roles
The Belbin Team Role method is a unique framework that incorporates both your own self-perception and input from people who work closely with you. It provides a truly comprehensive view of your collaborative talents and weaknesses and those of your team.
Plant
Tends to be highly creative and good at solving problems in unconventional ways.
- Contribution: creative, imaginative, free-thinking. Generates ideas and solves difficult problems.
- Allowable Weaknesses: ignores incidentals. Too preoccupied to communicate effectively.
Resource Investigator
Uses their inquisitive nature to find ideas to bring back to the team.
- Contribution: outgoing, enthusiastic, communicative. Explores opportunities and develops contacts.
- Allowable Weaknesses: over-optimistic. Loses interest once initial enthusiasm has passed.
Co-ordinator
Needed to focus on the team’s objectives, draw out team members and delegate work appropriately.
- Contribution: mature, confident, identifies talent. Clarifies goals. Delegates effectively.
- Allowable Weaknesses: can be seen as manipulative. Offloads personal work.
Shaper
Provides the necessary drive to ensure that the team keeps moving and does not lose focus or momentum.
- Contribution: challenging, dynamic, thrives on pressure. Has the drive and courage to overcome obstacles.
- Allowable Weaknesses: prone to provocation. Offends people’s feelings.
Monitor Evaluator
Provides a logical eye, making impartial judgements where required and weighs up the team’s options in a dispassionate way.
- Contribution: sober, strategic and discerning. Sees all options and judges accurately.
- Allowable Weaknesses: lacks drive and ability to inspire others.
Teamworker
Helps the team to gel, using their versatility to identify the work required and complete it on behalf of the team.
- Contribution: co-operative, mild, perceptive and diplomatic. Listens, builds, averts friction.
- Allowable Weaknesses: indecisive in crunch situations.
Implementer
Needed to plan a workable strategy and carry it out as efficiently as possible.
- Contribution: disciplined, reliable, conservative and efficient. Turns ideas into practical actions.
- Allowable Weaknesses: somewhat inflexible. Slow to respond to new possibilities.
Completer Finisher
Most effectively used at the end of tasks to polish and scrutinize the work for errors, subjecting it to the highest standards of quality control.
- Contribution: painstaking, conscientious, anxious. Searches out errors and omissions. Delivers on time.
- Allowable Weaknesses: inclined to worry unduly. Reluctant to delegate.
Specialist
Brings in-depth knowledge of a key area to the team.
- Contribution: single-minded, self-starting, dedicated. Provides knowledge and skills in rare supply.
- Allowable Weaknesses: contributes on only a narrow front. Dwells on technicalities.
Our Clients
