An organization is only as successful as its teams. In a complex, uncertain and fast-moving world, teams are the building blocks of organization health – the key link between individual talent and business outcomes.
In short, building high performing teams should be amongst the key priorities of every business.
Antony Jay, foreword to ‘Management Teams, Why they Succeed or Fail’ by Meredith Belbin
A large body of research has demonstrated the need for teams within organizations. A survey by EY discovered that almost 9 out of 10 companies “agree that the problems confronting them are now so complex that teams are essential to provide effective solutions”. In addition, “an overwhelming majority of respondents think that their organization’s ability to develop and manage teams will be essential for their future competitiveness”.
In teams, people work concurrently, saving time and resources. Responsibilities are shared and individual team members are accountable to one another. Resources can be pooled, allowing teams to collate, organize, cross-reference and analyze information more effectively than individuals can. Teams have the benefit of greater innovation too, because diverse individuals are able to share and develop ideas together. With knowledge shared in teams, organizations can learn – and document and retain that knowledge – more effectively.
Each of us will work as part of a team during our working lives. Yet, teamwork doesn’t always… work. Some teams gel and others don’t.
Dr Meredith Belbin
“I do a lot of team coaching and at the moment. Quite a few teams have been asking me to come in and help them to become higher performers, and I found bringing in Belbin has been a fantastic way to look at the teams. To look at how they are conflicting with each other, looking at how they are complementing each other… People have actually said this has been completely life-changing for our teams.”
To build and cultivate great teams, team members need to understand, recognize and maximize the behavioral strengths of others, while managing and containing the associated weaknesses.
The Belbin Individual report analyzes an individual’s contributions in terms of the nine Belbin Team Roles, offering advice and guidance on how they might work best, announce their preferences to others and cultivate latent talents.
We look at the issues that are specific to your organization, and the people within it. Then, using the Belbin theory, we build a bespoke workshop specifically designed to address the issues that you are facing.
Using a Belbin facilitator ensures that everyone can participate and maximize their contribution. We facilitate sessions with teams at all levels, from boards of directors to new recruits.
Belbin accreditation is recommended for anyone who uses – or wants to use – Belbin Team Roles as part of their training toolkit.
Whether you’re an HR, L&D or training professional, or an independent facilitator, coach or management consultant, Belbin accredited certification will give you a solid grounding in Belbin theory, and confidence in delivering report feedback and team workshops.
Patrick offers more than 25 years of experience with some of the most successful businesses in Europe as a consultant, change manager and executive coach.