the 9 belbin team roles with examples

Every successful team needs to have a variety of roles filled in order to reach their goals. The Belbin team roles model is an effective tool used to identify the different types of roles an individual can take on in order to promote team performance, effectiveness and success. The model includes nine distinct roles that promote different perspectives, skills and abilities within a group. In this blog post, we will be looking at each Belbin team role and providing examples of how they can be applied in the workplace. We will also explore the benefits of using the Belbin team roles model and how it can be used to ensure a successful work team. Understanding the Belbin team roles and what they mean is an important step in forming a team that can achieve great things.

What are the nine Belbin Team Roles? The nine Belbin Team Roles are: Resource Investigator, Teamworker and Co-ordinator (the Social roles); Plant, Monitor Evaluator and Specialist (the Thinking roles), and Shaper, Implementer and Completer Finisher (the Action or Task roles).

9 Belbin’S Team Roles

The Plant

Plants are independent thinkers and creative beings who come up with unique ideas and suggest novel ways to complete tasks. Plants prefer to work alone, as is the case with the other two thought-oriented roles.

3 action-oriented team roles in the Belbin model

Action-oriented team members strive to accomplish tasks. They fulfill their contractual obligations, meet deadlines, and transform obstacles into exciting opportunities for the organizations they work for. Action-oriented roles include:

3 people-oriented team roles in the Belbin model

Team members who prioritize building relationships and networking use these abilities to accomplish tasks. They might have great active listening skills and support other team members to foster unity within the group. People-oriented team roles include:

The Nine Belbin Team Roles

The nine Belbin Team Roles give managers and team leaders the tools they need to create effective teams that make the most of the talents of each team member. A balanced team with different personalities has a better chance of accomplishing its goals than an unbalanced team.

B. Three Action Oriented Roles:

The Shapers challenge the team to improve. To find the best solution, they challenge the group and the status quo.

They are usually very outgoing and have good communication skills. This might occasionally be a weakness for them because they might become argumentative and try to push people too hard.

Implementers take the team’s ideas and turn them into reality. They are the ones who bring about or complete things.

Implementers have the ability to work quickly and efficiently. They are well organized. They are adept at handling stress and have good time management skills.

Completers/Finishers ensure that everyone sticks to their schedule and meets their deadlines.

They are frequently detail-oriented perfectionists who are well-versed in their field. They also have good communication skills.

Repérer les manques au sein de l’équipe

Conflicts have a tendency to multiply when there are too many people with the same forces working on the same team, and deficiencies tend to be felt. As a result, if too many of your coworkers are focused on thinking rather than doing, you will have a ton of good ideas without ever having to edit any of them.

Be sure to regularly evaluate your team to quickly identify any weaknesses. You must evaluate each member’s performance while also observing how the group as a whole functions. Then, you can adjust some people’s responsibilities and tasks based on their personality and natural behavior. Plan team-building exercises: this is a great way to reestablish relationships with the group and discover a positive team dynamic.

You must frequently reevaluate roles and responsibilities in order to build effective teams. Perform quarterly evaluations to gauge each person’s progress and determine whether those involved have improved or strengthened their skills over time, whether a different role would be more appropriate for them, or whether pursuing additional training would enable them to advance more quickly.

For instance, someone who is typically reserved and contemplative may gain confidence and improve their communication skills. After a more thorough evaluation, you may find that the person in question is more relationally inclined and would fit in well in a leadership position. Role evaluations on a regular basis and the establishment of open communication allow team members’ profiles to change over time.

The use of team management tools helps to clarify task assignment and facilitates group project completion. Recognize that when everyone is aware of what is being done when, collaboration turns into a child’s game. Focus on transparency and determine everyone’s priorities to work more effectively as a team.


How do you use Belbin’s team roles?

3 Belbin People Oriented Roles Co-ordinators maintain the team’s focus on goals, make wise choices, and assign tasks to the most qualified people. Team Worker: Cooperative, sociable, and supportive, though occasionally they delegate too much The team worker will facilitate teamwork and help your group accomplish its objectives.

What does it mean when a person is a plant in a team?

Plants are responsible for creative problem solving in teams. These are the individuals who can come up with novel, unconventional ideas, are skilled at brainstorming, and can think outside the box.

What does Belbin explain is important in relation to his team roles?

Belbin contends that by being aware of your place in a particular team, you can improve your ability to contribute to the group by enhancing your teamwork skills and managing your weaknesses. The Belbin model is frequently used by team builders and leaders to help teams become more balanced.

How do I become a Belbin model in the workplace?

To determine behavioral strengths and weaknesses in the workplace, Belbin Team Roles are used. Belbin Team Role reports provide the language to ensure that individuals and teams communicate and work together with greater understanding, whether it’s for developing people, resolving conflict, or enhancing high performance.

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