Through my career, I’ve probably been in 50+ teams and served upwards of 25 groups as a manager. I’m a keen observer of how teams form and take on individual roles. This has allowed me to coach and recruit for obvious gaps. 

In a successful team, each member plays a unique and essential role. Understanding these roles can be the difference between a group (or project) that flourishes and one that flounders. 

This is where a model like the Belbin Team Model comes in. It's a framework developed by Dr Meredith Belbin to help teams identify and leverage their strengths.

The Belbin Team Model identifies nine distinct roles that people naturally assume in a team setting. Each role has its own strengths and blindspots, and understanding these can help build a more cohesive, effective team.

Sometimes people perform multiple roles, and switch between them based on circumstances. At other times, not all of the roles are present, and knowing this is a good step to managing gaps in your team. 

In this blog post, I’ll explore these nine roles, how to identify them in yourself and others, and why they matter.

The Nine Belbin Team Roles

  1. Plant (PL)
  • Strengths: Creative, imaginative, and innovative, Plants are the idea generators of the team. They are excellent at thinking outside the box and coming up with unique solutions to problems.
  • Blindspots: Plants may struggle with practicalities and can be overly focused on their ideas, sometimes neglecting details or the opinions of others.
  • How to Identify: Look for someone who consistently offers new ideas or approaches and isn’t afraid to challenge the status quo. They might be the person who thrives on brainstorming sessions and enjoys solving complex problems.
  1. Resource Investigator (RI)
  • Strengths: Outgoing, enthusiastic, and communicative, Resource Investigators are the networkers of the team. They are skilled at making connections, finding new opportunities, and bringing external ideas to the table.
  • Blindspots: They can lose enthusiasm quickly and might struggle to follow through on ideas without external motivation.
  • How to Identify: Spot the person who is always networking, bringing in new contacts, and finding resources. They are often the first to know about new trends or opportunities.
  1. Coordinator (CO)
  • Strengths: Mature, confident, and good at delegating tasks, Coordinators are the team’s organisers. They are skilled at understanding team dynamics and ensuring that everyone’s strengths are utilised.
  • Blindspots: They can be seen as manipulative or may over-delegate, sometimes relying too heavily on others to get things done.
  • How to Identify: Recognise the person who naturally takes charge, ensuring everyone knows their role and is working towards a common goal. They are often good at mediating discussions and keeping the team focused.
  1. Shaper (SH)
  • Strengths: Challenging, dynamic, and driven, Shapers are the people who push the team forward. They thrive on pressure and are excellent at overcoming obstacles.
  • Blindspots: They can be prone to provocation, and their drive might lead to conflict if not managed carefully.
  • How to Identify: Find the individual who is always pushing for progress, setting deadlines, and motivating others to keep moving forward, especially when the going gets tough.
  1. Monitor Evaluator (ME)
  • Strengths: Sober, strategic, and discerning, Monitor Evaluators are the critical thinkers of the team. They are excellent at analysing options and making informed decisions.
  • Blindspots: They can be overly critical or lack enthusiasm, which might dampen the team’s morale.
  • How to Identify: Seek out the person who often steps back to analyse a situation before acting, providing well-considered opinions and ensuring that decisions are made with all the facts in mind.
  1. Teamworker (TW)
  • Strengths: Cooperative, diplomatic, and perceptive, Teamworkers are the glue that holds the team together. They are skilled at smoothing over conflicts and ensuring everyone feels included.
  • Blindspots: They may avoid confrontation and struggle to make tough decisions when needed.
  • How to Identify: Look for the person who is always checking in on others, facilitating communication, and working behind the scenes to maintain harmony in the group.
  1. Implementer (IMP)
  • Strengths: Practical, reliable, and efficient, Implementers are the organisers who turn ideas into action. They excel at creating and following through on plans.
  • Blindspots: They can be inflexible or resistant to change, often preferring to stick with tried-and-tested methods.
  • How to Identify: Find the person who is always focused on execution, ensuring that tasks are completed on time and according to plan. They are often methodical and detail-oriented.
  1. Completer-Finisher (CF)
  • Strengths: Conscientious, diligent, and detail-oriented, Completer-Finishers ensure that every task is completed to the highest standard. They are excellent at spotting errors and refining the final product.
  • Blindspots: They can be perfectionists, which may lead to stress or a reluctance to delegate.
  • How to Identify: Look for the person who takes pride in delivering polished work, double-checks everything, and often stays late to ensure everything is just right.
  1. Specialist (SP)
  • Strengths: Dedicated, focused, and knowledgeable, Specialists are the experts in their field. They bring in-depth knowledge and skills that are crucial for the team’s success in specific areas.
  • Blindspots: They can be too focused on their area of expertise and may struggle to see the bigger picture or work outside their comfort zone.
  • How to Identify: Observe the person who is deeply passionate about a specific subject, often seen as the go-to expert for anything related to their field of knowledge.

How to Identify Team Roles

Identifying the different roles within your team starts with observation and communication.

Here are a few strategies to help you recognise each role:

  1. Observe Team Dynamics: Pay attention to how people behave in meetings and during collaborative tasks.
    1. Who takes the lead?
    2. Who offers new ideas?
    3. Who ensures that tasks are completed?
  2. Ask for Feedback: Encourage team members to share their perceptions of their own strengths and the strengths they see in others. Self-assessment tools based on the Belbin model can also be useful here.
  3. Trial and Error: Sometimes the best way to identify roles is to assign different tasks and see how team members respond. Over time, you’ll begin to see patterns in behaviour that align with the Belbin roles.
  4. Use Belbin’s Assessment Tools: Belbin provides a range of assessment tools that can help teams identify their roles more formally. These tools offer insights based on self-perception and observer feedback, helping teams build a balanced skill set.

Why the Belbin Model Matters

Understanding the Belbin Team Model is not just about labelling people, it’s about leveraging their strengths to build a more effective team. By recognising the different roles and ensuring that most or all are represented, you can enhance communication, reduce conflict, and improve overall team performance. By recognising gaps in the team, you can work on strategies to mitigate.

I often use the Belbin model when examining a group performance and seeing if there is an obvious gap, or overplayed strength so that I can manage accordingly.

In a collaborative environment, no single person can do it all. The Belbin model reminds us that diversity in skills and perspectives is a strength, not a weakness. By fostering this diversity, you create a team that is greater than the sum of its parts.

Key Takeaways

  • The Belbin Team Model offers a valuable framework for understanding the different roles that individuals play in a team.
  • By identifying these roles in yourself and others, you can create a more balanced, effective team where everyone’s strengths are utilised, and potential weaknesses are mitigated.
  • Start by observing your team’s dynamics, using feedback tools, and encouraging open communication.
  • As you become more familiar with the roles, you’ll be better equipped to assign tasks, manage projects, and lead your team to success.

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