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Social relationships that work, do not necessarily lead to successful working relationships.
- Individuals or relatives who get on well with each other, may find it extremely difficult… to work together. This occurs quite often, not only in multinational organizations but in SMEs as well, established to exploit a good idea between two or more friends.
- Committees that consist of esteemed professionals fail whilst talented but difficult individuals find it impossible to cooperate, creating negative and explosive situations.
- Successful teams surprise with their unexpected drawback in new projects while some others are driven forward when a new member joins.
- Workers are awarded the first prize, diluting all negative estimates on social and professional class.
Communication gaps, conflicts, apathy, misunderstandings, lost opportunities, stereotyping.
How can we work without them?
Belbin® methodology is renowned for its effectiveness in building better working relationships based on trust and mutual understanding.
Belbin® expert systems suggest a new way of self discovery, communication and teamwork, abolishing stereotypes which obstruct progress.
Moreover, Belbin consultants are interested in identifying and improving work behaviour, supporting in a very direct way, the developmental efforts of individuals and organizations.
Public and private organizations achieve improved financial and operational results, comprehending and strengthening the way their people (as individuals or teams) socialize, communicate, decide and cooperate within the workplace.
A team is effective when it is mature. This means that its members consciously evaluate the way they communicate, behave, decide and act.
Two things are always needed for any job to be done successfully:
- How the person perceives his/her skills in relation to the job requirements
- How the people collaborate to achieve their targets
Since 1990 Belbin consultants have improved the working relationships in various business sectors, developing the individuals and their behaviour within a team. Our methodology, training and ethos distinguish our services and allow us an international recognition for Teambuilding and Performance for:
- Teams that need to focus on new challenges or targets
- Teams that operate satisfactory but could exploit their potential to a greater advantage
- New Teams whose members do not act collectively
- Teams from mergers, acquisitions or restructuring programmes
- Problematic teams where apathy or conflict obstruct progress
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Belbin® methodology for effective teamwork
In co operation with the client’s management, we follow four steps to initiate and strengthen team spirit and work:
- Belbin® identification of Team Roles
To create a team identity, first of all, members need to find out about how they perceive themselves and what to expect from their colleagues.
Knowing the Team Roles, it enables us to shape the right workshop where team members will express themselves, show their skills, identify communication differences and plan ahead more effectively.
Our software package e-interplace® produces individual and team reports with important information using special inventories (questionnaires).
All scoring and reporting is electronic, making the generation of reports more efficient and comprehensive.
- 1-1 interviews
They provide us a unique opportunity to introduce ourselves and inform of our intentions, as well as explain the reports and answer questions. Most Belbin consultants are trained in reading behind words, gaining a deeper understanding of the team’s dynamics and the criteria used by members to assess behaviour.
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Team building games
The members of a mature team are aware of the requirements and limits of their job and communicate in a way that promotes cooperation and excellence. We have developed and use special workshops to break the ice, explore strengths and agree on new ways of working together.
Co-operate: an icebreaker for any team
Co-operate consists of 3 separate team building exercises. Each exercise can be used for 4-9 participants, or all 3 team building exercises can be run at the same time, allowing 12-27 people to take part. It is ideal to explore how team members behave under pressure and experience the whole process of decision making and acting upon!
Contribute: Experience task allocation
 
Contribute® is the more Team Role-focused of the two Belbin team building games. It is designed to demonstrate the strengths and contributions of each of the 9 Belbin Team Roles, developing the team’s understanding of the roles within a learning environment. To that end, Belbin provides 9 free online assessments to ensure that you are able to profile your team.
Contribute® also offers experience in distributing work appropriately among individuals, with the aim of producing the best results for the team as a whole.
For 4 to 9 people
- What does it mean in a team of five to have three Resource Investigators and two shapers?
- How will team members work and communicate from now on.
- Consultative support during the changing phase.
For a team to be effective, it means that its members rank their work roles first, making sacrifices in order to get the job done.
In close cooperation with the client’s management and HR department, we assist in strengthening positive change and behaviour through coaching, 1-1 interviews, educational seminars and special workshops, where together with all team members, we analyse real work problems to customer friendly solutions (using project management practices and methods).
Learn more:
FAQs
The Theory of Team Roles
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First of all, it is not about a group of people who work together. For us, teamwork is characterised by the maturity and cooperation level of its members, in order certain mutual goals to be achieved.
Does it sound logical and easy?
The reality is that most of the organizations adopt just a reflection of real teamwork.
In a real team all members know their strengths and weaknesses as well as their colleagues’, how they should contribute, when to let someone else take the lead and how to work if something unexpected and not desirable, happens.
Flexibility, efficiency, complex problem solving and job satisfaction are some of the benefits an organization can realize, through teamwork. Benefits, that in our highly competitive markets are very important indeed.
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Will we gain better financial results through teamwork?
Teamwork results in better operational and consequently financial results. However, this is not achieved automatically and certainly not by a superficial teambuilding.
During the research conducted by Dr M. Belbin, some teams presented negative results while others managed to win more than once.
Those failing teams were categorized into two groups:
Ι. Teams whose members failed to identify their problems, continuing to believe that they worked as a team
ΙΙ. Teams whose members identified their problems but took the stance ‘this is how it is, nothing can really be changed, ever’
We can all learn how to communicate and behave within a team for best results.
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Can we improve team effectiveness, using Belbin? With all teams?
So far we have never failed. However, team members with Team Roles in balance, may still be behind their true potential. All teams operate within an organizational environment with a certain structure and systems. A mature team to be able to deliver to its potential, will need an environment that supports personal development through learning, innovative initiatives and collective decision making.
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Can teamwork be introduced to the whole of an organization?
The wider environment and the organizational culture will be the starting points for such an initiative. This requires not only the close cooperation of Belbin consultants with the client’s management and staff but the identification and analysis of various strategic and operational variables as to design and implement an acceptable process that will improve work behaviour and competitiveness at the lowest cost (e.g. management structure and style, criteria of entry and promotion, strategic control, operational systems&results, e.t.c.).
Such initiatives have been implemented successfully in various public and private organizations worldwide. Most Belbin consultants are experienced and trained in relative disciplines too, such as HR management, strategic planning and psychology.
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Learn more:
Case studies
Career management |
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