Jan 20, 2010

Well – here we are again at the start of another year. What will it bring for us all?

After a year of recession, we are all waiting for signs of recovery, but the public sector have not yet implemented their expected cuts. Are we being too presumptuous? Will budgets diminish? Will the focus of our attention, “the successful deployment of individuals at work”, be viewed as an unnecessary luxury? Hopefully not, for whether companies are recruiting or making redundancies, making profits or losses, they still need to use their human resources to best effect.

At Belbin, we have a three-stage approach. The first is to discover the key behavioural strengths of employees. The second is to increase awareness of the needs of the job, and those of other team members. The third, and most important, is to provide a language with which people can address these differences and preferences. In this way, the right decisions can be made about the allocation of work.

As work adapts to shifting market demands, patterns of work allocation will change too. As time goes by, individuals also develop and mature to meet the new challenges their work presents. A change of functional role and perhaps of team members, can lend significance to repeating the Belbin Self-Perception and Observer profile, in order to ring the changes. It is important for the self-awareness of the individual, and for the manager, to understand how to utilise the best person for the job in a quickly-changing environment.

This perhaps all sounds very flowery. But the bottom line is that Belbin Team Roles are here for one reason only - and that is to enable people to understand how to behave most effectively in the workplace. Teamwork will become increasingly important in this coming decade. So will Belbin Team Roles.

Further information

Nigel Belbin at info@belbin.com
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