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We are in the process of building our resource library. If you can't find what you're looking for, please visit our blog.
How do you break the ice quickly and establish rapport quickly? How do you create a collaborative, engaged atmosphere and work towards psychological safety while ensuring the work stays on schedule?
In the past our concepts and experience of leadership have revolved round the solo leader. The leader, familiar to us, is the one with ardent followers who unhesitatingly takes on any role and assumes…
Gallup tells us that employees who play to their strengths are six times more likely to be engaged. Nice work if you can get it, but what happens if you don’t have the opportunity?
In 2012, Google set out to investigate what makes some teams successful, while others fail. Sound familiar? Here’s what they discovered and how it relates to the research of Meredith Belbin.
Tuckman studied teams from formation to completion and identified crucial stages in a team’s life cycle. Belbin’s observations of teams uncovered nine Belbin Team Roles. So how do the two fit together
At Belbin, we focus on strengths: the unique cocktail of behavioural contributions each person can bring to a team: But this also means shining a light on the associated weaknesses.
The frustration arising from lengthy, unproductive ones is all too common. Make the most of your meetings with Belbin Team Roles.
If you've received your Belbin reports, your work is just beginning!
Six Common Misperceptions about Teamwork - a Belbin perspective on the original research by Professor J. Richard Hackman.
Individuals have strengths and weaknesses - and the research tells us overwhelmingly that we need to address both in order to maximise individual and team performance.
Your Belbin Team Roles can change over time. Find out how to compare reports and formulate strategies to play to your strengths.
Why is someone who is recruited for their specific skills or qualifications not able to do what they do best?