In 'The State of the Global Workplace', Gallup reports:
This raises the question...
Perhaps because there is a disconnect between what those individuals want to do with their expertise, and what the company wants to use them for.
Consider a specialist in a particular area. They might enjoy being at the forefront of their field, learning about new methods and attending training courses and conferences in their field. Once recruited, they may be confined to working to a more limited remit, which is not as fulfilling.
Clearly, certain jobs require specific qualifications, but there still needs to be room for growth. And often, for those who are eligible but not suitable, there is little challenge and disengagement quickly follows.
People can train to learn new skills, so long as there is sufficient interest, aptitude and motivation.
Dr Belbin discovered that those most likely to stick with the job were those whose behavioural styles were appropriate to the job, but who had not necessarily mastered all the technicalities.
Performing 'in role' (as far as Team Roles were concerned) provided a confidence boost, whilst identifying training needs – and crucially, providing the necessary training – allowed individuals to grow in the role.
We all have 'manageable' Team Roles – behaviours we can cultivate to help us fulfil a particular role. However, substantial changes in Team Role behaviour are rare. And according to Dr Belbin's findings, an unsuitable candidate never provides the ideal fit between person and job, regardless of how good that person may look on paper.
Bob Penney, CEO of Mercatius Ltd uses Belbin extensively for recruitment. He observes that, when it comes to the eligibility-suitability matrix,
Belbin reports are designed to facilitate and inform decision-making in recruitment, as part of a rich and full process.
Whilst they do not provide a definitive 'yes' or 'no' (of course, each organisation's recruitment process is far too complex and nuanced for that), they offer an additional source of information, as well as guidance and advice on how to ask the right questions to establish Team Role fit.
Contact us today to find out how Belbin can help you move towards a more impartial, strengths-based recruitment strategy.
Our thanks to Bob Penney for his contribution to this article.
Before you can analyse your teams, you need to look at each individual's contribution. So, the first thing you will need to do is to generate a Belbin Individual report for each member of the team.Find out more
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