One question that comes up time and time again is "Should you redo Belbin?"
The answer? Absolutely. And here's why.
Whilst personality is relatively fixed, behaviour can and does change depending on our job role, the team around us and the culture in which we’re working.
We can actively make changes too – to grow into a particular role or fulfil aspirations.
Whilst it’s very unusual for our most preferred roles to become least preferred and vice versa, it is possible to cultivate manageable roles until the behaviour comes more naturally.
Your Belbin Individual report is a snapshot of your behaviours at work at a particular time. By revisiting Belbin, you can track the changes that may have occurred and evaluate how best to proceed.
Perhaps you have been working on developing some of your strengths since your last Report.
While some personality (or psychometric) tests may encourage individuals in the team to look inward, Belbin aims to focus team members on how they can help meet common objectives, by aligning individual strengths with the team’s needs.
Working to our strengths (and being aware of others’ strengths within the team) boosts engagement, encourages behavioural diversity and mutual respect and builds psychological safety.
Teams are organic – even in long-standing teams, there are shifts in how work is allocated and how people like to work.
Revisiting Belbin is an opportunity to take personal responsibility for your contributions and their impact on the team and its objectives.
Your Belbin Report provides the starting-point for a discussion, ideally with others in your team, as well as your manager.
Since Team Roles are clusters of real-world behaviours rather than abstract concepts, all the advice and guidance in the Report is designed to help you shape the way you work, allowing you to get the most from your job and team, and vice versa.
If you’re comparing old and new Belbin Reports, here are a number of useful exercises.
Look at the ‘What Others See’ pages (old and new) side by side.
Look at the ‘List of Observer Responses’ – these are the characteristics that others in your team see. Pay close attention to the top ten words.
Again, the key is to come up with practical strategies to bring certain behaviours to the fore. Remember, it’s normal to have words corresponding to allowable weaknesses and to have a zero score for lots of words.
Are you curious about how your Team Roles may have changed and the efficacy of your personal development strategies? Perhaps it’s time to revisit Belbin with a new Report.
Listen to Lindsay Lalla explain how she uses the Belbin Reports to help leaders.
We love helping people and teams play to their strengths, realise their potential and derive enjoyment from their work.
If you think we could help you or your team, we’d love to chat. You can call us on +44(0)1223 264975 or fill in the form below.
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