“I’ve done Belbin with the team – what do I do now?” Of course, this is a question without a stock answer as there are so many variables. We really need to back up a level.
Pressure. Some people thrive on it; others buckle. But how can we predict someone’s reaction? And if we have an idea of what this reaction will be, how can we help people to develop?
How do you ensure buy-in from individuals who might be quite happy with the status quo – or at least see only the disadvantages of short-term chaos and upheaval?
Research shows that innovative start‐ups drive economic growth and are responsible for the majority of job creation in the UK within the last five years, but little is understood about employees...
As we count down to the beginning of the 2018 World Cup, there’s no end of speculation and commentary as to how the teams will fare. Of course, there are so many variables which can make or break...
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.
Belbin is the language of teams and of business. It’s not a fad or a new initiative. It is practical, resonates with managers and has longevity. It embeds itself within business practice.
Happy 2018! We don’t have motivational speeches. We don’t have pictures for your fridge. All we have is this list of Belbin Team Roles and their biscuit proclivities…
Occasionally, an individual’s behaviour can have a disproportionate effect on the team. Sometimes this effect is a positive one, but we tend to be involved when the effect is detrimental to the team.
