A team is not a group of people that occupy the same physical space, or department. A team is made up of people that have been chosen for what they can contribute, and who are allowed to contribute…
Leaders who can successfully identify – and work with – the shape of their leadership style, stand a greater chance of improving engagement and harnessing the potential of those they lead.
Personal factors figure very strongly in some situations. Clashes of personality occur when two people have divergent approaches. Here opposite Team Role patterns might provide a clue to the problem.
Can your Belbin Team Roles change over time? Absolutely, because your Team Roles are a measure of behaviour in the workplace, and there are many factors that influence this!
In the spirit of Valentine’s Day let’s take a look at how each of the 9 Belbin Team Roles might go about asking someone out on a date...
Companies are paying the price for avoiding feedback. We might think we’re dodging a bullet by using self-reporting personality tests. But avoiding candid feedback can spell disaster for teams.
How do you break the ice and establish rapport quickly? How do you create a collaborative, engaged atmosphere and work towards psychological safety while ensuring the work stays on schedule?
Have you experienced the impact of anxiety in your team? How does it affect the team's performance? Who in your team is likely to be driven by anxiety? How is this managed, so that it is beneficial?
What’s the tipping-point? When does a team become a group? How does the psychology change, and what influence does this have on individual behaviours?