Belbin Model of Team Role

YUNI ROS BANGUNOrganizational Behavior

Who's Belbin? History Definition and Function Classification in Belbin Model How to Use Belbin Model

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Who’s Belbin? Dr. Meredith Belbin is a UK researcher who

found that groups need the right mix of people to be effective.

His research identified 9 types of people in groups.

History of Belbin Role Dr. Meredith Belbin first began studying

teams at Henley Management College in the 1970s

The Belbin Team Inventory first appeared in Meredith Belbin's book, "Management Teams: Why They Succeed or Fail", (1981)

Definition and Function a powerful tool for building and developing

corporate management and work teams The model represents a coherent and accurate

system that explains individual behaviour and it’s influence upon a team.

strengths and allowable weaknesses can be used to add value to everything from a stand alone experiential project to the careful composition of management and business teams

“Nobody is perfect – but a team can be” - Belbin

Action Oriented ?

People Skills Oriented ?

Cerebral Oriented ?

ANDA dan Saya apakah ?

YANG PENTING AYO ..JALANIN !!!

HA HA ... NGE “TEAM “ dulu AHH !!!

ENTAR ...ENTAR ... GUE PIKIRIN DULU ..SERU NIH !!!

CLASSIFICATION IN BELBIN MODEL

Action Oriented Role: Implementer – The implementer’s strength lies in

translating the team’s decisions and ideas into manageable and practical tasks or actions convert idea to action

Shaper – The shaper’s strength lies in being goal directed. The shaper is a dynamic individual who boldly challenges others during discussions, can handle work pressures and has the courage to overcome obstacles sharpened idea from others

Completer/Finisher - The completer/finisher’s strength lies in meticulousness, attention to detail and the ability to meet deadlines finishing stage

People Skills Oriented Role Co-ordinator - The co-ordinator’s strength lies in

enabling and facilitating interaction and decision making. connected to each member’s tought

Teamworker - The teamworker’s strength lies in being a good listener, being collaborative, co-operative, easy going and tactful.

Resource Investigator - The resource investigator’s strength lies in being an extrovert who can develop contacts, communicate well, explore new ideas and opportunities, and bring enthusiasm and drive to the team effort.

Cerebral/Intellectual Role

Planter - The planter’s strength lies in problem solving and out-of-the-box thinking.

  Monitor/Evaluator - The monitor/evaluator’s strength

lies in good judgment and good strategic thinking ability.

Specialist – The specialist’s strength lies in being a dedicated and focused individual who likes to learn and constantly build his or her knowledge. The specialist likes to dig deep and is therefore a good resource who can contribute information and knowledge in a team situation.

ANDA BAGAIMANA ?

How to Use Belbin Model1. Observe the individual members of your

team, and see how they behave, contribute and behave within the team.

2. Now list the members of the team, and for each person write down the key strengths and characteristics you have observed. (You may also want to note down any observed weaknesses.)

How to Use Belbin Model (2)3. Compare each person's listed strengths and

weakness with the Belbin's descriptions of team roles, and note the role that most accurately describes that person.

4. Once you have done this for each team member, consider the following questions:

◦ Which team roles are missing from your team? And from this, ask yourself which strengths are likely to be missing from the team overall?

◦ Is there are prevalent team role that many of the team members share?

Tip:

How to Use Belbin Model (3)5. After identified potential weakness, areas of

conflict and missing strengths, think about the options you have to improve and change this. Consider:

◦ Whether an existing team member could compensate by purposefully adopting different a team role. With awareness and intention, this is sometimes possible.

◦ Whether one or more team members could improve how they work together and with others to avoid potential conflict of their natural styles.

◦ Whether new skills need to brought onto the team to cover weaknesses.

From your group of 4 or 5 which role ? let us do some self assessment

Define strengths and weaknessess member of your group

Lists way you may do to increase team performance

YOUR TEAM

TEAM ANALYSISMember TYPE STRENGTHS Weaknessess Plan to improve

ANITA

SINTA

ARI

RAHMAD

Dr.Yuni Ros BangunDonald Lantu PhD