Belbin Team Roles - Revision history

Tkokotas at 17:12, 16 November 2018

2018-11-16T17:12:33Z

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			''Developed by Tobias Andersen''


	==Abstract==		==Abstract==
	This article describes and discusses the theory of the Belbin Team Roles. This theory, developed by Dr. Meredith Belbin and his research team, identifies nine distinct team roles that can be determined using a written test. Belbin claims that there is a correlation between team structure balanced according to these roles and improved performance. The PRINCE2 standard recognizes that different tasks are performed better by different personality types, and recognises the importance of having well-defined project management team structure with defined roles and responsibilities <ref name=PRINCE2.1> ''Managing Succesful Projects with PRINCE2, Fifth Edition (2009). ISBN 978 0 11 331059 3: TSO.'' </ref>. Thus, the Belbin Team Roles theory can assist in defining these roles and responsibilities in a structured manner.		This article describes and discusses the theory of the Belbin Team Roles. This theory, developed by Dr. Meredith Belbin and his research team, identifies nine distinct team roles that can be determined using a written test. Belbin claims that there is a correlation between team structure balanced according to these roles and improved performance. The PRINCE2 standard recognizes that different tasks are performed better by different personality types, and recognises the importance of having well-defined project management team structure with defined roles and responsibilities <ref name=PRINCE2.1> ''Managing Succesful Projects with PRINCE2, Fifth Edition (2009). ISBN 978 0 11 331059 3: TSO.'' </ref>. Thus, the Belbin Team Roles theory can assist in defining these roles and responsibilities in a structured manner.

Tobias: /* Creating Balanced and Successful teams */

2018-03-05T10:35:02Z

Creating Balanced and Successful teams

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	This section presents a number of examples in which the Belbin Team Role theory can be applied.		This section presents a number of examples in which the Belbin Team Role theory can be applied.

	===Creating Balanced and Successful ~~teams~~===		===Creating Balanced and Successful Teams===
	Using the Belbin Team Roles, a project manager is able to better understand the potential members of a project team. This insight can guide the decision of which members to include in a team in order to make the most balanced team possible.		Using the Belbin Team Roles, a project manager is able to better understand the potential members of a project team. This insight can guide the decision of which members to include in a team in order to make the most balanced team possible.

Tobias: /* History of the Belbin Team Roles */

2018-03-05T10:34:50Z

History of the Belbin Team Roles

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	During the study, eight different clusters of behaviour were identified and each of these was defined as a “Team Role”. Later, a ninth role was identified, the Specialist. In the study, the most successful teams were found to be the ones with the broadest range of individuals within these defined Team Roles. Following the study, Dr. Belbin formulated the Belbin Team Role Self-Perception Inventory (BTRSPI) which was to be used to determine an individual’s team role. The BTRSPI measures behaviour, not just personality, and is therefore not considered a psychometric test. Personality is expected to remain relatively constant throughout the life of an individual, however, some changes in behaviour might occur, for instance in relation to a job change. It is therefore possible for an individual’s BTRSPI result to change with time <ref name=Belbin_Lecturers> ''BELBIN Associates, Belbin For Lecturers. Retrieved from http://www.belbin.com/media/1335/belbin-for-lecturers.pdf. Accessed on 20 February 2018'' </ref>. This means that re-taking the BTRSPI test regularly might give differing results.		During the study, eight different clusters of behaviour were identified and each of these was defined as a “Team Role”. Later, a ninth role was identified, the Specialist. In the study, the most successful teams were found to be the ones with the broadest range of individuals within these defined Team Roles. Following the study, Dr. Belbin formulated the Belbin Team Role Self-Perception Inventory (BTRSPI) which was to be used to determine an individual’s team role. The BTRSPI measures behaviour, not just personality, and is therefore not considered a psychometric test. Personality is expected to remain relatively constant throughout the life of an individual, however, some changes in behaviour might occur, for instance in relation to a job change. It is therefore possible for an individual’s BTRSPI result to change with time <ref name=Belbin_Lecturers> ''BELBIN Associates, Belbin For Lecturers. Retrieved from http://www.belbin.com/media/1335/belbin-for-lecturers.pdf. Accessed on 20 February 2018'' </ref>. This means that re-taking the BTRSPI test regularly might give differing results.

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Tobias: /* History of the Belbin Team Roles */

2018-03-05T10:34:39Z

History of the Belbin Team Roles

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	During the study, eight different clusters of behaviour were identified and each of these was defined as a “Team Role”. Later, a ninth role was identified, the Specialist. In the study, the most successful teams were found to be the ones with the broadest range of individuals within these defined Team Roles. Following the study, Dr. Belbin formulated the Belbin Team Role Self-Perception Inventory (BTRSPI) which was to be used to determine an individual’s team role. The BTRSPI measures behaviour, not just personality, and is therefore not considered a psychometric test. Personality is expected to remain relatively constant throughout the life of an individual, however, some changes in behaviour might occur, for instance in relation to a job change. It is therefore possible for an individual’s BTRSPI result to change with time <ref name=Belbin_Lecturers> ''BELBIN Associates, Belbin For Lecturers. Retrieved from http://www.belbin.com/media/1335/belbin-for-lecturers.pdf. Accessed on 20 February 2018'' </ref>. This means that re-taking the BTRSPI test regularly might give differing results.		During the study, eight different clusters of behaviour were identified and each of these was defined as a “Team Role”. Later, a ninth role was identified, the Specialist. In the study, the most successful teams were found to be the ones with the broadest range of individuals within these defined Team Roles. Following the study, Dr. Belbin formulated the Belbin Team Role Self-Perception Inventory (BTRSPI) which was to be used to determine an individual’s team role. The BTRSPI measures behaviour, not just personality, and is therefore not considered a psychometric test. Personality is expected to remain relatively constant throughout the life of an individual, however, some changes in behaviour might occur, for instance in relation to a job change. It is therefore possible for an individual’s BTRSPI result to change with time <ref name=Belbin_Lecturers> ''BELBIN Associates, Belbin For Lecturers. Retrieved from http://www.belbin.com/media/1335/belbin-for-lecturers.pdf. Accessed on 20 February 2018'' </ref>. This means that re-taking the BTRSPI test regularly might give differing results.

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	==Application==		==Application==

Tobias: /* Annotated Bibliography */

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Annotated Bibliography

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	===Websites===		===Websites===
	1. '''www.belbin.com'''		;1. '''www.belbin.com'''
	~~<br />~~		: Website created by Dr. Meredith Belbin and BELBIN Associates. Contains information regarding the history of the theory, as well as explanations of the theory as a whole.
	Website created by Dr. Meredith Belbin and BELBIN Associates. Contains information regarding the history of the theory, as well as explanations of the theory as a whole.

	===Books===		===Books===
	2. Managing Succesful Projects with PRINCE2, Fifth Edition (2009). ISBN 978 0 11 331059 3: TSO.		;2. '''Managing Succesful Projects with PRINCE2''', Fifth Edition (2009). ISBN 978 0 11 331059 3: TSO.
	PRINCE2 is a structed management method based on experienced drawn from thousands of projects. It is designed as a detailed reference source for practitioners.		: PRINCE2 is a structed management method based on experienced drawn from thousands of projects. It is designed as a detailed reference source for practitioners.
			<br />
	3. A Guide to the Project Management Body of Knowledge (PMBOK® Guide), Fifth Edition. (2013). ISBN-13: 978-1-935589-67-9		;3. '''A Guide to the Project Management Body of Knowledge (PMBOK® Guide)''', Fifth Edition. (2013). ISBN-13: 978-1-935589-67-9
	Globally recognized standard and guide for the project management profession. Describes the established norms, methods, processes and practices to be used in Project Management.		: Globally recognized standard and guide for the project management profession. Describes the established norms, methods, processes and practices to be used in Project Management.
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	4. Tonnquist, Bo (2009). Project Management - a complete guide, Hans Reitzels Forlag. ISBN 9788776757281		;4. Tonnquist, Bo (2009). '''Project Management - a complete guide''', Hans Reitzels Forlag. ISBN 9788776757281
	A guide to the theory and practice of project, program and portfolio management, and business change.		: A guide to the theory and practice of project, program and portfolio management, and business change.

	===Articles===		===Articles===
	5. Batenburg, R., van Walbeek, W. and der Maur, W. (2013), Belbin role diversity and team performance: is there a relationship?, Journal of Management Development, Vol. 32 No. 8, pp. 901-913.		;5. Batenburg, R., van Walbeek, W. and der Maur, W. (2013), '''Belbin role diversity and team performance: is there a relationship?''', Journal of Management Development, Vol. 32 No. 8, pp. 901-913.
	Presents empirical evidence that raises questions about whether Belbin’s ideas about team composition and role diversity have a significant effect on team performance, as distict from how well team members cooperate with one another.		: Presents empirical evidence that raises questions about whether Belbin’s ideas about team composition and role diversity have a significant effect on team performance, as distict from how well team members cooperate with one another.
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	6. Lupuleac, S., Lupuleac, Z. and, Rusu, C. (2012), Problems of assessing team roles balance – Team design, Procedia Econimics and Finance, Vol 3, pp. 935-940.		;6. Lupuleac, S., Lupuleac, Z. and, Rusu, C. (2012), '''Problems of assessing team roles balance – Team design''', Procedia Econimics and Finance, Vol 3, pp. 935-940.
	Case study confirming that there is a statistical relationship between Belbin team role balance and team motivation.		: Case study confirming that there is a statistical relationship between Belbin team role balance and team motivation.

	==References==		==References==

	<references />		<references />

Tobias: /* Websites */

2018-03-05T10:28:02Z

Websites

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	===Websites===		===Websites===
	1. www.belbin.com		1. '''www.belbin.com'''
			<br />
	Website created by Dr. Meredith Belbin and BELBIN Associates. Contains information regarding the history of the theory, as well as explanations of the theory as a whole.		Website created by Dr. Meredith Belbin and BELBIN Associates. Contains information regarding the history of the theory, as well as explanations of the theory as a whole.


	===Books===		===Books===

Tobias: /* Validity of the Belbin Team Role Theory */

2018-03-05T10:26:05Z

Validity of the Belbin Team Role Theory

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	A number of case studies testing the validity of the Belbin Team Role theory have been conducted. Some of these studies have not been able to confirm the correlation between a balanced team composition and improved team performance.		A number of case studies testing the validity of the Belbin Team Role theory have been conducted. Some of these studies have not been able to confirm the correlation between a balanced team composition and improved team performance.

	Fisher et al. (1996) state that they have not been able to find a relationship between the nine Belbin Team Roles and the personality types used in the Sixteen Personality Factor Questionnaire, which is one of the leading personality type tests being used today. They therefore question the validity of the BTRSPI <ref name=Fisher> ''Stephen G. Fisher, W. M. (1996). Further evidence concerning the Belbin Team Role Self-perception Inventory. Personnel Review, Vol. 25 Issue: 2, pp. 61-67. ' </ref>. Batenburg et al. (2003) state that they did not find any relationship between team role diversity and team performance <ref name=Batenburg> ''Batenburg, R., van Walbeek, W. and der Maur, W. (2013), Belbin role diversity and team performance: is there a relationship?, Journal of Management Development, Vol. 32 No. 8, pp. 901-913.'' </ref>. However, they suggest that the validity of the Belbin Team Roles theory should not only be based on the performance of the teams, but also be measured based on the level of in-team collaboration and collective motivation of the teams. In a review of the article of Batenburg et al. (2003), it is stated that knowledge of one’s Belbin profile and preferred roles provides individuals in a team with insights into their own strengths and weaknesses, and that this increases their effectiveness and thus team performance <ref name=Improving_Team> ''Improving Team Performance – Does Belbin role diversity really matter? (2015), Development and Learning in Organizations, Vol 29, No 5, pp. 25-27.'' </ref>. Lupuleac et al. (2012) confirms that there is a statistical relation between Belbin team role balance and team motivation, and states that team role balance provides an environment that encourages teams members to contribute, thus leading to higher levels of motivation <ref name=Lupuleac> ''Lupuleac, S., Lupuleac, Z. and, Rusu, C. (2012), Problems of assessing team roles balance – Team design, Procedia Econimics and Finance, Vol 3, pp. 935-940.'' </ref>.		Fisher et al. (1996) state that they have not been able to find a relationship between the nine Belbin Team Roles and the personality types used in the ''Sixteen Personality Factor Questionnaire'', which is one of the leading personality type tests being used today. They therefore question the validity of the BTRSPI <ref name=Fisher> ''Stephen G. Fisher, W. M. (1996). Further evidence concerning the Belbin Team Role Self-perception Inventory. Personnel Review, Vol. 25 Issue: 2, pp. 61-67. ' </ref>. Batenburg et al. (2003) state that they did not find any relationship between team role diversity and team performance <ref name=Batenburg> ''Batenburg, R., van Walbeek, W. and der Maur, W. (2013), Belbin role diversity and team performance: is there a relationship?, Journal of Management Development, Vol. 32 No. 8, pp. 901-913.'' </ref>. However, they suggest that the validity of the Belbin Team Roles theory should not only be based on the performance of the teams, but also be measured based on the level of in-team collaboration and collective motivation of the teams. In a review of the article of Batenburg et al. (2003), it is stated that knowledge of one’s Belbin profile and preferred roles provides individuals in a team with insights into their own strengths and weaknesses, and that this increases their effectiveness and thus team performance <ref name=Improving_Team> ''Improving Team Performance – Does Belbin role diversity really matter? (2015), Development and Learning in Organizations, Vol 29, No 5, pp. 25-27.'' </ref>. Lupuleac et al. (2012) confirms that there is a statistical relation between Belbin team role balance and team motivation, and states that team role balance provides an environment that encourages teams members to contribute, thus leading to higher levels of motivation <ref name=Lupuleac> ''Lupuleac, S., Lupuleac, Z. and, Rusu, C. (2012), Problems of assessing team roles balance – Team design, Procedia Econimics and Finance, Vol 3, pp. 935-940.'' </ref>.

	Taking these limitations into consideration, the result of a Belbin test should not be viewed or used as a complete truth explaining how to achieve optimal team performance or how to understand the strengths and weaknesses of individuals within a team. Instead, the theory should be used as a tool to gain a better understanding of the factors influencing team performance as well as how to better utilize strengths and adapt to weaknesses. It should also be used to create a common language within a project team, to help facilitate discussions of how to optimize team performance and solve challenges as they occur.		Taking these limitations into consideration, the result of a Belbin test should not be viewed or used as a complete truth explaining how to achieve optimal team performance or how to understand the strengths and weaknesses of individuals within a team. Instead, the theory should be used as a tool to gain a better understanding of the factors influencing team performance as well as how to better utilize strengths and adapt to weaknesses. It should also be used to create a common language within a project team, to help facilitate discussions of how to optimize team performance and solve challenges as they occur.

Tobias: /* The Nine Belbin Team Roles */

2018-03-05T10:24:20Z

The Nine Belbin Team Roles

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	===The Nine Belbin Team Roles===		===The Nine Belbin Team Roles===
	For each of the nine Belbin Team Roles specific strengths have been identified. However, each role also has certain weaknesses. These weaknesses are described as allowable, as they are closely linked to the strengths. The nine roles, along with their strengths and weaknesses are described in Table 1. The information in Table 1 is taken directly from “The Nine Belbin Roles” <ref name=Belbin_Roles />.		For each of the nine Belbin Team Roles specific strengths have been identified. However, each role also has certain weaknesses. These weaknesses are described as ''allowable'', as they are closely linked to the strengths. The nine roles, along with their strengths and weaknesses are described in Table 1. The information in Table 1 is taken directly from “The Nine Belbin Roles” <ref name=Belbin_Roles />.

	{\| class="wikitable sortable"		{\| class="wikitable sortable"

Tobias: /* The Belbin Team Role Self-Perception Inventory (BTRSPI) */

2018-03-05T10:23:53Z

The Belbin Team Role Self-Perception Inventory (BTRSPI)

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	==The Belbin Team Role Self-Perception Inventory (BTRSPI)==		==The Belbin Team Role Self-Perception Inventory (BTRSPI)==
	[[File:Belbin_Spiderweb.PNG\|right\|thumb\|350px\|Figure 2 - Example of Spiderweb Diagram showing results of Belbin Test]]		[[File:Belbin_Spiderweb.PNG\|right\|thumb\|350px\|Figure 2 - Example of Spiderweb Diagram showing results of Belbin Test]]
	The BTRSPI is used to determine the preferred, manageable and least preferred roles of an individual. It is a written test consisting of several topics containing a number of statements related to each other. The individual being tested is asked to assign a total of 10 points to the statements related to the topic, that he/she believes best describe himself/herself. An example of a topic is I believe I can make a positive contribution to a team because:, and examples of statements within this topic could then be: I am seen as a mutual team player and I am quick to see and take advantage of new ~~opportunities”~~ <ref name=Belbin_Lecturers />. The result of the test is a report describing the individual behavioural profile of the tested person. The result is often displayed using a spiderweb diagram.		The BTRSPI is used to determine the preferred, manageable and least preferred roles of an individual. It is a written test consisting of several topics containing a number of statements related to each other. The individual being tested is asked to assign a total of 10 points to the statements related to the topic, that he/she believes best describe himself/herself. An example of a topic is: ''I believe I can make a positive contribution to a team because:'', and examples of statements within this topic could then be: ''I am seen as a mutual team player and I am quick to see and take advantage of new opportunities'' <ref name=Belbin_Lecturers />. The result of the test is a report describing the individual behavioural profile of the tested person. The result is often displayed using a spiderweb diagram.

	As the BTRSPI is mainly based on the self-perception of the individual being tested, an observer assessment has been added to the Belbin Test. Some people may lack the experience to accurately assess themselves in a behavioural test, other might lack the required self-awareness. Therefore, Belbin recommends that each BTRSPI test should be accompanied by several observer assessments made by team members or co-workers. These serve the purpose of validating the results of the main self-perception test, and are incorporated into the personal report compiled at the end of the test.		As the BTRSPI is mainly based on the self-perception of the individual being tested, an observer assessment has been added to the Belbin Test. Some people may lack the experience to accurately assess themselves in a behavioural test, other might lack the required self-awareness. Therefore, Belbin recommends that each BTRSPI test should be accompanied by several observer assessments made by team members or co-workers. These serve the purpose of validating the results of the main self-perception test, and are incorporated into the personal report compiled at the end of the test.

Tobias: /* Preferred, Manageable and Least Preferred Roles */

2018-03-05T10:22:54Z

Preferred, Manageable and Least Preferred Roles

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	===Preferred, Manageable and Least Preferred Roles===		===Preferred, Manageable and Least Preferred Roles===
	As stated earlier, a project team is most likely to succeed if all nine Belbin Team Roles are present and balanced within the individuals of the team. However, as most people are able to display more than one role at a time, it is possible to represent all nine roles within a team of less than nine individuals.		As stated earlier, a project team is most likely to succeed if all nine Belbin Team Roles are present and balanced within the individuals of the team. However, as most people are able to display more than one role at a time, it is possible to represent all nine roles within a team of less than nine individuals.
	People have a number of Preferred Team Roles that they easily and naturally fit into. In addition to this, people have Manageable Team Roles. These roles do not fit them as naturally as the preferred roles, but can be assumed when necessary. Finally, people have Least Preferred Roles. These roles do not come naturally, and require unreasonable amounts of effort to assume. These should therefore be avoided and left to individuals within the project team, for whom these roles are more naturally assumed.		People have a number of ''Preferred Team Roles'' that they easily and naturally fit into. In addition to this, people have ''Manageable Team Roles''. These roles do not fit them as naturally as the preferred roles, but can be assumed when necessary. Finally, people have ''Least Preferred Roles''. These roles do not come naturally, and require unreasonable amounts of effort to assume. These should therefore be avoided and left to individuals within the project team, for whom these roles are more naturally assumed.

	==The Belbin Team Role Self-Perception Inventory (BTRSPI)==		==The Belbin Team Role Self-Perception Inventory (BTRSPI)==