Belbin Team Role Report: People in Project Management

This report presents an evaluation of the Belbin Team Role Self-perception Inventory (BTRSPI) conducted on a project group. It includes data from the author's self-assessment and comparisons with evaluations from four observers. The Belbin tool is used to assess individual team members' personalities and their contributions to team objectives. The report combines the SPI with observer assessments to evaluate the validity of Belbin's team role theory within the project context. The findings highlight the author's strengths and working capabilities, emphasizing the importance of understanding individual roles for project success. The report details the nine Belbin team roles, categorizing them into action-oriented, thought-oriented, and people-oriented roles, and discusses the strengths and weaknesses associated with each. It includes a profiling tool section that explains the steps involved in using Belbin's team role model, along with an evaluation of the SPI, comparing self-perceptions with observer assessments. The report also explores team dynamics, emphasizing the impact of team roles on project success and the importance of team member selection and shared purpose.

Running head: PROJECT MANAGEMENT
Belbin Team Role Report
Name of student-
Name of University-
Author’s Note-

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Abstract
The paper below presents evaluation of the Belbin Team Role Self-perception Inventory
(BTRSPI) that was done on project group. The data that is included in this report is the
data that is obtained from the author. The data is gathered from BTRSPI and is
evaluated with four other observers. Belbin tool helps to evaluate the personalities that
a team members has in completing the objective of the team. This also includes
assessment of other observers who has provided their views on the basis of evaluation
and those views are compared with the self-assessment test. The SPI and the
assessment of the observers are combined together to evaluate the BTR assessment
for the self-evaluation. This helps to test the validity of the team role in Belbin with
respect to the project that is undertaken. The evaluation of the Belbin tool in a project
helps the project team members to enhance their capabilities. The findings from the
Belbin tool will help to emphasize the capabilities of the author and the author will get to
know the working capabilities in which she is best and work accordingly with the team.
Belbin team role helps to specify the roles of each team members working in a team
and will help to complete the goal of the project or organization successfully.

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Table of Contents
Introduction........................................................................................................................2
Understanding Model of Belbin Team Roles.....................................................................2
Profiling tool of Belbin........................................................................................................5
Evaluation of SPI (Self-perception Inventory)...................................................................6
Strength and weakness from the evaluation.....................................................................9
Conclusion.......................................................................................................................12
References.......................................................................................................................14

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Introduction
The research associated with Belbin includes personality tests that helps the
experts to find out if an individual can become a business superstar. As per the experts,
individual who has passed with flying colors are smarter, has better analytical skills and
are better compared to others in all aspect. Belbin research helps to create a super
team that includes outstanding individuals. The leading authority on Belbin team roles is
Raymond Meredith Belbin. After his 40 years of research has stated that in building up a
team, it is more important to know how the team members can fit together rather than
evaluating how smart they are in the team. There are successful teams who includes
members having different as well as compatible roles and the unsuccessful teams
includes conflicts between the members that has similar personalities and similar
tendencies.
This report includes information about Belbin team roles stating the way people
work in a team together. Belbin also stated that there should be some key roles that are
to be fulfilled in a team (Pandey and Karve 2017). In a particular team, if the manager is
capable of understanding the roles of the team members and identify an individual who
is capable of doing a particular work in a team will be able to manage the team
proactively. This document explains the details of the Belbin Team roles stating nine
different team roles that are included in the system. This report also includes profiling
tool including the Belbin team role and proper evaluation is done on SPI. This report
also includes team dynamics that are included in Belbin team. This report will help to
manage the way of handling a team and includes the talents and abilities that each
individual has in a team.
Understanding Model of Belbin Team Roles
It is important to understand Belbin Team roles while handling a team helps the
manager or the team leader to understand the strength as well as helps to manage the
weakness and enables to contribute better in a team. It is the responsibility of a manger
to put a team together and Belbin helps the manager to do so (Flores-Parra et al. 2018).
This helps to develop and construct a balance team. If for example, in a team if the

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team members pays similar roles then it can happen that if a team suffers from an
imbalance, then the whole team might face the same difficulty. The team suffers from
weakness and Belbin model of team development helps to check those imbalances and
rectify them.
Belbin team role is needed in an organization as because it enables to ensure
that all the team members are associated within the team and the structural weakness
including the team behavior can be solved in the team. The Belbin tool has included
nine team roles as well as categorizes those roles in three different groups: Action
oriented, Thought Oriented, as well as People Oriented (Lehmann-Willenbrock, Beck
and Kauffeld 2016). All the roles in each team are connected with a typical behavioral
as well as includes interpersonal strengths. Belbin has defined characteristics weakness
in this research that helps to accompany all the team members in a team role. As per
his view, the characteristics weakness included in team roles can be called as allowable
weakness. This is because in case of behavioral weakness, those allowable weakness
are to be improves potentially to improve the team performance. The nine roles that are
included in the Belbin model of team roles are:
Roles that are action oriented:
Shaper (SH): SHs people like to challenge to improve the present condition of
the team. Shapers are dynamic and mostly are extrovert who actually likes to simulate
others, question others, as well as find some best approaches that can solve the
existing problem in a team (Driskell et al. 2017). SH can change things in a team and
ensure that the changes are possible. Drawbacks of Shapers are that they are
argumentative and they can offend feelings of the people.
Implementer (IMP): Implementers usually get the things done in any possible
way (Bao 2019). The idea of the team and the concepts that team members thinks are
bought by IMP in to practical actions as well as includes proper planning. IMP in a team
role are very conservative, disciplined people who can work systematically as well as
efficiently are well organized. IMPs are not flexible and they are usually resistant to
change.

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Completer-Finisher (CF): CF are people who looks at completion of people
thoroughly. They mainly ensures that while completing the project, there does not exist
any error in task completion and pays attention to even smallest details in the project.
CF mainly considers deadlines and helps others to push team so that the job gets
completed in time. CF are called as perfectionists who can complete the work with
anxious. CF worries unnecessarily and usually finds hard in delegating them.
Roles that are people oriented:
Coordinator (CO): COs mainly plays the role of team leaders and can also be
referred to as the chairman of the project team. They instructs the team about what is to
be done and perceive the objectives (Oskarsson 2017). COs are good listeners and
they gives value to all the team members who are associated with the project. They are
much delegate and includes personal responsibility and can be manipulative.
Team Worker (TW): TW are those who provides support as well as makes sure
that the people in a team can work together effectively (Lynch, Lynch and Clemens
2018). The role of negotiators are mainly played by TW and they are much flexible,
diplomatic as well as perspective. Team workers also have the tendency to taken
indecisive and helps in maintaining uncommitted position in meetings and in decision
making.
Resource Investigator (RI): RI in a team are very innovative as well as curious.
RI can explore options that are available and can develop contacts with others
(Eubanks et al. 2016). They can also negotiate the resources that are actually needed
for the team. RI are very enthusiastic and can identify who works and identifies the
external stakeholders so that the team can achieve the objective. RI loose enthusiasm
very quickly and are optimistic.
Roles that are thought oriented:
Plant (PL): PL are very creative and innovative who brings up new ideas in the
team (Omar et al. 2016). They brings new approaches so that they can achieve the
team target quickly.

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Monitor Evaluator (ME): ME helps to analyze as well as evaluate the ideas that
other people in the team has provided and implement those ideas (Gander et al. 2018).
MEs mostly are shrewd as well as objective and they are specifically critical thinkers.
ME are not always motivators and sometimes behaves rudely.
Specialist (SP): Specialist are those having some specialized knowledge and
they have knowledge required for completing the job done. SPs have good skills along
with abilities and helps to maintain the professional status. They are actually experts
instructing the team to complete the job with expertise. The limit that SPs have is they
have less contribution in the team and team might face expensive in including experts
or specialist in a team.
Profiling tool of Belbin
The knowledge included in Belbin team role model helps to identify the potential
strength as well as the weakness of an individual or of a team. This helps to overcome
the conflict that might come between the co-workers as well as helps to understand as
well as understand the contribution that all have in the team. The tool of Belbin helps to
find out the personalized behavioral and the tool can be purchased from Belbin.com.
There are four steps for the structure that is to be followed. The steps are:
1. If the group that is to be evaluated is large, then the participants are to be
divided in to teams of maximum five to six participants (Oke et al. 2016). If the team is
small, then splitting up is not required.
2. All the teams are asked to draw a circle and then divide the circle in to nine
sections and instructs then write their names in two sections of Belbin team roles in
which they think they have.
3. There should be team discussion encouraging to speak about their top five
main areas they think as per their strength and what are their weaknesses (Ruch et al.
2018). Those are compared with other team members of the team to evaluate them.
4. The team should be asked to provide three actions plans that can be included
from the findings that helps to focus so that they can perform more effectively.

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Evaluation of SPI (Self-perception Inventory)
For evaluating the identity, SPI (Self-perception Inventory) for the Belbin Team
role was done. I was evaluated with the SPI test and I was evaluated on self-perception
basis and four other observers who evaluated my profile. Comparison of my evaluation
and observers opinion was also taken for the assessment and compared those with that
I have provided. There was specific weakness according to me and the observers
stated some other specific weakness that I have. A summary of the listing that was
provided by me as well as by the observers are explained in this section along with a
comparison chart showing the differences between two opinions.
Figure 1: Report showing combined assessment of self-perception and other observer

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Figure 2: Report showing comparison of self-perception and other observers
The above diagrams shows the evaluation based on self-perception and on the
observations. As per the observers, RI team role is 53 % whereas I have rated myself to
86 %. There was a huge difference between my perception and the observer’s
perception. As per the shaper team role, I rated myself as 81 % and according to my
observers, I have only 54 % of shaper team role in me. As per the observer’s view and
my self-perception view, I an energetic and have the capability to drive individually. I
also have the capability to know about how to react in situations that are fast moving.
With outward looking drive, I am well-placed and know how ti cope up with the pressure.
I a busy environment, I work best and I have the capability to challenge others.

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Regarding the approach of success, I am bold as well as striking. The high rate
of work needs facing wide challenges and I should avoid all such environments that can
slow down me and restrict my energy as well as scope. I do not have potential to be
headstrong and I can sometimes face problems with my seniors or with my colleagues
(Ayinde and Oke 2017). As per the evaluation, I will work best if my manager is not very
strict and my colleagues within whom I would work should be social, well-organized and
should patient.
As per my opinion, I am 0 team maker and has zero plant team role in me, but
my observers do not think so, they have marked me 53 % and 42 % individually. As per
their views, I seek conscientious and do not like limelight. I can work best with someone
who is very diligent and can tie up the loose ends and also ensures important details
that are often overlooked in the team. I have a classic operating style as entrepreneur. I
always look for opportunities and want to grab them. Managing the risks is a form of art
and they have to ensure all the important details are to be included in managing the
risks.
I have the ability to have efficient planning. They have instructed me to be a
hardworking and in that way I can create my reputation. I must adopt the practical way
of learning through which I can be benefitted.
As per self-perception, I have strong qualities of organizing as well as have
practical efficiency with opportunities that might broad in future. I might not take a job
where achieving a single aim is the conventional goal because I like to develop myself
as well as like innovation and prefers to do so in social context instead of narrow front.
As per self-perception, I can work best in a company where culture is progressive. I can
bring new ideas in the team and can establish contact even outside team and helps in
improving the looks that are promising as well as applicable. I am robust as well as
resilient and can I am able to manage work efficiently for the managers who are
demanding. I can support my managers when they need me. I have the ability to
explore new things and can take risks and I am capable of defending my position. As a
manager I can work best with those people who can enjoy paying close attention and
ensures adequate care is included in the team.

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Strength and weakness from the evaluation
With the self-assessment and the assessment of the observers, it can be said
that I possess strengths as well as weaknesses in playing a team role. As per the
assessment of the observers and self-perception, I need to maximize my potential while
working in a team. The strengths that I possess is that I like to work in an environment
where the nature is outgoing and I can include personal initiative in my project or in my
team. I need to promote my strength as because other team members in the team
needs to recognize my strength in a wide way.
There are possible weaknesses that I possess as per my observer’s evaluation
and self-perception. I need to balance outlook of my work. I may find it difficult to find a
perfect role for myself. I lack in definitive preference of team role. To play the role of
implementer to effect better, I need to promote all fact that work on time delivery and
needs to put proficient that manages the time effectively. For playing the RI role, I need
to establish some creative ideas and need help of someone who can take further the
ideas.

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Figure 3: Report showing comparison of strength and weakness of self-perception and
other observers
Figure 4: Report of self-assessment and observers
As shown in the figure 4, the observers and with self-perception there are team
roles includes work styles such as exploiting opportunities, applying resources,
facilitating as well as assigning tasks to others. As per the assessment, I like to take
responsibilities so that I can gasp opportunity and likes to drive the things forward. I also
like to meet with new people and like to get things done with my strengths. I also like
networking as well as enable other people to interact efficiently that I can do the best. I
am ready to lead a team and like to work efficiently when hard work is needed for the
team.

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Based on the self-perception the strengths that I possess is that I am good at
turning plans in some effective action as thus will get on with other things that are
needed to be completed in the team. I am dynamic in nature and is entrepreneurial. As
per the SPI, I can develop new things with new projects. I like to enjoy work where I can
use my outgoing nature as well as include personal initiative in the team. I also prefers
working in a high pressure environment and like to achieve goals of the team efficiently.
The possible weakness that was evaluated with the self-perception includes to
be inclined for some quick solution instead of getting into problems. The weakness also
includes risk of alienating others that can help to drive the things that are done in the
system (Vera et al. 2019). As a part of implementer role, it is needed to promote the fact
that work is to be delivered at given time and I am proficient to manage the time
effectively. For playing the role of the resource investigator, I need to establish the
creative individuals who helps to generate some new innovative ideas that are needed
to take the team to the next level. I am more likely ta job oriented person rather than
people oriented person. I like to explore new things and like to take challenges to
complete new tasks.
Conclusion
The Belbin’s team roles that is explained in this report helps the managers of a
team to balance the team having the skilled and talented individuals to work for the
team. The managers including Belbin team role can achieve their objectives easily and
efficiently. This team role theory helps the managers in identifying the strength of the
team members who are actually weak and helps the managers to work on the
weakness so that it does not affect the team performance. As discussed above, the
roles that are included in Belbin team roles are mainly categorized as per thinking of
people, and the way they work for the people.
It can be concluded that by understanding as well as using the team roles stated
by Belbin, the managers and the team leaders can improve the working progress of the
team and improve the behavior of the manager. This can help the manager to improve
the team and work together. This report also explains how using the Belbin model of

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team role helps to mitigate the tension in a team and helps in good performance of the
team. Belbin model of team management is the best way to start as well as manage a
team for a changing initiative.
Taking every details explained in the report above, it can be stated that using the
Belbin model of team development, individuals in a team includes great self-
understanding of their strengths that leads in more effective communication between
the managers and the colleagues of the team. All the individuals in a team should
complete the Belbin Self-Perception Inventory (SPI) and asking for the feedback from
the colleagues. The report of Belbin SPI helps to pin point the team strength as well as
the weakness for communicating as well as sharing with all team members. With the
Belbin model of team development, the mangers can put great teams and the teams
that have already being established can be understood and improved efficiently.

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Effectiveness.
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integration. Small Group Research, 48(4), pp.482-511.
Eubanks, D.L., Palanski, M., Olabisi, J., Joinson, A. and Dove, J., 2016. Team
dynamics in virtual, partially distributed teams: Optimal role fulfillment. Computers in
Human Behavior, 61, pp.556-568.
Flores-Parra, J.M., Castañón-Puga, M., Evans, R.D., Rosales-Cisneros, R. and
Gaxiola-Pacheco, C., 2018, June. Towards Team Formation Using Belbin Role Types
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