Belbin's team roles
Explanations > Preferences
> Belbin team roles
Belbin types |
Balanced teams | So
These types (or 'roles') were defined by Dr. R. Meredith Belbin after studying teams at Henley
The Belbin roles and brief descriptions are:
|Doing / acting
|Well-organized and predictable. Takes basic ideas and
makes them work in practice. Can be slow.
|Lots of energy and action, challenging others to move
forwards. Can be insensitive.
|Reliably sees things through to the end, ironing out the
wrinkles and ensuring everything works well. Can worry too much and not
|Thinking / problem-solving
|Solves difficult problems with original and creative
ideas. Can be poor communicator and may ignore the details.
|Sees the big picture. Thinks carefully and accurately
about things. May lack energy or ability to inspire others.
|Has expert knowledge/skills in key areas and will solve
many problems here. Can be disinterested in
all other areas.
|People / feelings
|Respected leader who helps everyone focus on their task.
Can be seen as excessively controlling.
|Cares for individuals and the team. Good listener and
works to resolve social problems. Can have problems making difficult
|Explores new ideas and possibilities with energy and with
others. Good networker. Can be too optimistic and lose energy after the
Note the linkage here to Head, hands and heart
Another way of dividing them is:
Teams work best when there is a balance of primary roles and when team
members know their roles, work to their strengths and actively manage
- To achieve the best balance, there should be:
- One Co-ordinator or Shaper (not both) for leader
- A Plant to stimulate ideas
- A Monitor/evaluator to maintain honesty and clarity
- One or more Implementer, Team worker, Resource investigator or
Completer/finisher to make things happen
Identify types when starting up teams and ensure you have a good balance (or
handle the difference).
Margerison-McCann Team Performance Wheel