The personality types according to the Belbin Team Model

The personality types according to the Belbin Team Model

| Self-development

It's no wonder they say that opposites attract! Because this principle works extremely well in our personal lives and in business, for example, team management.

Suppose a team is comprised of extremely diverse people, everyone possessing vastly different personalities. In that case, they can offset their limitations with other advantages and increase their strength. So how do you identify which employee's characters belong to a personality type? And who do you need to diversify your team to make it as balanced and productive as possible?

You can use a model for this, the Raymond Belbin model, developed back in the 1980s. He was a doctor of psychological sciences and a UN adviser. He examined the roles and functions that an individual can perform within a team. He also described their behavioral traits as well as their own personality weaknesses. Understanding these personality types makes it easier for you to determine which one your employees belong to.

To assemble a truly effective and balanced team, you should take the course "Assemble a Brilliant Team. Become a Leader and Unite People". Here, you will discover how to choose the employees you need and develop them into leaders who influence and effectively manage the team through meetings, corporate culture, and other essential things.

Although you can use the Belbin model to build your team and enhance it, your team will be much more successful if it combines employee actions, employee thoughts, and employee people. In addition to all of these categories, they are divided into three more personality types.

Action-oriented roles

Action-oriented roles

  • The "Shaper" personality

These employees love a challenge and then accept them with relish. They are extroverts who can be noisy and restless. They can easily become the life and soul of a business and perform at various events. Shapers are necessary to sometimes shake up the team, encourage them to be initiative-taking, and it does not end there. This is particularly important if the team have made any errors in their work. Shapers are great motivators who do not give up and continue to work regardless. Any project is a challenge to them, so they are often workaholics and resistant to any stress.

However, they also have disadvantages: a tendency to argue, impatience, low empathy, and no emotional intelligence qualities.

  • The "Implementer "personality type

They are the employees who will turn an idea into a step-by-step plan, select tools that work, and achieve the goal at any cost. Although, as a general rule, they tend to be conservative and disciplined, they love systematic and traditional approaches. Such individuals often stay late to help their colleagues with work or to adjust their own work. They have great skills when it comes to team management or organization.

Disadvantages: they have low adaptability, and their conservatism prevents the "Implementers" from introducing new tools into their work and experimenting.

  • The "Completer Finisher" personality type

The very name of this personality type speaks for itself. These employees are perfectionists and simultaneously supervisors at the same time: they often ensure that their work is completed perfectly and delivered on time. They always remind the team about deadlines and totally inspire them. While these employees are orderly and have excellent diligence, the boss can count on them with a light heart.

Their disadvantages include increased anxiety and the inability to delegate even the most trivial and non-urgent tasks. They sometimes, like the "Implementers", lack adaptability owing to rigid planning. It can be difficult for them to consider sudden changes. However, with the course "How to Build a Dream Team: Tools for Achieving Common Goals". This will no longer be a problem: you will learn to develop your team professionally and teach them the necessary skills to cooperate and be productive.

People-orientated roles

People-orientated roles

  • The "Coordinator" personality type

This employee often becomes the team's unofficial leader because they know how to delegate tasks and motivate people. These employees also serve as good listeners and communicators. They can easily find a common language with even the most antagonistic colleagues and take responsibility for common mistakes so that they will quickly find ways to correct them.

Disadvantages: they tend to manipulate ("Coordinators" are often good psychologists!) As well as an excessive delegation of authority, that is, neglecting their own affairs or work.

  • The "Team worker" personality type

This type also has a very telling name: these individuals are like a human heart, providing energy to the entire team. They will give moral and physical support to employees, resolve conflicts thoroughly and increase work efficiency by creating a favorable internal climate. They may also be assigned to conduct business negotiations or organize team-building events for the company.

Disadvantages: "Team worker" employees find it hard to make decisions in a shared environment. They are often torn between their personal human sense of duty and the benefits to the company. They are also indecisive where drastic and dramatic action is needed.

  • The" Resource investigator" personality type

These employees are extroverts who are excellent at selecting tools and resources and work well with the "Implementer" personality type. They are also extremely curious and inventive, creative, keen to learn and discover, and love to experiment and learn. Sometimes "Resource investigators" will not be extremely interested in developing relationships with other team members, prioritizing enhancing the company's business practices. Still, nevertheless, they easily work as part of a team.

Disadvantages: "Resource Investigators" quickly lose interest and do not know how to concentrate on one task for long enough periods, and sometimes they are irrationally optimistic.

Thought-oriented roles

Thought-oriented roles

  • The "Plant" personality type

They are an innovative employee that comes with pioneering ideas and options for team action. They are the ones to turn to for advice and help if the company finds itself in a challenging situation and must find the best way out. "Plants" love praise and compliments, although they are sensitive to criticism. They are more often introverts and prefer to work independently from the rest of the team.

Disadvantages: Plants are dreamers by nature, so their ideas can be impractical or exceed the limitations and resources available. They also have poorly developed communication skills, which can hinder well-coordinated teamwork.

  • The "Monitor-Evaluator" personality type

The "Monitor-Evaluator'' is called upon when necessary to make a major decision, as they can gather and analyze information. They also work well with the "Implementer'', evaluating ideas and unleashing their potential. Analysts are incredibly wise and objective but strict with themselves and with those around them. They have the well-developed critical thinking, but because of this, their communication skills suffer just like implementers.

Disadvantages: the same lack of communication skills, excessive detachment from the team, and low emotional intelligence increase the risk of conflicts.

  • The "Specialist" personality type

These employees are known as "professionals". They are highly skilled, frequently with a wealth of experience, practices, and a developed personal brand. Their professional abilities are fairly high: they are diligent and industrious, offer the best working results, and often receive bonuses. Their primary role in the team is to preserve their leadership position in their field, regularly updating their knowledge and sharing it with colleagues.

Disadvantages: Sometimes, specialist employees do not know where to apply their experience, waste it, or get caught up in the secondary aspects of work. They are also bad at solving many problems, but they can quickly solve small and detailed ones.

So, do you recognize any of your employees in some of these personality types? As we mentioned above, ideally, your team should be a combination of personality types from three distinct roles so that your team is ready for every scenario and never loses its grip. By knowing which roles are missing, you can be more precise in hiring candidates applying for a job. In addition, understanding the different personality types will help you build your team competently. You can pair employees with each other so that they get along and work twice as effectively. The course "The Perfect Manager. Create a Team Development Strategy". will certainly be the icing on the cake and help you take your team to a level of perfection!

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