Belbin Team Roles
Dr Meredith Belbin and his team discovered that there are nine potential roles or cluster of behaviours in a team as understood by the team members. Belbin’s team roles were designed to define and predict potential success of teams. Research showed that the strongest teams have diversity of characters and personality types. Each team role has strengths and weaknesses, and each role has equal importance.
Using team roles give individuals a greater sense of self-understanding of their strengths and weaknesses, leading to more effective communication. It should be noted that strength in one team role could be seen as a weaknesses in another team depending on the context. An ideal team would have all 9 roles, however people can hold more than 1 role. Teams should share roles to increase understanding and mutual satisfaction.
The 5 Stages of Team Development
The 5 Dysfunctions of a Team
Conflict is about difference. Not everyone's needs and expectations are the same - so not all can be equally met. As mentioned in the video above, conflict is not necessarily a bad thing but it is important to deal with conflict as soon as it arises.
Managing Conflict Within Your Team
The above image displays the DISC Model. Each team member has a DISC personality type. Members self assess themselves on how they interact with others. This model aids in understanding where a team member is coming from and begin to find common ground.
How To Manage The DISC Personalities:
- Dominance: Be brief, direct and to the point. Ask “what” not “how” questions. Discuss things in terms of how they will affect accomplishments.
- Influential: Build a favourable, friendly environment. Give them the opportunity to verbalise their ideas and thoughts. Assist them in developing
- Supportive: Express a genuine interest in them as a person. Provide clarification for tasks and answers to “how” questions. Present ideas in a non-threatening fashion.
- Cautious: Prepare your case in advance. Establish the fact-based pros and cons of proposed ideas. Support statements with accurate data. Be patient and diplomatic.
Managing Conflict With Staff
The relationship that Reps have with the College staff within their department is quite varied. Obviously, mutual respect and sharing of ideas is best. If conflict arises, it’s hard to judge exactly how to deal with a situation (as they would all be unique). Our advice would be to actively listen to what you’re being told and use your assertiveness if necessary. Please reach out to the Union as someone who is outside of the actual SSC/SSLGs. They may be able to link you up with other staff member around the College who may be able to offer a hand too.
If you have made it to the end, thank you very much for your commitment to your volunteer role! Now you have finished, check that you:
- Have understood the elements of team effectiveness.
- Can identify various team dysfunctions to avoid.
- Have some useful tools in how to manage conflict but also an understanding that it is sometimes necessary.
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