Inflexibility: A Hidden Strength in Team Dynamics

Is Inflexibility a Positive or Negative Trait?

Great leadership isn’t just about setting direction; it’s about recognizing and valuing the unique characteristics of the people around us. One question I often ask is: “Is inflexibility a positive or negative characteristic?”

Inflexibility is often seen as a challenge—confusing, frustrating, or even limiting. But what if it isn’t a flaw? What if it’s actually a commitment to preserving what already works well—a stabilizing force that anchors the team, especially in times of change? Many people find a sense of relief when they begin to view inflexibility as a strength rather than a hindrance.

For an Implementer, inflexibility isn’t resistance to change; it's the motivation to preserve what is proven to work. When they are responsible for a production process, they are often the best people to keep that process stable and consistent. The key is how we approach them—asking whether they see opportunities to make part of the process more efficient, rather than imposing changes. An Implementer is the crucial person who will help determine if new ideas have practical value. When approached properly, what might have seemed like 'inflexibility' transforms into a conversation about improving the process. They become highly flexible in managing changes that make things more efficient without compromising the integrity of the entire operation. Imagine working with a process owner who seems resistant to change; by involving them in discussions and exploring potential improvements together, you may find that they are, in fact, the best advocate for meaningful change that preserves the core values of the process.

This is one reason why the Belbin Team Roles model stands apart. It is not about personality but about behavior, focusing on team dynamics. It answers the question: What does the team need to perform effectively? If you're interested in exploring more about how Co-ordinators identify and unlock individual potential, check out this article: Motivating People: A Co-ordinator's Approach to Uncovering Talents. It brings allowable weaknesses into play, showing us how peculiarities can be transformed into strengths. Observers feedback provides an external perspective, often highlighting strengths that individuals may overlook in themselves. This is crucial in understanding not just team dynamics, but also how 'allowable weaknesses' can become critical team assets.

As an example of what this means in real life: My business partner is a Monitor Evaluator-Implementer-Completer Finisher—the most analytical, practical, and detail-oriented person I’ve ever met. These traits are very different from my own. When I was much younger, I found these traits challenging. However, after being introduced to Belbin theory, I realized that the issue was my perspective, not her traits. This changed my whole approach to what I once perceived as "difficult people". It was her decision to adopt Belbin as our practical tool for analyzing team strengths. She has an incredible ability to impartially analyze all options and make the right decisions that truly work. Read more about Skepticism as a positive trait from this [Unlocking the Power of Skepticism: Why Every Team Needs a Monitor Evaluator].

As a leadership trainer and team coach, I’ve witnessed many moments where teams start to see these traits positively—and that shift can be a turning point. The ability to recognize and harness such traits is often what distinguishes a good leader and successful team from a truly great one.

Imagine you’re working with a team member who resists change. How might their inflexibility actually benefit the team? Have you found value in traits others might overlook?

#TeamRolesMoments #Belbin #Leadership #TeamWork #PersonalDevelopment

This article was shaped with the help of my personalized ChatGPT assistant, 'Matheus Sommer,' for refining style and accuracy."