Teambuilding and Personal Development with Dr Belbin

Dr Belbin is a pioneer. His PhD embraced the issue of Ageing in Industry (years before contemporary researchers started discussing about it as an emerging fact) and since then, he has developed the renown Belbin teamrole theory and methodology, he has coached high rank officials all over the world and he has developed a very supportive, client focused team that continues his passion for ethical leadership, balanced teamwork, effective recruitment and change management and of course professional development.

I was lucky to meet him once again during my visit to the Belbin offices in Cambridge this Wednesday to learn about the new discussions and developments in teambuilding and teamwork. It was only a matter of time to engage into a conversation (I consider myself very lucky for this) regarding Self-discipline.

Many of us will have reconsidered words said and actions done, even habits at various points in time. Teamwork requires a balance regarding skills and behaviours and for this balance to be achieved, team regulation is important. This means that apart from a careful (almost scientific) recruitment and induction process, the development of the social and most importaly the work relationships and practices within the team, is key for a balanced (and thus successful) team.

Team regulation requires self-regulation (or self-discipline) which means understanding when your skills and behaviours are on the verge of producing the opposite outcome of what is intended, even evaluating if the intent and the purpose pursued are indeed the correct ones.

As Belbin accredited consultants, we provide the necessary support on individual basis but equally, we train the team to understand what accountability, shared responsibility and team regulation means in practice.

Understanding when we misuse our skills is a key step. Understanding when our team members start misusing theirs, and how to provide feedback is another.

Teamwork does not come automatically; like everything in life, teamwork exacts effort from all team members even if they are established professionals.

Your Belbin teamrole profile and the team profile will provide the necessary information for your Belbin accredited consultant to discuss with you in depth, all the necessary steps for a balanced team, a sustained positive teambased work environment and the best steps for a fullfilling career.

The methodology has been proved all over the world.

It is a matter of deciding the depth of approach regarding the training and coaching engagement on individual and team level. Most companies prefer a quick fix approach relying on the professional experience and the social ties of the team members. Whilst experience and positive social relationships at work are indeed extremely useful, they are not enough for the complex tasks and the diplomatic manoeuvres needed in today's increasingly expanded work and suppliers' networks.

Self-discipline, Self regulation and Team regulation, require above all, a decision for continuous effort on Shared Reflection, Active Problem Solving and Accountability in good and difficult times.

Belbin consultants do not ignore useful operations management, change management and HRD practices and tools. They can advise however, how these can be adapted and used effectively by the individuals and the teams within established work environments and cultures (or in change transit situation like a merger, an aquisition, a strategic or operational change).

Established professionals and teams that need a restart can use the Belbin methodology to learn how to use their skills in complex / crisis situations and how to avoid the traps of well established teams.

New teams (and recently changed teams) that aim at higher efficiency rates and pace and executives that undertake more managerial tasks and responsibilities, will benefit understanding how their individual and collective skills can be balanced and what does not constitute positive teamwork or a beneficial management behaviour, despite 'positive' relationships and communications.

I would like to thank Dr Belbin, Deborah, Jo, Jill, Nigel, Vicky and Stuart (the Belbin team) for their hospitality and continuous support.