1) Conflict management

Conflict usually arises from misunderstanding or lack of communication.

Conflict can manifest itself in many ways. Lowered morale, reduced productivity and increases in absenteeism can all be strong indicators that something needs to be addressed.

Interpersonal conflict: Belbin Team Roles can provide the language to aid discussion, and to ensure that comments are made on how the individual behaves in the workplace, and the effects this has on others. Too often discussions include personal attacks which make the conflict more acute - the language of Team Roles helps to minimize it.

By comparing individuals Belbin Reports areas of potential conflict and misunderstanding can be highlighted, and by using the language of Belbin Team Roles, common ground can be established and a successful working relationship identified.

Cross-team conflict: Sometimes teams become too inward focused and forget their role within the larger picture. Teams can start to compete with other teams, or start dismissing other teams’ suggestions and outputs. This can lead not only to cross-team conflict, but to reduced productivity within organizations.

2) Change management

Rarely can change management programs commence by wiping the slate clean. Belbin Team Roles helps teams to adapt to changing goals by highlighting collective strengths and minimizing weaknesses. This enables the team to be more cohesive yet adaptable in a changing environment. The Team Reports, which are a compilation of each team-member’s behavioral preferences, are an excellent starting-point for this.

3) Recruitment

Belbin reports, team games and exercises are frequently used for recruitment purposes, whether to assess candidates from outside the organisation, compare candidates for promotion or to scrutinize a shortlist for a graduate scheme. The Belbin Self-Perception Inventory establishes the behavioral preferences of an individual.

How does the candidate fit with the team?

Someone may have the Team Role attributes you are looking for, but how will he or she fit in with the existing team? Whilst you can't account for personal differences or "personality clashes", you can use a Belbin Team to help assess whether an individual will be providing a much-needed contribution or whether their Team Role preferences could cause conflict with other team members .For example, if you have a predominance of Completer Finishers in your team, adding another one might cause conflict over work "territory". On the other hand, adding a Co-ordinator to the team might ensure that delegation was managed appropriately.

How does the candidate fit with the job?

Even if the candidate fits well in the team, staff turnover can only be reduced by matching people to jobs. The Belbin Job Report allows you to specify the attributes you require in a particular job. This can be used within HR for recruitment and discussion or presented to the candidate at interview.

If the candidate has completed a Belbin Self-Perception Inventory, this can be matched with the job report to determine compatibility for a job.

4) Coaching

Belbin isn't just for teams. It can also help individuals on their professional career path.

By using the Job Requirements Questionnaire, jobs can be defined by the Belbin Team Role behaviors that are required. Using the Job report alongside an individual’s Belbin report - preferably with observers - advice can be given and discussions started about whether the desired career path is both wise and 'doable'. Alternatives can be discussed and training gap analysis taken.

Why is this useful?

Time and time again we hear of professionals reaching their 'desired role' only to find them suffering from stress shortly after. The Job role they have been striving and working towards had a title and level of responsibility that the individual wanted, but the actual role itself required particular behavior that didn't fit with the individuals preferred Belbin Team Roles.

5) Leadership development

Rob Goffee, Professor of Organisational Behaviour at London Business School, sums it up so succinctly: "Leaders who can be trusted are self-aware and know what differentiates them from their colleagues. They are not afraid to reveal their weaknesses and know how to adapt their style to different situations".

Belbin Team Roles help to identify strengths and weaknesses, so helping individuals make the most positive impact by adapting to the current working environment relationship.