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Belbin as a team-building
tool basically gives us eight plus one types of person
we need in a team. As we know, a team does need different
people doing things differently. If you look at a football
team, goal-keeper, people in defence - even in defence
you've got a sort of left-sided defender and a right-sided
defender and so on through to your attackers.
You've got different people doing different things with
a common goal in mind and Belbin very cleverly covers
that by saying you need these different people;
- * You need people that will resource information,
- * You'll need a chairman of the group,
- * You'll need somebody that's going to be creative,
- * You'll need somebody who's actually going to do
it,
There’s a very good profile to actually see what
type you are, what you prefer to do and you can help
balance up a team. It also gives you sort of first, second
and third types of role so if you’ve got three
chairmen in a group for example and actually you only
need one, then what's your next preference? And some
actually are very, very close minded particularly if
I've got two that are almost identical in score, it means
I can easily go and do another job. It's like saying
to somebody 'Can you play left mid-field or left full-back?'
They're quite close and some people can do both.
If you look at something like the Myers-Briggs MBTI
tool, it's more about your preferences, it's more about
how you feel about things: whether you're more practical,
whether you're more emotional - it's more on that level.
Also still very, very important to understand, it's about
motivation. Why do you like doing things? What environment
do you work best in?
So they're all relevant; they're all just different
tools, and what I like to do if possible, is if you can
cross-reference a couple, you get more of a 3D approach,
The Strength Deployment Inventory is more 3D team-building
tool, I believe. They're not so wildly different, but
because it's 3D, it means people get a better view, better
perspective, so this is what I'm like personally, this
is what I'm like professionally, this is how I prefer
to do things. It's almost like an insight into 'This
is how I will do something for you. If I'm actually in
your team, this is how you can get me to do what I do
better for you. This is how you can turn me on, juice
me up, get me excited, this is why I want to come into
work in the morning, or not. This is why I understand
what you're saying to me, or not.'
And it really allows people - this 3D team-building
option, which inevitably gives everybody more value when
you run things like Strength Deployment Inventory tool
- it's quite usual during the course of the day, to see
individuals have this wide-eyed expression come across
their face, Like walking into a dark room at night and
pulling the light switch - thinking, wow! - this looks
different; it's that amazing, literally.
You get this wide-eyed look, because they understand
themselves better, they understand why they do what they
do, why they're comfortable in certain situations, uncomfortable
in others.
Even why they get on with certain people and don't get
on with others. It's not right or wrong, it's just different.
I'm not talking about people being dysfunctional; I'm
just talking about being different. Different is good,
providing we understand, value, appreciate and recognise.
People want to be appreciated, want to be valued; that
feeling of self-worth. Value me for what makes me feel
good, not for what makes you feel good. It can be a world
of difference.
It can be the difference between failure or success.
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