How we can help you:
Based on our extensive experience and reputation with clients to deliver we can help you applying and interpreting the Belbin team styles tool to:
- identify individual and group team styles
- improve teamwork across the group or organisation.
The Belbin Team Styles system is the best tool available internationally to achieve greater team cohesion and effectiveness amongst any group of executives or staff.
What our clients say about our services..
"Pacific Consulting has been great in their preparation and delivery of the Belbin Team Styles workshops for Nokia Australian and New Zealand teams. Participants have all enjoyed and benefited from the sessions conducted."
Lynette Tong
Human Resource Development (South East Asia Pacific - SEAP)
Nokia
Who we are and how we can help you
Ross is the Managing Director and principal consultant of Pacific Consulting. He has an Honours degree in Commerce from the University of NSW and is an accredited executive coach with the Australian Institute of Executive Coaching, a chartered member of the Institute of Management Consultants, an accredited Human Synergistics Consultant and Global Performance and Reward Professional. Ross is also accredited in the Hogan's Leadership Profile, Bar-On Emotional Intelligence and Belbin Team Styles Profiles assessment instruments for selection, executive development and coaching and has over 1500 hours face to face executive coaching experience.
Ross has developed a highly effective coaching framework and program using
leadership style assessment tools, and combined with practical skills development
methods, this helps executives fast track their results and get better results
and improved behaviour from their staff.
Some of his coaching assignments have been with MasterCard International,
Australian Government Department of Education, Science & Training, the
Austalian Broadcasting Corporation (ABC), State Forests, Steven Salgo (Sales)
Pty Ltd, NSW Health, a range of Local Councils, the Civil Aviation &
Safety Authority and HBOS Treasury.
An Overview of Belbin Team Roles and Team Styles
A team role as defined by Dr Meredith Belbin is:
"A tendency to behave, contribute and interrelate with others in a particular way."
Our clients achieve great results when using the Belbin Team Style profiles, finding it easy to use and understand. We find that clients get best results when they have a 1/2 -1 day workshop where participants discuss their own styles and the aggregate team profile which we prepare for them.
By providing reports in easily understood formats, we find it encourages discussion between team members about the team's current effectiveness and how it can be improved.
It also increases each team member's understanding, empathy and respect for other team members and how to work together to get the best results.
Some clients take this a step further and use the Belbin Team Styles to identify other staff with a team style that complements the existing executive team. These staff can be co-opted as needed to address specific issues or projects, or otherwise generally included to round out the executive team and accelerate the achievement of desired results and outcomes, which may not otherwise have been possible.
Background information on Belbin Team Roles:
Meredith’s work at Henley Management College identified 9 clusters of behaviour – each of which is termed a team-role. Each team-role has a combination of strengths and allowable weaknesses.
When you complete the Belbin self-perception inventory you will receive (among other reports) a ‘fingerprint’ of your preferences for each of the 9 Team Roles. You may find that you have 3 or 4 natural roles which you can use appropriately depending on the current situation. Very few people display characteristics of just one team role.
The value of Belbin team-role theory lies in enabling an individual or team to benefit from self-knowledge and adjust according to the demands being made by the external situation.
As Belbin Team Roles describe a pattern of behaviour this fingerprint isn’t fixed as many factors influence how we behave – for example a change in job. Ideally you should re-complete a Belbin self-perception inventory as you progress through your career. Each Belbin® report is only a snapshot of your behaviour at that one given time.
Reproduced courtesy of www.belbin.com
Download Belbin Team Role Summary Table (pdf)
Download Belbin Sample Report (207KB pdf)