how belbin obs used od topic ir7

7/31/2019 How Belbin Obs Used OD Topic IR7

1/9

BELBIN e-INTERPLACE

Belbin Associates 2001 Printed on 13-Sep-10

ASSESSMENT RESULTS IN RANK ORDER

NameOrganisation

Department

Sample - NOT REAL DATASample - NOT REAL DATASample - NOT REAL DATA

Assessment by Team Roles in Rank Order

1 2 3 4 5 6 7 8 9

Self-Perception TW RI CO PL ME SP SH IMP CF

RI CO SH SP IMP PL ME CF TWJennifer

TW RI CO CF SH SP PL ME IMPGloria

CO RI TW IMP ME SH CF SP PLRobert

CO IMP RI PL CF SH TW ME SPTom

ME TW CO IMP RI CF SP PL SHJane

OVERALL RANKING CO RI TW IMP ME SH PL CF SP


2/9

BELBIN e-INTERPLACE


Pie Chart of SPI versus Observer Data

NameOrganisation

Department


Self-Perception

CFIMP

SH

SP

ME

PL CO

RI

TW

Observers

SP

PL

CF

SH

ME

IMPTW

RI

CO

The following are the relative sizes of each slice of the pies, expressed as a percentage of the total:

Self-Perception Observers

PL Plant 15.3 5.7RI Resource Investigator 16.2 16.7CO Co-ordinator 16.2 20.7SH Shaper 4.2 7.8ME Monitor Evaluator 13.3 8.8TW Teamworker 18.6 14.9IMP Implementer 3.8 12.4CF Completer Finisher 2.7 7.2SP Specialist 10.0 5.7


3/9

BELBIN e-INTERPLACE


BAR GRAPH OF OBSERVER WORDSName

OrganisationDepartment


Roles and Descriptions

Negative Positive

PL

RI

CO

SH

ME

TW

IMP

CF

SP

Team-RoleContribution

AllowableWeaknesses

Plant

ResourceInvestigator

Co-ordinator

Shaper

MonitorEvaluator

Teamworker

Implementer

CompleterFinisher

Specialist

Creative, imaginative, unorthodox.Solves difficult problems.

Extrovert, enthusiastic,

communicative. Exploresopportunities. Develops contacts.

Mature, confident. Clarifies goals.Brings other people together topromote team discussions.

Challenging, dynamic, thrives onpressure. Has the drive and courageto overcome obstacles.

Serious minded, strategic anddiscerning. Sees all options. Judgesaccurately.

Co-operative, mild, perceptive anddiplomatic. Listens, builds, avertsfriction.

Disciplined, reliable, conservative in

habits. A capacity for takingpractical steps and actions.

Painstaking, conscientious,anxious. Searches out errors andomissions. Delivers on time.

Single-minded, self-starting,dedicated. Provides knowledge andskills in rare supply.

Ignores incidentals. Toopre-occupied with ownthoughts to communicateeffectively.

Over-optimistic. Can lose

interest once initial enthusiasmhas passed.

Can be seen as manipulative.Offloads personal work.

Prone to provocation. Liable tooffend others.

Can lack drive and ability toinspire others.

Indecisive in crunch situations.

Somewhat inflexible. Slow to

respond to new possibilities.

Inclined to worry unduly.Reluctant to let others into ownjob.

Contributes on only a limitedfront. Dwells on specialisedpersonal interests.


4/9

BELBIN e-INTERPLACE


MOST HIGHLY RATED OBSERVER RESPONSES

NameOrganisation

Department


This list shows words from Observers Assessments and their scores in descendingorder of popularity.

broad in outlook 5encouraging of others 5diplomatic 5calm & confident 5adaptable 4

consultative 4conscious of priorities 4efficient 4caring 4loyal 4opportunistic 3good at follow through 3persistent 3disciplined 3outgoing 3observant 3well organised 3laid back 3

persuasive 3knowledgeable 3conscientious 3enterprising 2impartial 2challenging 2easily bored 2manipulative 2outspoken 2inquisitive 2realistic 2logical 2impulsive 2

clever 2competitive 2co-operative 2professionally dedicated 2impatient 2

original 1imaginative 1single-minded 1shrewd 1provocative 1

self-reliant 1analytical 1practical 1resistant to change 1indecisive 1innovative 0creative 0tough 0perfectionist 0hard driving 0erratic 0forgetful 0frightened of failure 0

inflexible 0insular 0over-sensitive 0reluctant to delegate 0sceptical 0technically skilful 0territorial 0unorthodox 0accurate 0fearful of conflict 0fussy 0up-in-the-clouds 0aggressive 0

critical 0not interested in others 0slow-moving 0unadventurous 0empire building 0


5/9

BELBIN e-INTERPLACE


COUNSELLING REPORT

NameOrganisation

Department


Please note that this report is based on the complete profile.

Your profile is ideally suited to the outward-looking company. Or, at any rate, you are wellplaced to help an enterprise develop opportunities in the modern world. This you can doby meeting people, by finding out what is going on in other places, and by acting as thecounterbalance to inward-looking specialists, especially those who adopt the defensive"not invented here" syndrome.

Within the organization itself we should expect you to take a leading role in helping

employees to contribute as fully as their capabilities allow to the achievement of theoverall objectives. Your ability to communicate and co-ordinate is your greatest strength.

If you are subject to any problems, it could be that you allow enthusiasm and optimism torun away with you. There is a further risk that, in your desire to communicate, you areinclined to talk too much and neglect the significance of silence on the part of otherswhich can cloak unexpressed opposition. Once you realize this, there is every prospectthat you will deal with the matter very effectively. On the whole, you will be happierworking with those who interact freely and without reservation. With such colleagues youshould be good at developing ideas. Under your influence the team should grow tobecome greater than its individual parts. Make a point also of finding a sober adviser.Such a person can not only act as a catalyst but also serve to steer you into the bestdecisions when you are faced with a large number of options.

Your management style should be one of facilitating innovation and progress by usingwhatever resources you can find and by using your social skills to deflect opposition.

Your own perception of your top team role is supported by the views of others.

On a final note, you need to take account of the role for which you are least suited. Inyour case your generalist rather than specialist tendencies may at times be a handicap. Ifyou can work in harmony with someone who can offer outstanding technical knowledge,your own performance is likely to improve.


6/9

BELBIN e-INTERPLACE


CHARACTER PROFILE

NameOrganisation

Department



Strengths

Check at Interview Placement

Generally regarded as an individual who isbroad in outlook, calm & confident, diplomatic,and encouraging of others.

Has a pleasant and accommodating attitude.Keen to get on well with colleagues. Requireswork where he can use his outgoing nature.Likes to use personal initiative. Has a strongneed to be in work involving close liaison andcommunication with others. Has an interest indrawing out contributions from others andmaking the best use of a team. An ability to giveconfidence and direction to others. Keen to steerpeople towards common objectives.

Possible Weaknesses

Should not be involved in work where a sense ofurgency is important.

This is a profile of a generalist rather than aexpert. Ask questions to assess whether Sample- NOT REAL DATA's broad approach wouldprove an asset or whether he might becomeout-of-touch with in-depth issues. Observewhether Sample - NOT REAL DATA has foundappropriate ways of getting help and guidance orwhether the need for knowledge and expertise ischeerfully dismissed as needless. Has Sample -NOT REAL DATA sought to acquirequalifications and credentials in the past? And ifso, to what end?

Should be placed in a job where skills in liaisonwork are at a premium. Sample - NOT REALDATA could thrive in a job where contacts needto be developed and maintained. Could do wellin situations where close links are lacking orhave not been long established. A good personto be invited to join ad hoc teams and workingparties. Should not be offered an appointmentwhich would place Sample - NOT REAL DATAin a position of periodic isolation.


7/9

BELBIN e-INTERPLACE


PERSONAL WORK STYLE

NameOrganisation

Department



RI-CO

CO-TW

CO-IMP

RI-TW

Liaising

Organising

Counselling

Facilitating

The pie chart suggests four styles of working which would suit you. These are derivedfrom a combination of your top team roles.

Here are some phrases to help you project your preferred work style:

"Dealing and meeting with people are what I do best.""I like dealing with people and helping them solve their problems.""My main strengths lie in organising myself and others.""My strength lies in building better communications with people."


8/9

BELBIN e-INTERPLACE


SELF-PERCEPTION TEAM ROLE PROFILEName

OrganisationDepartment


Roles and DescriptionsLeastPreferred

Roles

ManageableRoles

PreferredRoles

0 10 20 30 40 50 60 70 80 90 100

PL . . . . . . . . . . .

RI . . . . . . . . . . .

CO . . . . . . . . . . .

SH . . . . . . . . . . .

ME . . . . . . . . . . .

TW . . . . . . . . . . .

IMP . . . . . . . . . . .

CF . . . . . . . . . . .

SP . . . . . . . . . . .

Team-RoleContribution

AllowableWeaknesses

Plant

ResourceInvestigator

Co-ordinator

Shaper

MonitorEvaluator

Teamworker

Implementer

CompleterFinisher

Specialist

Creative, imaginative, unorthodox.Solves difficult problems.

Extrovert, enthusiastic,

communicative. Exploresopportunities. Develops contacts.

Mature, confident. Clarifies goals.Brings other people together topromote team discussions.

Challenging, dynamic, thrives onpressure. Has the drive and courageto overcome obstacles.

Serious minded, strategic anddiscerning. Sees all options. Judgesaccurately.

Co-operative, mild, perceptive anddiplomatic. Listens, builds, avertsfriction.

Disciplined, reliable, conservative in

habits. A capacity for takingpractical steps and actions.

Painstaking, conscientious,anxious. Searches out errors andomissions. Delivers on time.

Single-minded, self-starting,dedicated. Provides knowledge andskills in rare supply.

Ignores incidentals. Toopre-occupied with ownthoughts to communicateeffectively.

Over-optimistic. Can lose

interest once initial enthusiasmhas passed.

Can be seen as manipulative.Offloads personal work.

Prone to provocation. Liable tooffend others.

Can lack drive and ability toinspire others.

Indecisive in crunch situations.

Somewhat inflexible. Slow to

respond to new possibilities.

Inclined to worry unduly.Reluctant to let others into ownjob.

Contributes on only a limitedfront. Dwells on specialisedpersonal interests.

X

X

X

X

X

X

X

X

X


9/9

ExplanationIndividual Candidate Reports

Self-Perception and Observers

This report shows your overall Team Role ranking and each persons assessment. The top line shows the Team Role

rank order from the Self-Perception Inventory with 1 being the top role and 9 the bottom. The lines underneath are

each Observers ranked order. If, for instance, three out of four Observers see PL in the number 1 position, then youare seen by those people as making a very strong Plant contribution. The overall ranking on the bottom line is the

weighted addition of the Self-Perception rank order and the total of the Observers rank order. So the number 1 role inthe Overall Ranking will be seen as your main Team Role contribution.

The left Pie Chart shows the roles which you like to play. The right Pie Chart shows the roles which others see youplaying. There are bound to be differences, but take note of the top roles of both Self and Observers and see how theycompare or contrast. The figures below the charts represent the percentage slice of the pie for each role.

The Self-Perception Team Role Profile is based on your scoring of the Self-Perception Inventory (SPI). It shows on theright your preferred roles, in the middle your manageable roles, and to the left your least preferred roles. It is

measured to the exact percentage against the BELBIN norm database of over 5,600 SPIs from people in UKcompanies. So for example, if you come out as 100% Shaper, it means that you very much aspire to play the Shaper

role and that less than 1% of the people tested scored such a high mark for that role.

The Bar Graph shows how other people see your Team Role contributions and is based on the total number ofObserver words ticked. To the left of the line is the negative part of the role. This is what is called an allowableweakness, if you also have the associated strengths.

This is probably the most frequently used report and certainly the most popular in terms of feedback. It is generated

from the top two Team Roles and bottom Team Role in the overall ranking. The report offers advice on adopting amanagement style which fits in with your Team Role strengths and weaknesses.

This report highlights your strengths and possible weaknesses and offers advice on job placement. Sentences are

generated if certain team roles lie above or below specified percentages. It may not altogether be complimentary ifcertain Team Roles fall below a percentage. A rather bland profile will produce a short report, whilst an exaggerated

profile will produce a much longer one. If used for recruitment, suggestions are made on questions to ask you, bearing

in mind your Team Role profile.

This is a list of the words used by Observers in descending order of frequency. The words at the top of this list are

seen as some of your main strengths and behavioural characteristics most appreciated by others. It is normal to havezero marks for some words. Try to work with people who will cover what you lack.

The pie chart shows four styles of working that would suit your Team Role strengths. These are based on

combinations of your top roles displayed to the right of the chart. Use the suggested phrases to project your TeamRole strengths to others.

Explanation of individual Belbine-interplacereports

Assessment Results in Rank Order(Only generated with 1 or more Observers)

Pie Charts of Self-Perception versus Observers (Only generated with 4 or more Observers)

Self-Perception Team Role Profile

Bar Graph of Observer Words (Only generated with 4 or more Observers)

Counselling Report

Character Profile

List of Observer Responses (Only generated with 4 or more Observers)

Personal Work Style

BELBINe-interplace, Belbin Associates, UK. 2001www.belbin.comThis BELBIN handout is the property of Belbin Associates, UK and protected by copyright, database, trademark and other intellectual property rights. You must retain all copyright and other proprietary notices

contained on this original and on any copy you make. You may not sell or modify this handout. The use of this handout on any other Web site is prohibited. You agree not to adapt, translate, modify, decompile,disassemble, or reverse engineer the handout. BELBIN is a registered trademark of BELBIN ASSOCIATES, UK.

how belbin obs used od topic ir7

Documents