Building Team Potential – How To Work Together More Effectively With Belbin Team Roles Philosophy – in company training
“Making impact on development of your team is an important element of your day-to-day work no matter if your are newcomer or an manager with huge experience. In order to climb up the career ladder workers need constant training and support on individual level and in team work – this will have a positive impact on their personal development and on business performance of your organisation. A company can achieve a long-term success thanks to effective and strong cooperation between members of a team and dedicating special attention to the diversity when it comes to skills and people who form an integral part of your organization. It should be noted that team work success relies on commitment of each team member and making sure that each member does his/her utmost to achieve the team goals. Thanks to the effective cooperation members of a team can raise awareness about each other’s strengths and flaws, which will allow to avoid conflicts, quarrels and misunderstandings. When it comes to conflicts, then can have a negative impact both on relations between team members and the sucess of the entire organization.
The most common reasons of conflict are the following:
Rival interests: conflict occurs when people pursue different goals and interests. For instance, two persons working in the same group and having similar skills may want to be assigned to a certain task and if a particular worker doesn’t achieve his/her goal, he/she feels dissappointed.
Differences in behavior and preferences:
Stuggle over resources: Team workers can fight for depleted resources in order to fulfill the team’s tasks. For instance, if both individual count on the support of a third person to finish certain task, quarrels can occur concerning who will be the first to receive this support.
Unwillingness to adhere to team norms: A conflict may appear when a particular team member has attitude or demonstrates the behavior that descourages team member to collaborate with this person.
Performance deficit: Sometimes it happens that particular team members aren’t contributing equally to the work on a certain project which may result in friction and have a negative impact on the business performance of a company.
Problems in communication: In case if the exchange of information between team members is at low level, realisation of project can be impeded. “Building Team Potential” workshop is aimed at teams of all kinds (including management, project and functional teams), where success is achieved primarily thanks to the quality of cooperation between team members. Ultimately, the workshop should allow to use the potential of individual team members as a result of understanding each other’s strengths and resulting weaknesses, as well as to limit misunderstandings, by better adapting communication messages to the preferences of individual Roles and using the language of team collaboration. By building and broadening the awareness of participants in the area of preferred and acceptable Team Roles, it will be possible to increase the effectiveness of work both as a team member and as a manager.
Building Team Potential – How To Work Together More Effectively With Belbin Team Roles Philosophy – in company training
“Making impact on development of your team is an important element of your day-to-day work no matter if your are newcomer or an manager with huge experience. In order to climb up the career ladder workers need constant training and support on individual level and in team work – this will have a positive impact on their personal development and on business performance of your organisation. A company can achieve a long-term success thanks to effective and strong cooperation between members of a team and dedicating special attention to the diversity when it comes to skills and people who form an integral part of your organization. It should be noted that team work success relies on commitment of each team member and making sure that each member does his/her utmost to achieve the team goals. Thanks to the effective cooperation members of a team can raise awareness about each other’s strengths and flaws, which will allow to avoid conflicts, quarrels and misunderstandings. When it comes to conflicts, then can have a negative impact both on relations between team members and the sucess of the entire organization.
The most common reasons of conflict are the following:
Rival interests: conflict occurs when people pursue different goals and interests. For instance, two persons working in the same group and having similar skills may want to be assigned to a certain task and if a particular worker doesn’t achieve his/her goal, he/she feels dissappointed.
Differences in behavior and preferences:
Stuggle over resources: Team workers can fight for depleted resources in order to fulfill the team’s tasks. For instance, if both individual count on the support of a third person to finish certain task, quarrels can occur concerning who will be the first to receive this support.
Unwillingness to adhere to team norms: A conflict may appear when a particular team member has attitude or demonstrates the behavior that descourages team member to collaborate with this person.
Performance deficit: Sometimes it happens that particular team members aren’t contributing equally to the work on a certain project which may result in friction and have a negative impact on the business performance of a company.
Problems in communication: In case if the exchange of information between team members is at low level, realisation of project can be impeded. “Building Team Potential” workshop is aimed at teams of all kinds (including management, project and functional teams), where success is achieved primarily thanks to the quality of cooperation between team members. Ultimately, the workshop should allow to use the potential of individual team members as a result of understanding each other’s strengths and resulting weaknesses, as well as to limit misunderstandings, by better adapting communication messages to the preferences of individual Roles and using the language of team collaboration. By building and broadening the awareness of participants in the area of preferred and acceptable Team Roles, it will be possible to increase the effectiveness of work both as a team member and as a manager.
Aims & benefits
By the end of the course participants:
- Will be aware of their preferred Team Roles.
- Will be able to diagnose their own strengths and weaknesses according to the Team Role theory.
- Will distinguish between individual Team Roles, represented by others.
- Will understand and predict how individual Team Roles communicate.
- Will be able to adapt their own way of communication depending on which Team Role they are currently communicating with.
- Will be able to divide tasks in the team, taking into account the individual potential of individuals.
- Will be able to work more consciously leaders and team members.
TRAINING METHOD:
- Before the workshop each participant completes an online version of the Belbin Team Role Test (self-assessment) and then invites up to 8 observers from among co-workers, subordinates and superiors to complete a so called “Observer’s assessments” .
- During the workshop the participants will have a chance to get to know their individual reports based on the test results, being the combination of their self-evaluation as well as the observers’ input.
- A variety of activities based on the test results will be undertaken and the participants will be encouraged to apply the knew knowledge to the realities of their own teams through sharing case studies, exchanging ideas and feedback.
Agenda
MODULE I. Belbin’s Team Roles Philosophy and its contribution to taking full advantage of individual team differences and mutual understanding among team members
- What makes a team work effectively?
- Team vs. group – basic similarities and differences, including task and relationship orientation.
- Team health barometer – what conditions are needed for the team to be effective?
- Team Diagnosis Map.
- Introduction to the Concept of Team Roles according to M. Belbin
- What is a Team Role and what shapes it?
- Three categories of Team Roles and their.
- Team Roles theory: allowable and disallowable weaknesses, the contribution of each of the nine Roles to team collaboration.
- Opposite roles – conflict or cooperation?
- Communication styles specific to each of the Roles
- How do Belbin’s Team Roles affect communication with others?
- How to communicate when working with individual Roles?
- Activity „presentation of each participants’ needs and values in communication” based on the reality of the team.
- Conditions in the area of Team Roles that should be met in order for the team to function effectively
- Representation of the required Team Roles, understanding both: own strengths and weaknesses and the strengths and weaknesses of other team, relationships based on strengths and allowable and disallowable weaknesses.
- Exercise based on participants’ previous teamwork experiences – sharing experiences in the team.
MODULE II. Working with the results of Individual Team Roles Reports and Belbin Team Report
- Getting to know the results of the Belbin Team Roles test and its interpretation
- Providing participants with individual reports containing feedback on the team member’s preferred combination of Team Roles and indicating their strengths and weaknesses.
- Interpretation of test results – list of Team Roles, comparison of self-assessment and observer ratings – Johari window concept, preferred, acceptable and not recommended Team Roles, Team Roles profiles (consistent, compatible, incompatible, mixed).
- How to maximize your potential based on knowledge of your strengths and possible weaknesses?
- Interpretation and use of the Team Report
- How will a particular group of people work together as a team – getting to know the overall picture of the team.
- Who should do what – how can the contribution of a given Team Role increase the effectiveness of the team is assigning tasks?
- Team Role circle – visual breakdown of Team Roles representation in a team indicating gaps and collisions in Team Roles contribution.
- Team Role sacrafice and good examples of Team Roles.
- Diagnosing team culture based on average Team Roles and observer responses
- Diverse applications of Team Reports – creating a new team or integrating a new team member, assembling a project team, discovering strengths and weaknesses of an existing team, testing the potential of team members, discovering team culture, searching for gaps in the team, building team awareness.
- Summary of the workshop
MODULE I. Belbin’s Team Roles Philosophy and its contribution to taking full advantage of individual team differences and mutual understanding among team members
- What makes a team work effectively?
- Team vs. group – basic similarities and differences, including task and relationship orientation.
- Team health barometer – what conditions are needed for the team to be effective?
- Team Diagnosis Map.
- Introduction to the Concept of Team Roles according to M. Belbin
- What is a Team Role and what shapes it?
- Three categories of Team Roles and their.
- Team Roles theory: allowable and disallowable weaknesses, the contribution of each of the nine Roles to team collaboration.
- Opposite roles – conflict or cooperation?
- Communication styles specific to each of the Roles
- How do Belbin’s Team Roles affect communication with others?
- How to communicate when working with individual Roles?
- Activity „presentation of each participants’ needs and values in communication” based on the reality of the team.
- Conditions in the area of Team Roles that should be met in order for the team to function effectively
- Representation of the required Team Roles, understanding both: own strengths and weaknesses and the strengths and weaknesses of other team, relationships based on strengths and allowable and disallowable weaknesses.
- Exercise based on participants’ previous teamwork experiences – sharing experiences in the team.
MODULE II. Working with the results of Individual Team Roles Reports and Belbin Team Report
- Getting to know the results of the Belbin Team Roles test and its interpretation
- Providing participants with individual reports containing feedback on the team member’s preferred combination of Team Roles and indicating their strengths and weaknesses.
- Interpretation of test results – list of Team Roles, comparison of self-assessment and observer ratings – Johari window concept, preferred, acceptable and not recommended Team Roles, Team Roles profiles (consistent, compatible, incompatible, mixed).
- How to maximize your potential based on knowledge of your strengths and possible weaknesses?
- Interpretation and use of the Team Report
- How will a particular group of people work together as a team – getting to know the overall picture of the team.
- Who should do what – how can the contribution of a given Team Role increase the effectiveness of the team is assigning tasks?
- Team Role circle – visual breakdown of Team Roles representation in a team indicating gaps and collisions in Team Roles contribution.
- Team Role sacrafice and good examples of Team Roles.
- Diagnosing team culture based on average Team Roles and observer responses
- Diverse applications of Team Reports – creating a new team or integrating a new team member, assembling a project team, discovering strengths and weaknesses of an existing team, testing the potential of team members, discovering team culture, searching for gaps in the team, building team awareness.
- Summary of the workshop
Experts
THE TRAINING METHODS
Activity Based Learning
The training follows the Kolb cycle and the ABL method (Activity Based Learning).
Workshops
Participants take part in activating exercises preceded by the necessary theoretical introduction.
Feedback
Participants have the opportunity to self-diagnose and receive feedback from the trainer.
Full activation
The trainer presents knowledge using 3 channels of information transfer - sight, movement, hearing.
Discussion
Discussion panel, group and individual exercises, presentation, role playing, case studies and review films.
Opinions
Oceny dla tego szkolenia:
Oceń to szkolenie:
Clients
Organizational informations
How do we prepare our training projects?
Analysing your training needs
Verification of your training aims
Creating a training programme
Logical & administrative settings
Realization of the project
5 reasons you should pick our training:
1. Based on deeply analyse of your training needs, we will recommend you best trainer and programme offer.
2. Through the whole project, there’s gonna be an account manager to take care of your needs.
3. Participants will get all the necessary training materials in very attractive form.
4. We guarantee using variety of training methods through the whole project.
5. Your project will be closed with after training report containing evaluation and reccomendations for the future.
Have questions?
Contact us:
18 Widok St, Apt 2,
00-023 Warsaw
(22) 224 21 95
603 906 655
biuro@humanskills.pl
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