Conflict Management

How to reduce team conflict by applying Belbin Team Roles Theory

Conflict Management in a Team

Undeniably, conflict management is part and parcel of team life. When left unchecked, it can spiral into something destructive, eroding trust, damaging morale, and denting performance.

However, its not all bad news.

Undoubtedly, conflict doesn’t have to be a negative. When applying the right tools, conflict can be managed more effectively. And even become a catalyst for better working relationships, communication, deeper understanding of behaviours and stronger performance.

To this end, Belbin Scotland works with organisations to help them understand the behavioural dynamics at play in their teams.

One of the most powerful ways to reduce and manage conflict in a team is by properly understanding the behavioural contributions. And the clashes that may naturally occur when people work together.

This is where the 9 Belbin Team Roles comes in.

Understanding Conflict Management at Work

Not all conflict management is about a shouting match or a stand-off. Sometimes conflict lies beneath the surface, simmering away as resentment. It can be undermining passive-aggressive behaviour or meetings that go off the rails. Even if it’s not always obvious. You normally get a gut feeling that something’s “off” with the team or individuals.

To help understand why this happens, some of the more commons causes. Conflict in a team can be as a result of:

Misunderstood intentions

“They’re challenging me” vs “They’re trying to improve the idea.”

Overlapping roles

“Why are they stepping on my toes?”

Different working styles

“They’re so slow and detailed!” vs “They’re rushing ahead without checking!”

Poor communication

“They never listen!” or “They don’t get to the point!”

How can we start to address this?

By focusing on behaviour rather than personality, Belbin provides a language to describe and defuse the tensions and conflict in a team.

How can Belbin help with conflict management?

Belbin Team Roles describe the different ways people contribute in a team. Not job titles and job description, but behavioural tendencies.

For example, some people are great at generating ideas (Plant). While others are brilliant at making things happen (Implementer),. Some keep quality output high (Completer Finisher). Others bring harmony to the team. (Teamworker).

This means when people start to understand their own and their colleagues Team Roles, something powerful starts to happen. We stop making assumptions about different styles. And start to understand and recognise the valuable differences each person brings to the team.

So how can you use Belbin to manage conflict in practice?

Diffuse Tension by Naming Behaviour

Workplace conflict often escalates because behaviour is misinterpreted. For instance:

A Shaper may be seen as being a bit pushy or aggressive by a more sensitive colleague.

A Monitor Evaluator’s critical thinking may be mistaken for negativity or scepticism.

A Completer Finisher might seem “nit-picking” to someone more “big-picture” thinking, like a Co-ordinator.

Through introducing and using the language of Belbin, we can shift focus from a blame culture to appreciating and valuing differences in behaviour.

So, instead of:

“They are always criticising my work.”

We hear:

“Their Completer Finisher role means they are focused on the detail and that’s not personal.”

This helps by shifting emphasis to make it less about the person and more about the behaviour. Which can reduce friction and create the the space needed for more constructive conversations.

Conflict often arises from lack of balance in a team: Team Role clashes or gaps.

Here are a couple examples:

Two strong Shapers in a team may lock horns as they both try to take charge.

A team without a Teamworker may struggle with diplomacy and emotional intelligence.

An abundance of Plants / Resource Investigators can lead to lots of ideas and discussion. Increasing frustration due to lack of follow-through.

So what? Well, Belbin reports can be used to help identify these behavioural patterns. Before they become problems so we can “nip issues in the bud”.

It can help teams to have visibility of each other’s strengths and allowable weaknesses. So that they are equipped to handle tension more proactively and effectively.

Spot the Source of Conflict Early

Reduce Blame and Increase Appreciation

Using Belbin to manage employee conflict is also about shifting the culture. Away from “What’s wrong with them?” to “What do they bring to the table?”

How can we apply this? As quick examples:

By recognising a colleague who may seem to be stalling progress may be a Monitor Evaluator. Ensuring decisions are sound before moving them forward.

By identifying a quieter person that doesn’t speak up in meetings. They might be a more introverted Specialist or Completer Finisher. With valuable expertise or knowledge that might need drawing out.

So, this demonstrates and helps us understand that conflict often stems from a lack of appreciation of others.

Through the application of Belbin, it can help teams recognise each other’s contributions. Building mutual respect and trust. All of which are essential ingredients for resolving conflict in a team.

Sometimes conflict can be caused by someone being asked to behave in a way that’s at odds with their natural Team Role style.

For instance:

A Plant may struggle in a rigid, procedural role.

An Implementer may feel frustrated in a chaotic, ever-changing environment.

When people are working a role that is misaligned to their natural strengths, tension can build up. Creating impact with other team members internally or with external contacts.

So, by using Belbin to help align roles and responsibilities to suit behavioural strengths you can resolve conflict and reduce friction.

When used effectively, Belbin can help boost morale and improve staff retention.

Align Team Roles with Job Demands

Encourage Constructive Conversations

One of the many applications of Belbin is applying it in team development sessions to bring teams together to:

Share individual and team Belbin reports

Reflect on behavioural strengths, overlaps and blind spots

Discussing existing tensions are and working through using Belbin language as a more neutral reference point and framework.

To discuss strengths, weaknesses and increase self awareness.

When used in this manner, Belbin can become a powerful conflict prevention tool. In particular, it can create improved psychological safety by using a shared language to discuss and navigate the best way forward. In addition, managing any differences in behaviour in the process.

Practical Tips: Conflict Management with Belbin Team Roles

If you want to know how to handle or manage conflict in your team, here are some practical ways you can apply Belbin for greater success.

Start with self-awareness

Encourage individuals to complete their Belbin profile and reflect on their own Team Role behaviours.

Profile the team

Look at the team’s Belbin Team Role spread.

Are there imbalances?
Clashes?
Missing contributions?

Get the team to review, share and openly discuss their own and the combined team report.

Understand the Working Relationship

If conflict arises, run a working relationships report and review the Belbin profiles of the individuals involved. Aim to position any remedial conversations around behaviour rather than personality.

Make Belbin part of onboarding

Introduce Belbin early as part of the onboarding process. So that any new team members can understand the team dynamic. Also, understanding how they fit in the team right from the start.

Check for fit, not just function

When allocating tasks, consider behavioural fit and suitability to the role. Not just someone’s technical ability or competence.

Conflict Can Be Productive

With the right approach and tools, it helps to understand not all conflict is bad.

In fact, when conflict is managed well, it can lead to better understanding. Improving decision making, enhancing creativity and delivering stronger results.

How can Belbin Help with Conflict Management?

We believe a key to successul conflict management is having a shared behavioural framework. To discuss and really understand what’s going on beneath the surface of the team.

Belbin reports are reliable. They are backed up by over 50 years of research. In addition. gathering objective observer data, can significantly improve our level of self awareness. Through understanding the perception of others.

Ultimately, Belbin reports offer a practical, evidence-based approach to managing conflict so it can be handled with greater empathy, clarity and confidence.

Whether you’re dealing with underlying team tension or want to build a stronger, more harmonious working culture, Belbin can help you get there.

Conflict Management

How to reduce team conflict by applying Belbin Team Roles Theory