Personality assessments can be used pretty much anywhere within a business context; Recruitment, development programmes, coaching, mentoring…the list goes on.
However, in our experience, not all organisations that use Personality assessments apply them as effectively as might do. Especially considering anything in a team based context; not applying them to improve team performance or build high performing teams for example.
It may sound very easy on paper;
Run reports.
Review results.
Use results to improve performance.
However, in practice, many teams can see limited tangible improvement, even after a sizable financial and time related investment in personality assessments.
Why?
Because understanding personality doesn’t necessarily equate to improving team performance.
The Problem with Personality Assessment in Teams
Herein lies the problem (as we see it).
Most personality based models focus on who someone is rather than how they behave or contribute to a team.
Personality assessments tend to:
- Categorise individuals within particular “personality types”
- Emphasise “personality style” preferences rather than observable behaviours
- Offer restricted guidance on how to improve team effectiveness
Personality assessments are still very useful and practical if you want to look at things like increasing self-awareness or understanding more “built-in” preferences.
Arguably, they can be much less useful if you’re trying to improve performance of the wider team in some way.
So, here’s the key point;
A team generally doesn’t succeed because it has the “right personalities”.
More often it succeeds because it has the right balance of behavioural contributions the team requires.
Less Labels. More Balance.
In essence, we need to look beyond individual style and even individual performance.
High-performing teams require the right balance of team based behaviours. For example, in areas such as ;
- Idea generation
- Planning
- Logic and analysis
- Delivery focus
- Relationship management
- Challenge / push back etc.
All areas we can measure and understand by using Belbin Team Role Reports.
If you like; personality based assessments can help to understand self, but may fall short compared to a proven team-based, behavioural assessment approach.
Result?
Individuals may improve their own performance through a greater level of self awareness.
However, unless the overall picture within the team is fully considered the team is likely to still fall short.
The reality is that in order to be highly effective, this is not just about understanding the individuals in a team.
It’s about understanding the contribution to the team of each individual and how that leads the unique combination and mix of team roles represented.
Does this make more sense?
Achieving this level of understanding within the team can provide a different, and much more effective perspective.
A Practical Alternative to Personality Assessment: Belbin Team Roles
So, how do we get frim individuals that understand themselves better to a high performing team?
Belbin Team Role reports specifically focus on behaviour in a team context.
So, rather than considering “What type of personality is the person?”,
Belbin helps us understand:
“What behavioural qualities does this person bring to the team?”
And that’s way more effective, especially if you want to look beyond individual performance to that of the wider team.
How Belbin works – in brief.
Belbin identifies nine distinct team roles split across three key areas:
- Thinking Roles – Specialist, Monitor Evaluator and Plant
- Social Roles – Resource Investigator, Teamworker and Co-ordinaor
- Action Roles – Shaper, Completer Finisher and Implementer
When applied effectively, the Belbin framework and reports can allow teams to understand, work on and improve areas including:
- Identifying behavioural gaps
- Avoidance of duplication of effort
- Improving the approach to decision-making
- Allocating work more effectively – to the right people
- Playing to strengths and managing weaknesses
Belbin its based entirely around observable, team based behaviours.
All backed up by more than 50 years of dedicated, team related research and expertise.
Belbin doesn’t rely on assumptions or personality styles.
Unlike many personality assessments, Belbin Reports include the option to gather observer feedback.
This enables indivduals and the whole team to look more objectively at:
- How people actually operate in the team
- How team members perceive each other
- Understanding real strengths and potential weaknesses
- Where there may be team role gaps or overlaps
The End Result?
Personality assessments absolutely have their place and can be very useful, practical and interesting for individuals.
However, if your goal is to improve team performance, you need to look at more than personality.
You really need to understand:
- Current team composition – this may change significantly over time or with a change of team member(s)
- Which specific roles are represented in the team
- Working relationships
- Any roles that may be missing or more limited
- Where there may be overlaps
- Where potential conflict may be more likely to occur – typically having too many similar roles in a team or with opposing role types
- Different team role combinations and how they work together
- Finally, how to achieve the right team role balance; not perfect balance, but the right balance based on the purpose of the team
In conclusion, Belbin can really make a tangible difference to team performance.
In essence;
Less “insights”. More “impact”.
Want to find out more?
Read our Belbin FAQs section or Contact us for a no obligation chat.