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Hi Ester,<BR>
we have used Belbin for a couple of years! There is different ways of working with you:<BR>
1. You can introduce the roles. We always explain the roles, looking at a whole work process: creating ideas, evaluating ideas, planning things, putting things into action, evaluating the outcome, improving... The specialist role has been "created" after the initial roles - so it does not really fit in the work process, but is obviousy needed. <BR>
According to your explanations, the participants explore which roles they prefer...<BR>
With respect to dealing with differences in groups, it makes sense to focus on the strength each role contributes. These strengths are tied to weaknesses and you can only get the "package", so the people start looking at the benefifs of having, for example, a creative inventor in their team and stop complaining about the chaotic side of the person!<BR>
<BR>
2. Another option would be that the participants fill in the questionnaire and then - after explaining the roles - you look at the results with respect to the team (Do we have all roles in the team? What is missing? What are the effects of that?) and to the individual.<BR>
<BR>
What I find important that the people fill in the questionnaire with a certain team situation in the back of their mind. That way, their role is situational and the idea, that you may have different roles in different teams, gets across.<BR>
<BR>
3. A third option is to give written explanations to the participants, and have them come up with strength and weaknesses, popular examples. <BR>
<BR>
4. I heard someone introduced the roles by using start trek - supposedly you have all the roles in it! Since I am not a star trek freak, I have not used the approach.<BR>
<BR>
5. What I have also seen before is a combination of Belbin and Riemann's dimensions of fear (I only know it in German - so I do not know whether it is known in the English-speaking world). The dimensions are distance - closeness and change - continuity (process) and in those four quadrants they have allocated the Belbin roles. <BR>
<BR>
It would take me tto long to explain everything in written form. My suggestion is that you give me a call and I can explain what I know on the phone. That is, of course, an offer for others as well!<BR>
<BR>
I hope these ideas are helpful! <BR>
Greetings from Germany,<BR>
<BR>
Mayke<BR>
___________________________________________<BR>
essence - Beratung, Training, Coaching<BR>
Mayke Wagner<BR>
Hanser 3<BR>
88279 Amtzell<BR>
GERMANY<BR>
<BR>
mayke.wagner@t-e-a-m.org<BR>
Tel (+49) 07520 / 9232 02<BR>
visit us: <http://www.t-e-a-m.org><BR>
<BR>
<BLOCKQUOTE><BR>
<B>Von: </B>"Esther ." <EwingChange@aol.com><BR>
<B>Antworten an: </B>OSLIST <OSLIST@LISTSERV.BOISESTATE.EDU><BR>
<B>Datum: </B>Mon, 16 Feb 2004 16:08:57 EST<BR>
<B>An: </B>OSLIST@LISTSERV.BOISESTATE.EDU<BR>
<B>Betreff: </B>Re: [OSLIST] Instruments for teamwork<BR>
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<BLOCKQUOTE><FONT COLOR="#000080"><FONT FACE="Arial"><B>Masud:<BR>
</B> <BR>
<B>How would you approach using Belbin with a team?<BR>
</B> <BR>
<FONT SIZE="2"><BR>
Esther Ewing<BR>
The Change Alliance - Assisting Individuals and Organizations to Build Capability<BR>
www.ChangeAlliance.com <http://www.changealliance.com/> <BR>
330 East 38th St, Suite 53K<BR>
New York, NY 10016-9804<BR>
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<BR>
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<BR>
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