Meredith Belbin's Team Roles Inventory

[Jarno]

I thought you socionics freaks would like to know of a typology system loosely related to Jung so here it is: Belbin teamroles (google it yourself)

It's about the teamroles people have when working together.

'The monitor' a cold critic, is for the ILI.

[Absurd]

Belbin teamroles is SEE. VId him personally.

[krieger]

i identify with Plant, Monitor Evaluator and Specialist in no particular order. which role i fulfill is probably also highly context dependent.

[ashlesha]

Completer finisher > teamworker > specialist

[717495]

I'm SLE on this.

[Radio]

Co-ordinator

Co-ordinators were needed to focus on the team’s objectives, draw out team members and delegate work appropriately.

[fen]

I identify with Plant, Teamworker, and Co-ordinator.

[Pa3s]

I can see myself as Plant and Implementer. Not so much as any other type.

[Roro]

I did a questionnaire test thing that I found on this (it should open directly as a Word document), and I ended up with:


Co-ordinator: 0
Team Worker: 0
Shaper: 2
Resource Investigator: 4
Completer-Finisher: 14
Implementer: 15
Plant: 19
Monitor Evaluator: 19

The test didn't give anything as far as 'specialist' is concerned though.


I feel I should have maybe gotten something on teamwork, but my work attitudes can vary depending on what's going on and the people I am working with. The thing I dislike most about working with others is that they usually strain my concentration, and I trust myself more than others to do things the right way. It was that way in school when I had to do group projects: at the end of the day, I usually preferred taking the project home and completing it myself, though not at the expense of completely disregarding others' suggestions.

[munenori2]

Coordinator = 14
Team Worker = 21
Shaper = 0
Resource Investigator = 5
Completer Finisher = 5
Implementer = 3
Plant = 5
Monitor Evaluator = 17

[Absurd]

Oh crap. Three cold ILI critics. One self-types LII, the other SLE and last but not least the last one SEI. Wonder who is your "dual" per Belbino Jarno, the Janitor, Plant, Specialist, Shaper, Teamworker or the Complete Finisher who finishes things completely and definitely

[Roro]

Oh crap. Three cold ILI critics. One self-types LII, the other SLE and last but not least the last one SEI.

All three with Ti in the Ego or the Super-Id block. Oh gee, there must be some meaning there.

[ashlesha]

that test was a cool find!

Completer-Finisher: 28
Implementer: 27

The rest were <6.

 

CF Completer-Finisher
Characteristics
Painstaking, orderly, conscientious, anxious.
Completers, or Completer-Finishers, have a great capacity for follow-through and attention to detail, and seldom start what they cannot finish. They are motivated by internal anxiety, although outwardly they may appear unruffled. Typically, they are introverts who don’t need much external stimulus or incentive. Completer-Finishers dislike carelessness and are intolerant of those with a casual disposition. Reluctant to delegate, they prefer to tackle all tasks themselves.
Function
Completer-Finishers are invaluable where tasks demand close concentration and a high degree of accuracy. They foster a sense of urgency within a team and are good at meeting schedules. In management, they excel by the high standards to which they aspire, and by their concern for precision, attention to detail and follow-through.
Strengths
A capacity for fulfilling their promises and working to the highest standards.
Allowable Weaknesses
A tendency to worry about small things and a reluctance to "let go".

IMP Implementer
Characteristics
Implementers are well organised, enjoy routine, and have a practical common-sense and self-discipline. They favour hard work and tackle problems in a systematic fashion. On a wider front they hold unswerving loyalty to the organisation and are less concerned with the pursuit of self-interest.
However, Implementers may find difficulty in coping with new situations.
Function
Implementers are useful because of their reliability and capacity for application. They succeed because they have a sense of what is feasible and relevant. It is said that many executives only do the jobs they wish to do and neglect those tasks which they find distasteful. By contrast, Implementers will do what needs to be done. Good Implementers often progress to high management positions by virtue of good organisational skills and efficiency in dealing with all necessary work.
Strengths
Organising ability, practical common sense, hard working, self-discipline.
Allowable Weaknesses
Lack of flexibility, resistance to unproven ideas.

[anndelise]

I couldn't access th doc version, but found an online test of it:
http://www.123test.com/team-roles-test/

((Edited to add: after comparing terms and descriptions, this appears to be different team-role theory than OP was talking of.))


each role can have a max of 25%

Explorer 23%
Chairman/Driver 14%

Explorer
The explorer is generally an extrovert by nature. He or she is cheerful, gregarious. The explorer is also investigative, interested and curious about things. Because explorers like to improvise and communicate with others, they will have little problem presenting ideas to the team and developing new contacts.

Chairman
The chairman has a strong coordinating role. With an emphasis on procedures, the chairman will try to bring and keep the team together. He or she is communicative and deals with the members of the team in a respectful and open-minded way.

Driver
The driver is generally very ambitious and energetic. He or she may appear as impatient and impulsive. The driver is a strong motivator and will challenge others at crucial times. Although the actions of the driver may sometimes seem somewhat emotional, they do play a crucial role in pushing the team forward to succeed.

My Results: http://www.123test.com/id=b5196a28f6d401c4c

[Absurd]

SH - 40
CO - 7
PL - 3
RI - 0
ME -7
IMP - 6
TW - 7
CF - 0

SH Shaper
Characteristics
Highly strung, outgoing, dynamic.
Shapers are highly motivated people with a lot of nervous energy and a great need for achievement. Often they seem to be aggressive extroverts with strong drive. Shapers like to challenge, to lead and to push others into action - and to win. If obstacles arise, they will find a way round - but can be headstrong and emotional in response to any form of disappointment or frustration.
Shapers can handle and even thrive on confrontation.
Function
Shapers generally make good managers because they generate action and thrive on pressure. They are excellent at sparking life into a team and are very useful in groups where political complications are apt to slow things down. Shapers are inclined to rise above problems of this kind and forge ahead regardless. They like making necessary changes and do not mind taking unpopular decisions. As the name implies, they try to impose some shape and pattern on group discussion or activities. They are probably the most effective members of a team in guaranteeing positive action.
Strengths
Drive and a readiness to challenge inertia, ineffectiveness, complacency or self-deception.
Allowable Weaknesses
Prone to provocation, irritation and impatience, and a tendency to offend others.

Meow.

Result: http://www.123test.com/id=ad27d3de85af01c4c

Executive

The executive is sometimes also referred to as the organizer. The executive is generally disciplined and eager to get the job done. He or she is efficient, practical, and systematic. Executives are well organized and diligent, and quickly turn the ideas of a team into concrete actions and practical plans.

Driver

The driver is generally very ambitious and energetic. He or she may appear as impatient and impulsive. The driver is a strong motivator and will challenge others at crucial times. Although the actions of the driver may sometimes seem somewhat emotional, they do play a crucial role in pushing the team forward to succeed.

Expert

The expert has the skills and expertise required for the specific task at hand. He or she has a strong focus on the task and may get defensive when others interfere with his or her work. The expert prefers to work alone and team members often have a great deal of trust and confidence in him or her.

[marooned]

plant (PL) - 26
monitor evaluator (ME) - 18.5
completer-finisher (CF) -12
resource investigator (RI) - 8.5
implementer (IMP) - 3
coordinator (CO) - 2
shaper (SH) - 0
team worker (TW) - 0

PL Plant
Characteristics
Individualistic, serious-minded, unorthodox.
Plants are innovators and inventors and can be highly creative. They provide the seeds and ideas from which major developments spring. Usually they prefer to operate by themselves at some distance from the other members of the team, using their imagination and often working in an unorthodox way. They tend to be introverted and react strongly to criticism and praise. Their ideas may often be radical and may lack practical constraint.
They are independent, clever and original and may be weak in communicating with other people on a different wave-length.
Function
The main use of a Plant is to generate new proposals and to solve complex problems. Plants are often needed in the initial stages of a project or when a project is failing to progress. Plants have often made their marks as founders of companies or as originators of new products.
Too many Plants in one organisation, however, may be counter-productive as they tend to spend their time reinforcing their own ideas and engaging each other in combat.
Strengths
Genius, imagination, intellect, knowledge.
Allowable Weaknesses
Up in the clouds, inclined to disregard practical details or protocol.

ME Monitor Evaluator
Characteristics
Sober, unemotional, prudent.
Monitor Evaluators are serious-minded, prudent individuals with a built-in immunity from being over-enthusiastic. They are slow deciders who prefer to think things over - usually with a high critical thinking ability. Good Monitor Evaluators have a capacity for shrewd judgements that take all factors into account and seldom give bad advice.
Function
Monitor Evaluators are at home when analysing problems and evaluating ideas and suggestions. They are very good at weighing up the pro’s and con’s of options and to outsiders seem dry, boring or even over-critical. Some people are surprised that they become managers. Nevertheless, many Monitor Evaluators occupy key planning and strategic posts and thrive in high-level appointments where a relatively small number of decisions carry major consequences.
Strengths
Judgement, discretion, hard-headedness.
Allowable Weaknesses
Lack of inspiration or the ability to motivate others.

CF Completer-Finisher
Characteristics
Painstaking, orderly, conscientious, anxious.
Completers, or Completer-Finishers, have a great capacity for follow-through and attention to detail, and seldom start what they cannot finish. They are motivated by internal anxiety, although outwardly they may appear unruffled. Typically, they are introverts who don’t need much external stimulus or incentive. Completer-Finishers dislike carelessness and are intolerant of those with a casual disposition. Reluctant to delegate, they prefer to tackle all tasks themselves.
Function
Completer-Finishers are invaluable where tasks demand close concentration and a high degree of accuracy. They foster a sense of urgency within a team and are good at meeting schedules. In management, they excel by the high standards to which they aspire, and by their concern for precision, attention to detail and follow-through.
Strengths
A capacity for fulfilling their promises and working to the highest standards.
Allowable Weaknesses
A tendency to worry about small things and a reluctance to "let go".

source (from @ouronis): http://web.archive.org/web/200404011...BelbinTest.doc

(let me know if you want the link removed, as i don't know where it came from...)

[Not A Communist Shill]

19% Executive
17% Team player
14% Expert
14% Analyst
11% Completer
11% Chairman
11% Innovator
3% Explorer
0% Driver

[Anglas]

[Olimpia]

Expert-Innov.-Expl.-Chairman-Team.-Compl.-Driver-Analyst-Exec..jpg

This result does reflect how I feel about my role in groups. When I don't feel like I have acquired enough knowledge and/or skill in the sphere at hand, I will hold back and not participate much.

This description is very fitting:

"The expert has the skills and expertise required for the specific task at hand. He or she has a strong focus on the task and may get defensive when others interfere with his or her work. The expert prefers to work alone and team members often have a great deal of trust and confidence in him or her."

P.S: The "Expert" team role does correlate with Gulenko's idea of Ni subtype people having the "Expert" role.

[Persephone]

Expert 19%

The expert has the skills and expertise required for the specific task at hand. He or she has a strong focus on the task and may get defensive when others interfere with his or her work. The expert prefers to work alone and team members often have a great deal of trust and confidence in him or her.

Innovator 17%

The innovator is often the creative generator of a team. He or she has a strong imagination and a desire to be original. The innovator prefers to be independent and tends to approach tasks in a scientific way. As an creative individual the innovator may play a crucial role in the way a team approaches tasks and solves problems.

Completer 14%

The completer is very conscientious and feels responsible for the team's achievements. Completers are concerned when errors are made and they tend to worry because of their controlling nature. The completer is also known as the finisher because they are most effectively used at the end of a task, to polish and scrutinize the work for errors, subjecting it to the highest standards of quality control.

[The Exception]

Belbin.gif

[Satan]

I closed the window by accident but I got innovator, expert and driver in that order. I didn't want to do it again.

19, 17 and 14

ctrl-shift-t

[Aylen]

ctrl-shift-t

Got it.

At least I know my score now.