We start by offering a progressive path of training for professionals who want to apply Belbin Team Roles in a consulting, training or coaching role within teams and working environments of organisations. It is also suitable for those who wish to teach Belbin as part of an educational curriculum through our accreditation process.
The path consist of two stages:
Stage 1. – Accreditation Course
Our professional path begins and builds on the global 2-day accreditation theory training as prescribed by BELBIN, to provide the much needed support and mentoring for applying Team Role theory in practice and developing confidence in teaching and facilitating team interventions and learning events which help participants to discuss and reflect on their experience. This is suitable to all who wish to improve teamwork and efficiency in a workplace, or those interested in your own, individual continuous development.
Stage 2 – Belbin Team Role Professional Practitioner
Starting off with the accreditation process, the Belbin Professional Practitioner training is a 4 day course, taking place over a period of 2 to 4 months, depending on the clients’ availability. For those who have already completed the 2 day accreditation process, this is an upgrade course giving a deeper understanding of facilitation of change, trends in team performance and people management.
The course consist of:
- Team Intervention – Train the trainer
- Analysing Reports and Development of Coaching and Feedback Skills
- Recruitment and Team Selection
- E-Interplace and Administrating Projects
- Project Implementation
- Project Review and Implementation
Why follow the professional path?
- You will discover the real Belbin – it’s more than just nine Team Roles, and it is definitely NOT about putting labels on people or just profiling
- You will begin to use and understand the Belbin language that has helped individuals and teams to communicate and work together with greater understanding for over 30 years.
- Our trainers will share practical ideas on how to use the Belbin Team Role reports, and design interventions enabling you to plan workshops, training courses and coaching sessions.
- You will be able to field questions from the more demanding course delegate with confidence
- You will develop your coaching skills and your own value as a developmental facilitator or consultant – becoming a masterful consultant is a personal learning journey, not a training event
- You will be able to work more strategically in making a difference and enabling greater effectiveness and performance, and developing a greater sense of how teamwork is pivotal for real transformation and complex problem solving
- You will have full back-up from the Belbin office, so before giving feedback or running a course/workshop, you can get our comments and suggestions.
- You will become au fait with the admin back office E-Interplace and how to implement same
- You will have access to the “Members only” section of our website which contains presentations/exercises/handouts and other resources for you to use when using Belbin.
To discuss possibility of becoming a Belbin Trainer, Coach or Consultant please contact us using the form below. We look forward to hearing from you.
It was only after the initial research had been completed that the ninth Team Role, Specialist emerged. In the real world, the value of an individual with in-depth knowledge of a key area came to be recognised as yet another essential team contribution.
Teamworkers helped the team to gel, using their versatility to identify the work required and complete it on behalf of the team.
Challenging individuals, known as Shapers, provided the necessary drive to ensure that the team kept moving and did not lose focus or momentum.
Completer Finishers were most effectively used at the end of a task, to “polish” and scrutinise the work for errors, subjecting it to the highest standards of quality control.
When the team was at risk of becoming isolated and inwardly-focused, Resource Investigators provided inside knowledge on the opposition and made sure that the team’s idea would carry to the world outside the team.
The first Team Role to be identified was the Plant. The role was so-called because one such individual was “planted” in each team. They tended to be highly creative and good at solving problems in unconventional ways.
One by one, the other Team Roles began to emerge. The Monitor Evaluator was needed to provide a logical eye, make impartial judgments where required and to weigh up the team’s options in a dispassionate way.
Implementers were needed to plan a practical, workable strategy and carry it out as efficiently as possible.