It asks for feedback from those that you work with to build up a more useful picture of your workplace behaviours It is the tried and tested gold standard.Why should you use Belbin to identify behavioural strengths and weaknesses? Self-aware individuals can adapt their own behaviours to get the most out of relationships, by understanding potential conflict and being proactive to mitigate it.They don’t show up on CVs and covering letters.Individuals can understand that valuing and using behavioural difference can result in more productive working relationships.You can almost start at the “performing” stage of the Tuckman model You can put together high-performing teams based not on job titles and availability, but on behavioural contributions.You can allocate the right people to tasks.Employees who feel engaged at work and who can use their strengths in their jobs are more productive and profitable, stay longer, have happier customers, and produce higher quality work (Source: Gallup).If people play to their strengths they are 6 x more likely to be engaged (Source: Gallup).So here are our top 7 reasons why finding out behavioural strengths and weaknesses is important in the workplace: Why is it important to understand the behavioural strengths and weaknesses of those you work with? Why is it important to understand your own? You could probably list at least 6 of the 9 roles, and know that for a team to be successful you need all of the Belbin team roles present.īut have you gone one step further and used Belbin? If not, it’s probably because you are stuck on the ‘why’. If you have studied for a HR or business qualification, it is likely you have heard of Belbin.
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December 2022
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