The composition of successful teams is one of the biggest challenges for entrepreneurs and leaders. While technical skills and expertise are important, often the right team composition determines the success or failure of a project. This is where the Belbin Team Roles come into play – a proven model that helps create balanced and effective teams.
Whether you are founding a startup, developing a new product, or optimizing an existing team: understanding the different Belbin team roles can make the decisive difference. In this article, you will learn everything about the nine Belbin roles, how to apply them in practice, and which common mistakes to avoid.
What are Belbin Team Roles and why are they crucial?
The Belbin Team Roles were developed in the 1970s by Dr. Meredith Belbin and are based on extensive research on team dynamics and success. The model identifies nine different roles that people naturally take on in teams.
Important: Belbin Team Roles do not describe personality types but behaviors and contributions that people can show in team situations.
Why are Belbin Team Roles so important?
Improved team performance: Teams that cover all relevant roles are proven to be more successful and productive.
Reduced conflicts: When team members understand their own and others’ roles, fewer misunderstandings and frictions arise.
Better communication: Shared understanding of the different roles promotes more open and effective communication.
Optimal resource utilization: Each team member can optimally use their strengths while compensating for weaknesses.
The nine Belbin Team Roles in detail
The nine Belbin roles can be divided into three main categories:
Action-oriented roles
The Shaper
Core traits: Challenging, dynamic, works well under
pressure
Strengths: Drives the team forward, overcomes
obstacles, brings energy
Weaknesses: Can be provocative and impatient
Example: In our sock subscription service, the Shaper would be the one who pushes the team when delivery deadlines are tight or new market opportunities need to be seized.
The Implementer
Core traits: Disciplined, reliable, conservative,
efficient
Strengths: Turns ideas into practical actions, works
systematically
Weaknesses: Can be inflexible and slow to respond to
new opportunities
The Completer-Finisher
Core traits: Conscientious, anxious, punctual,
orderly
Strengths: Finds errors and omissions, delivers on
time
Weaknesses: Tends to worry excessively, reluctant to
delegate
Communication-oriented roles
The Co-ordinator
Core traits: Mature, confident, trustworthy, good
chairperson
Strengths: Clarifies goals, promotes decision-making,
delegates well
Weaknesses: Can be perceived as manipulative, delegates
too much personal work
The Teamworker
Core traits: Cooperative, gentle, perceptive,
diplomatic
Strengths: Listens, supports, avoids friction, calms
the team
Weaknesses: Can be indecisive in crisis situations
Example: In the sock startup, the Teamworker would ensure that no tensions arise between the creative designer and the analytical controller.
The Resource Investigator
Core traits: Extroverted, enthusiastic,
communicative, explores opportunities
Strengths: Explores possibilities, develops contacts,
negotiates
Weaknesses: Overly optimistic, quickly loses
interest
Knowledge-oriented roles
The Plant
Core traits: Creative, imaginative, unorthodox,
solves difficult problems
Strengths: Solves difficult problems, brings new
ideas
Weaknesses: Ignores details, too busy for effective
communication
The Monitor Evaluator
Core traits: Sober, strategic, discerning, sees all
options, judges accurately
Strengths: Sees all options, judges accurately, is
strategic
Weaknesses: Lacks inspiration and ability to motivate
others
The Specialist
Core traits: Lone, dedicated, single-minded
Strengths: Brings knowledge and skills in rare
areas
Weaknesses: Contributes only in a narrow area, focuses
on minutiae
Practical tip: In a sock subscription service, the Specialist could be an expert in sustainable textiles or e-commerce logistics.
Step-by-step guide to applying the Belbin Team Roles
Step 1: Conduct a team assessment
Start with an honest evaluation of your current team:
- Have all team members take the official Belbin test
- Identify the existing roles
- Recognize gaps in role distribution
Step 2: Analyze role distribution
Create an overview of:
- Which roles are filled multiple times
- Which roles are missing
- Which conflicts could arise from overlapping roles
Step 3: Plan optimization measures
For role gaps:
- Recruit new team members with missing roles
- Train existing employees to develop secondary roles
- External consulting or temporary support
For overlapping roles:
- Define clear task distribution
- Activate secondary roles
- Possible team restructuring
Step 4: Implementation and monitoring
- Conduct regular team reviews
- Observe changes in team dynamics
- Adjust role distribution as needed
Practical example: Sock subscription service team
Imagine you are founding a sock subscription service with the following team composition:
Current team (5 people):
- Sarah (Founder): Shaper + Co-ordinator
- Michael (CTO): Specialist (IT) + Implementer
- Lisa (Marketing): Resource Investigator +
Plant
- Thomas (Finance): Monitor Evaluator +
Completer-Finisher
- Anna (Design): Plant + Teamworker
Role distribution analysis:
Existing roles: Shaper, Co-ordinator, Specialist, Implementer, Resource Investigator, Plant (2x), Monitor Evaluator, Completer-Finisher, Teamworker
Missing roles: No critical gaps, but a second person with Implementer qualities would be helpful for scaling.
Optimization recommendations:
- Operational reinforcement: An additional
Implementer for logistics and fulfillment processes
- Role clarification: Sarah should decide between
Shaper and Co-ordinator depending on the growth phase
- Develop secondary roles: Michael could strengthen his Implementer role to support operational challenges
Success factor: The combination of creative roles (Plant) and structured roles (Monitor Evaluator, Completer-Finisher) makes this team particularly suitable for an innovative but operationally demanding business model like a subscription service.
Common mistakes when applying Belbin Team Roles
Mistake 1: Viewing roles as rigid categories
Problem: People are “locked” into a single
role
Solution: Recognize that everyone can have a primary
and several secondary roles
Mistake 2: Considering all nine roles necessary for every team
Problem: Small teams become artificially
bloated
Solution: Focus on the roles critical for your
project
Important note: A 3-person startup does not need all nine roles but should cover the most important 4-5 roles.
Mistake 3: Confusing personality with team role
Problem: Introverts are automatically categorized as
Specialists
Solution: Observe actual behavior in team
situations
Mistake 4: Ignoring weaknesses
Problem: Only the strengths of roles are
considered
Solution: Develop strategies to handle role-typical
weaknesses
Mistake 5: One-time application
Problem: Belbin is only used during team
formation
Solution: Use the model continuously for team
development and during changes
The Belbin Team Roles in different company phases
Startup phase
Critical roles: Shaper, Plant, Resource
Investigator
Why: Innovation and rapid market entry are
paramount
Growth phase
Critical roles: Implementer, Co-ordinator, Monitor
Evaluator
Why: Systematization and scaling of processes become
important
Established companies
Critical roles: All roles should be
represented
Why: Balance between innovation, efficiency, and
quality
Strategic tip: Adapt your personnel strategy to the company phase and strengthen specific Belbin roles accordingly.
Integration into modern work forms
Remote teams
Challenge: Role identification is more difficult in
virtual environments
Solution:
- Enhanced communication about work styles and preferences
- Regular virtual team-building sessions
- Clear definition of roles and responsibilities
Agile working methods
Combination with Scrum: Belbin roles can complement Scrum roles:
- Product Owner often: Co-ordinator + Monitor Evaluator
- Scrum Master often: Teamworker + Co-ordinator
- Development Team: Mix of various roles depending on sprint requirements
Project-based teams
Flexibility: Roles can rotate depending on the
project phase
Example: In idea generation, the Plant leads; in
implementation, the Implementer takes over
Conclusion: The path to high-performing teams
The Belbin Team Roles offer a practical and scientifically grounded framework for optimizing team performance. By understanding the different roles, you can not only assemble more effective teams but also develop existing teams purposefully and reduce conflicts.
The key to success is not to perfectly cover all nine roles but to identify and strategically fill the roles critical for your company and projects. Always keep in mind that people are flexible and can take on different roles depending on the situation and development.
Especially in today’s fast-paced business world, where innovation and adaptability are crucial, the conscious application of Belbin Team Roles can make the difference between an average and an exceptional team.
But we also know that this process can take time and effort. This is exactly where Foundor.ai comes in. Our intelligent business plan software systematically analyzes your input and transforms your initial concepts into professional business plans. You not only receive a tailor-made business plan template but also concrete, actionable strategies for maximum efficiency improvement in all areas of your company.
Start now and bring your business idea to the point faster and more precisely with our AI-powered Business Plan Generator!
