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More with less (part 2)

October 9th, 2013

Developing your people

In my previous post regarding more with less I focused on the role of the manager and how there was a need to shift towards leadership.  In this post I will focus on how you can get the best out of your resources through using their strengths and as I like to think of it, placing round pegs into round holes!

When finances are tight and the pressure is on there can be a tendency to forget that your people are all individuals and that they will all bring different strengths to the team.  There is a desire to get the most out of people, pushing them and asking them to take on more work, often work they do not enjoy.  Be honest now, what is it that YOU dislike doing or just don’t have a propensity towards!  Is it gardening, DIY, cooking, washing up, ironing, car maintenance? Perhaps you are like me and would say all of the above.

Whatever you do not enjoy doing or lack the skills or desire for you can bet your last penny that you will not do a fantastic job of doing it.  This is where it is critical that each of your employees, partners, staff members, associates or whatever you call your people. know exactly what their strengths are and what areas they need to keep an eye on.  Not only is it important that they know, but I would argue, that their supervisors and peers know too.

Your people have more to contribute to work than just their qualifications or experience, this finds its basis in the fact that individuals at work have generally got two roles to play.

Firstly they have a FUNCTIONAL (skills, experience and qualifications) role and secondly they have a TEAM (behaviours, contributions and interactions) role.


Peak Performing Individuals

An individual that knows the strengths of their behaviours in the workplace is more able to contribute to the product or service as they can play to their strengths.  It will also enable individuals to improve their ability to interact and communicate with others both inside and outside the team.  This can help individuals improve their performance, confidence and contribution in the workplace.

High Performing Teams


Many years of study by Dr Meredith Belbin has shown that a high performing team is a team that contains a balance of each of the behaviours he identified.

A team that was lacking in new ideas often lacked  a team role called “Plant” (the new ideas people).  However it was noted that a team with too many “Plants”, ideas flowed too freely, good ideas being washed away with bad and non starters were given too much air time.  Similarly, a team with no “Shaper” could see a lack of progress towards a team goal, however a team with too many “Shapers” could create an environment where there was a lot of in-fighting.

As each individual in the team posesses more than one team role behaviour it is relatively easy to create a high performing team, it is just a matter of knowing the teams Belbin Team Role make up.  Once you have this, you can make sure that individuals are maximising their potential through playing an appropriate team role.  This will lead to a happy team and sustained performance.

Contact us now for a free telephone consultation with our Belbin Associates Accredited Facilitator!

12998 Accredited-GREEN-HIGH RES


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