MIT 2-middle managers2018-11-12T08:07:55+00:00

Reflect, re-visit and apply concepts of Belbin at work

This part of the program will cover the key aspects of the training session that all of you attended. What I have included here are the key points and the inputs of the group activities. Key topics that are addressed will include;

  • Understanding Belbin
  • How to use Belbin to work towards to meeting the goals of the organization

There is a follow up session that will be conducted. A reminder e-mail will be sent. Do watch the video and read through the links that has been set on this page. 

3 Clusters of Behaviours in Belbin Team Roles

Belbin individual reports that you have received and read will describe 9 team roles. The 9 team roles is that all of us will display at varying degrees. However, what we consistently show in our behaviours to our colleagues are at best 2 or 3 teams that describes you the most. Moreover the team that you work with can be further clusters into 3 defined Belbin clusters based on the team roles. Specifically;

  • Cognitive team roles – The Plant, Specialist and Monitor Evaluator
  • People centric team roles, Teamworker, Coordinator and Resource Investigator
  • Behaviour (Task) centric team roles –  The Shaper, Implementer and Completer finisher

Take a look at the Team report that was given to you. Do ask yourself, if you have a balanced in your team. If your team is not balanced, what can you do about it. 

3 core clusters in Belbin

Behaviour (task centric)

These are the 3 Team roles associated with Task centric behaviours or folks who have the immense drive to get things done by hook or by crook. 

  • Shaper
  • Impement
  • Completer Finisher

People centrci

These are the 3 team roles associated with people centric behaviours. They like the buzz of people around them and people like them too.

  • Coordinator
  • Resource Investogators
  • Teamwork

Cognitive, the thinkers

These are the 3 team roles associated with cognitive thinkers. Folks who have immense wisdom to pause and think things through.

  • Monitor Evaluator
  • Plant
  • Specialist

Belbin Task

The understanding of Belbin Team roles concepts needs to be extended out to your sections and departments. It will be useful and immensely helpful to you as a leader if you are able to profile the team roles of your team members based:

  • Interactions
  • The behaviours that you have observed
  • 1 to 1 appraisal sessions you have had previously
  • Talking to your Team, what sort of work will excite them

In your assignment you will be tasked to craft the probable team roles of your team members according to 3 broad cluster. 

Task centric

People centric

Thinking centric

Solution Focus Model

You are required to use the Solutions Focus Model as a guide in completing the phase 2 of your project. In your presentation in the first follow up session, you were able to articulate very clearly the problem statement – “Platform”. To understand the problem you have gotten data, and initiated activities to better understand the cause to this problem. Phase 2 will required to complete this project by ensuring you address the following last 3 parts of this model that you need to apply.

  • Counters
  • Affirm
  • Scale

Complete all parts of the project and submit this assignment in ppts. Do practice how you will present your project on 7 Dec as a communication champion. In your presentation do use, pictures, interviews if you have any, visual media or even props that can better allow you to communicate with the audience. All presentation will be respected with PDPA in mind, so the presentation made is for the training session only. 

Change model Kotter's 8 steps

The Kotter’s model is one that has been extensively used in organizational development and change management initiatives. As middle managers the ability to use this concept to manage change initiatives at work will help you in meeting the organizational goals. There are 8 linear steps that you are expected to follow;

  1. Urgency – Identify and discuss the potential threats and opportunities
  2. Create a coalition – Powerful influential team to lead change
  3. Create a clear vision – Develop strategies to realize this vision
  4. Share the vision – Use every possible way to you can communicate vision and strategies. Role model
  5. Empower people to clear obstacles – Change structures and systems that obstruct the change efforts, Encourage experimenting with non traditional ideas
  6. Short terms wins – Showcase wins. Recognize and reward
  7. Consolidate and keep on moving – Build on the success to changes to systems and processes. Hire and promote successful changers, start new projects and themes
  8. Anchor – Anchor the changes so that it becomes culture

 

Change is constantly taking place in the business, the market forces and your team. Key to managing change is keeping your team motivated and managing expectations. Here is an article from Fast Company that shares with you how you can keep your team motivated during the phase of change. Article link. 

Assignment using Kotter's change model

This assignment done in MS word, will be a demonstration of your ability, to understand the model and applying it to the change initiative that you can apply right away on in the future. As you run through the materials, you do have important dateline to meet. The time lines to adhere to is as follows;

  • 5 Dec complete both the quiz and submit 2 assignment, powerpoints slides on using solution focus model and word document on using Kotter’s model
  • 7 Dec your presentation in a closed door session for the participants involved in this program

I would like to encourage you to practice the concepts we have covered in the 5 days of training session I have conducted. The concepts shared is best learnt if you have a platform to practice them. For the certificate presentation, do complete the tasks assigned. 

8 steps Kotter's model explained