February 16, 2012

Follow up on Working in a Team

Here's a summary of how I'm getting on with my action points

1. Try not to avoid my least preferred roles ('implementer' and 'specialist') and improve on them by working closely with these kinds of team members, in order to learn from them and make these roles more manageable.

As previously discussed, it may not be as important to improve on my least preferred roles, but I have many manageable roles which I could 'flex' into, in order to get the most out of a team environment.

2. Continue to emphasis my strengths in team work by co-ordinating, promoting discussion and exploring multiple opportunities.

To demonstrate my preferred roles and maximise the opportunities here at Warwick I have also joined the Warwick Leadership scheme where I hope to further understand my leadership style and apply this to my group work during studies, future employment and role as a PGSSLC member.

3. Understand that I will not get on with everyone or understand their methods but accept these so called 'allowable weaknesses' in order for the team to be happy and productive.

So far, this understanding has been beneficial to my studies as I'm involved in a lot of group work activities. I believe it has also been valuable in diffusing conflict and tension, nonetheless, sometimes members of the group have had to be pushed in order to maximise productivity.


- One comment Not publicly viewable

  1. Trudy Hillier

    Hi Glyn – thank you for your comments on your action points. They are very general and you need to be more specific in saying how you have applied the theory in practice. For example you say there have been benefits to your studies but you need to say what they are and how they relate to Belbin’s theory. How has your understanding of the roles (your own and others) eased tension and conflict within the team? Why do you think some members need ‘pushing’ – might this have something to do with their team preferences? Trudy

    21 Feb 2012, 10:50


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