A team roles test shows which role someone naturally takes in a group: who takes the lead, who guards the detail and who watches the atmosphere. Below you read what such a test measures and what you do with the outcome.
Teams rarely get stuck on subject matter. They get stuck on roles: two people both taking the lead, or nobody guarding the finish. A team roles test makes that pattern visible without anyone having to say it out loud.
The outcome is not a label. People take a different role in one team than in another. That is why such a test works best as the start of a conversation, not as a final verdict.
Which roles someone takes naturally and which almost never.
Roles nobody fills, or roles filled twice.
Where styles clash and where they complement each other.
A shared language for discussing behaviour without it becoming personal.
Four instruments, from individual role preference to the picture of the whole team.
The questionnaires rest on models from the team literature, among them the Lencioni model for team dynamics. Role preference is measured through self-assessment and is therefore strongest when you place feedback from others alongside it.
A team roles test is meant for development, not for selection. For a hiring decision you look at personality and aptitude.
Read the scientific accountability →Open directly, no form required. The publisher of the instrument is listed with each file.
Belbin is one of the best known role models. The hrmforce questionnaires measure comparable role preferences and are set up for the conversation in the team, with a report you can use in a session straight away.
From about four team members the group picture starts to say something. Below that you can discuss the individual outcomes.
About ten to fifteen minutes per team member.
We advise against it. The outcome describes preferences in an existing group and is meant for development. For selection you use a personality test and an aptitude test.
An adviser thinks along about the set-up and shows you the reporting.