This stage of team potential analysis is an activity that should be combined with broadly understood managerial intuition. This is associated with a certain vision of team building, and in particular the design of appropriate relationships in the team that will create the right conditions for the group to achieve better results at work. In short, the point is that relationships in a team be a positive motivation factor.
Team roles can be determined based on the following tools:
- Observation of work,
- Individual interview with employees,
- Interviews with direct supervisor and close associates.
As a result of this analysis, which can take up to several months, the roles of individual team members will be determined. The classification proposed by Meredith Belbin is best used to classify these roles. Not all roles proposed by M. Belbin will suit every team. Some roles will also be dysfunctional from the point of view of further cooperation opportunities and, as a result, will affect personnel decisions.
The biggest dysfunction are team roles consisting in non-objective criticism of proposed changes and expressing disapproval in the team forum. The effect of such behavior is an unfavorable internal atmosphere, increasing distrust and dissatisfaction. Changing these attitudes, based on contesting everything, despite many attempts and tools used, may prove impossible.
At this stage, the most important thing is to identify the core of the team, giving prospects for further development and building an efficient sales department. Personnel dysfunctions arising from the attitudes of individual employees towards colleagues and superiors, as well as towards clients should also be determined. As a result, the manager will obtain a clear picture of the team and a vision of its development from the interpersonal side in internal and, above all, external relations – cooperation with clients.