🧩AXIS360 Instrument

Belbin Team Roles

9 team roles across Action, Social and Thinking clusters

Belbin's Team Role theory, validated across a 9-year Henley Management College study, identifies which of 9 natural team contributions a person brings — and just as importantly, where a team has gaps that put its performance at risk.

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9
Team roles
3
Clusters
~15 min
Completion time
1981
Original research
What

What's included

✓9 roles: Plant, Monitor Evaluator, Specialist, Shaper, Implementer, Completer Finisher, Coordinator, Teamworker, Resource Investigator
✓Individual Report and Manager Brief (Report 2) with full APA citations
✓DISC Group Analytics-style team composition and conflict-risk diagnostics
✓Identifies allowable weaknesses — the natural trade-off of each role's strength
✓Ideal team complement analysis for hiring into an existing team
Why

Why this matters

!
Teams fail more often from composition gaps than individual incompetence — a team of nine brilliant Shapers with no Completer Finisher will generate ideas nobody ships. Belbin's (1981) nine-year Henley Management College study found this predicts team performance independent of individual IQ, yet most hiring processes never check for it.
Ideal For
Team formation decisions, understanding why a high-talent team underperforms, and coaching conversations about natural working style.
How

How it works

1
Candidate completes the IPS self-perception inventory
2
AXIS360 scores primary and secondary team role preferences
3
Report shows role profile, working style, and ideal team complement

More personality & behaviour and where they are used

DISC Personality AssessmentBig Five OCEAN AssessmentASSESS Competency SurveyEmotional Intelligence AssessmentCareer Interest ProfileLeadership Development SolutionManager Selection SolutionSuccession Planning SolutionSample reports for every assessment
Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Can someone be good at multiple roles?
Yes — most people have one primary and one or two secondary role preferences that activate depending on what the team needs, per Belbin's later research (2010).
Does a 'weak' role score mean someone can't do that work?
No — it reflects natural preference, not capability. Belbin's concept of the 'allowable weakness' treats this as the structural price of a role's strength, not a deficiency.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796