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Tasks and roles

A good team distributes the tasks conveniently. The Work Breakdown Structure is a very useful tool. Do a little creative with that. Of course the team consists of specialists. Obviously, you also have to use that knowledge and experience to the full. The web designer can best make the site design. But things must also happen in a project that are not reserved for professions. It is very common for the project leader to attend the meetings to lead. But there are excellent project leaders who are miserable discussion leaders. Do not do that to each other. Also try to see how someone else gets rid of it. The same applies to matters such as making the reports, documenting, building up the project archive, final editing of important reports, negotiating with clients or testing first versions. You want to develop joy and creativity in the project team. A slightly less obligatory division of tasks can contribute to this.


People in a team do not only have tasks but also roles. Roles are very useful: a role is an agreement about which behavior one shows per situation . So you know exactly what you have to each other: "If you have such a strange plan again, I'm going to nag that it is not possible, then you'll get angry and then Hans will find a compromise." Ideally not?

At the same time, such a division of roles is also deadly for the creativity and the zest within your team. Really, there is no escaping a fixed division of roles. It should still be possible to escape from time to time. And then you will see that you may be able to handle more roles than you thought.

Two known role types are those of

- The thinking hats (Edward de Bono)
- The team roles (Belbin)

The thinking hats

You can find information about the thinking hats of Edward de Bono elsewhere on de . When you go through it, consider that De Bono devised this in order to make people looseof their familiar way of thinking. You simply have people who look for objections with every idea or with every proposal. What a relief if someone like the yellow hat. He may then only see the sunny side of things. And that arch-optimist who always thinks that everything is possible, you give it the black hat. Precisely, the role of the sombermans. Very nice is also to organize a kind of card game where you each give six cards with a colored hat. These cards must be distributed among colleagues. Someone who gets a black card from everyone should think about his standard role. Maybe it's time for another type? People who do not get a card (if there are more than six participants that happens) are apparently still quite blank. Do colleagues know enough about you?

Team roles from Belbin

Belbin reasoned exactly the other way round. If you give people a role that does not suit them, things go wrong in the team. Then you do not use each other's strengths enough. To prevent this, he developed a test to determine which role a person naturally takes. Each team member does the test separately. Then, as a team, you look at whether all team roles are distributed a bit nicely. For example, if you all have plants, you can count on problems. If it is a bit balanced, it is of course nice. You can hope that the client and the project leader also took this into account when composing the team . You can hardly say to the fourth plant: "Sorry, you are a plant again, we now have onesource researcher . Bye!"

Nevertheless, Belbin can help you as a project team. If indeed it appears that the team consists of four plants, two installers and two researchers you can take poison that things go wrong. Unless you deliberately divide the roles that have not been filled in yet. You ask yourself and your teammates to fulfill a different role in addition to your familiar role. That will take some getting used to. You may discover a whole new side of yourself. The eight team roles of Belbin at a glance: 1) Care
provider Conscientious Worry
and worried
Works behind the scenes
Controls the planning process

2) Group worker
Social focus
Can listen well
Stimulates and integrates

3) Researcher
Goes in search of ideas

4) Chairman
Realistic and down-to-earth
Let every team member come into its own

5) Warning
Few Few Emotions
Analyzes and criticizes

6) Plant
Unorthodox ideas
Intellect, knowledge

7) Vormer

8) Business
man Duty to pay
Turn decisions into work

The enneagram

The enneagram can also help you to discuss the cooperation within the team. It works specially useful in 1-to-1 relationships. How does the Romanticist respond to the Loyalist? Do you see that in the team? Can you handle it differently?

The enneagram offers in some respects an instructive glimpse into how you are put together. In the choice of words and manner of reasoning, working with enneagrams does look a bit like a horoscope: not everyone will feel at home. Moreover, conversations about the enneagram soon get a fairly personal character. Unlike the thinking hats of De Bono or the team roles of Belbin, the enneagram is 'really about yourself'. The Bono and Belbin are mainly about the role that you like in a group. In other words: read the operating instructions before use.

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