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Understanding Team Roles

This guide will walk you through Team Roles and how to best use this tool with your team

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Written by Team
Updated over a week ago

Team Roles can help you identify your team's natural strengths and areas where they need support. Leveraging data from your assessments, Cloverleaf recommends the best roles for each member.

Team Roles Overview

Begin by navigating to My Teams or Dashboard Builder, and expanding the Team Role Grid. You will see an icon for each team member along with 3 dots. These three dots are similar to a fuel tank and represent how great of a fit that team member is for the role suggested.

Preferred Roles (3 dots): This role comes naturally to these teammates, the tasks for the role are a part of how they are wired and the person can't stop themselves from doing it. These tasks can be done without exerting a lot of energy or effort and come easily to them. A task for this person might take 20 minutes, whereas it would take someone with one dot 3 hours.

Manageable Roles (2 dots): These teammates are completely capable of doing the role, and likely do it well. They can complete the tasks but it costs them a bit more energy and intention than it would for someone who has all three.

Least Preferred Roles (1 dot): While they could serve the role in a pinch, it takes much more energy, focus, intention, and effort for them to get a similar output as it does for somebody who has three dots filled.

If any members of your team have not completed DISC, 16 Types, Enneagram, CliftonStrengths, and VIA Strengths, it'll give you an incomplete notice. Note: All these assessments might not be available to your team.

Defining Team Roles

Innovators are individuals who excel in generating new and fresh ideas. They are highly imaginative, creative, and possess a problem-solving mindset. They can effectively tackle challenges using unconventional means and are well-suited for environments where constant ideation is required, such as envisioning key activities for a project plan.

Resourcer are connectors who bring ideas, people, skills, and knowledge from outside the team or organization to the project at hand precisely when and where needed. They are typically outgoing, enthusiastic, and enjoy exploring new opportunities and ideas. They possess strong communication skills, are naturally curious, and excel at building new relationships.

Coordinators have the ability to comprehend and analyze large amounts of complex data to assist in organizing work and establishing clear responsibilities and roles necessary for efficient and effective accomplishment of tasks. They are often experienced and self-assured individuals who are capable of defining goals and delegating tasks effectively.

Drivers are individuals with an unwavering focus on achieving outcomes. They possess the ability to keep the team on track and ensure that deadlines and deliverables are met. They motivate the team to strive for success despite any obstacles or limitations. Drivers are dynamic and thrive under pressure; they are capable of overcoming challenges and maintaining momentum towards achieving their goals.

Monitors are highly effective in tracking progress and maintaining an innate sense of where things stand within a team or in terms of achieving goals. They have the ability to maintain a broader perspective, which is often essential in ensuring that a project is aligned with the broader objectives. They possess strategic acumen and are discerning, with the ability to evaluate all available options and make logical, accurate, and impartial judgments. As such, they play a critical role in helping to make informed decisions.

Teammates play a crucial role in creating a positive team culture and fostering a sense of belonging among team members. They create an environment where everyone feels valued and supported, and are often instrumental in finding common ground and resolving conflicts. Teammates are cooperative, perceptive, and diplomatic, and can provide flexible and supportive assistance to help the team complete required tasks.

Implementers are individuals who have the ability to complete tasks effectively. They have a persistent and disciplined approach towards overcoming challenges and obstacles. Implementers are systematic in their problem-solving and are known for their ability to put ideas into action. They are highly reliable, efficient, and disciplined individuals who focus on completing tasks. In short, implementers are the doers who get things done.

Finishers are individuals who make a significant difference in the quality of an overall experience. They are exceptionally motivated to go above and beyond what is expected of them. They pay great attention to detail, no matter how small it may seem, which takes the outcome from good to great. Their conscientiousness and ability to polish and perfect to high standards ensures that the work is completed properly. Finishers are key differentiators and are an essential element for achieving success.

Understanding Team Roles

Functionality is based on the research of Meredith Belbin (Cloverleaf does not use the Belbin company’s assessment in this feature). Five different assessments feed into the Team Role results. They account for cognitive habits, work styles, motivations, and strengths.

  • Belbin’s model has 9 roles with the 9th being a specialist role.

  • Cloverleaf has 8 roles and has slightly modified names to better represent how modern teams work and function.

How to Interpret Role Recommendations

It is important to understand that your team can be successful even when all eight roles might not have a preferred contributor. It matters what the task is that needs to be accomplished and what kind of responsibilities the project has.

Belbin’s research indicated that having someone who plays each of the team roles at a high level increases the chances of high levels of performance, but the absence of a role doesn’t mean the team can’t produce at a high level.

If you notice that your team is great at generating ideas and plans, but struggles to complete tasks, it may be wise to bring in some outside help. For instance, you could bring in a Finisher who can help perfect the details of a project once the brainstorming and prototyping is complete. Alternatively, if you find that your team often relies on the knowledge in the room to solve problems, it may be beneficial to seek out a Resourcer who excels in networking and bringing in external sources to a conversation. This can help your team to create something new and innovative without getting stuck in the same old thought patterns.

It's important to ask yourselves: What do you need to accomplish? Do you need the role filled? Can you achieve the same goal without them?

Clear roles and clear outcomes are critical to successful projects. One of the top five indicators of a successful project is when people know up front what their role is, what their responsibilities are, and what the outcomes need to be.

Giving opportunities to people who are naturally inclined to tackle certain tasks will both help your team be more successful and help those individuals feel energized in their work. In cases where you might not have that person- figuring out which teammates you can stretch into that role, what limits your team has, and when you need to lean on other people will set you up for success.

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