Allocating Roles

Based on existing job titles, people create teams to complete projects, though when a skills matrix is used, it might showcase that a specific individual with a job title i.e., manager, might not be best suited for the particular process, hence it’s always important to review and analyse team roles at the outset, and to remember synergy supports success.

To aid whom fits where the best, there are nine team analysis techniques, each of them consists of positive and negative attributes. When individuals are labelled as one of these techniques, it allows for a better job role suitability and more productivity, as individuals will be working with their best traits.

The nine techniques are: free thinker, investigator, link, developer, strategist, team player, action taker, perfectionist, and specialist.

Cluster of behaviours form distinct team contributions or team roles. A team role is the tendency to behave, contribute and interrelate with others in a particular way.

It is essential to use facts and data, and not to go on your hunch or gut feeling as to whether each individual is a fit for the project, and where they fit best.

One thing to bear in mind is that your role is never fixed, it may change depending on your experience and knowledge. These changes may occur during the project. 

Learning Objectives:
 •    Identify how organisations assemble teams to better fit processes and roles 
 •    Compare and contrast the nine different techniques that can be attributed to an individual, and establish how they can be best fit into the project
 •    Examine what attributes make a well-functioning team