No Image Available

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

Myers Briggs and Belbin team roles



I am developing a team workshop, one the the issues I want to address for the team members to become more self aware but

also how their differences all contribute to a performing team.  I am not an accredited MBTI trainer so I was thinking of using Belbin.

Can anyone explain to me the different outcome I would get, or the pros and cons of running Belbin as oppposed to MBTI team roles
(which I cannot run as we have not money to pay for an accredited MBTI trainer).

Many thanks


5 Responses

  1. MBTi vs Belbin


    You asked on the different outcomes you’d get from using MBTi or Belbin and cite that you dont have any money to pay for an accredited MBTI practioner.

    I’m a little confused as to how you are planning to do the Belbin? Too facilitate Belbin correctly would incurr a cost as well – to either be trained by Belbin Associates (and become an accredited trainer) and / or to pay for the Belbin Individual and Team profiles – which then produce detail reports for the team and individuals.

    There are some clear differences between the two models…and my question would be more around what are you looking to achieve and subsequently do with the information gleened from the tools, that has led you to Belbin over for example SDI, or Lencioni’s 5 Dysfunctions??

    Use of the appropriate tool will ensure success for the group and individuals.

    We have a simple one pager that we use to categorise the different Behavioural and Pyschometric Analysis tools out there that may help you.

    If interested drop me a line and I’ll send it across to you.







  2. type and trait
    these are very different models with very different underpinning principles – MBTI is a Type based tool and belbin is based on 16PF –
    a trait based tool – apples and pears
    as has been said to use belbin (legally) you need to use Interwise which is more expensive than MBTI – please don’t use a photocopy
    version of the instrument – it is breaking the copyright laws.

    You can used Jung type indicators (MBTI lookalikes) for very little cost – but is your underpinning knowledge of the model strong
    enough to use it effectively without training?
    there are many other tools on the market that can help to show difference – even a simple AVK can help individuals to recognise
    that people have different preferences – and then use that to drive a discussion around preference difference within the team
    and its impact.

    Please only use tools that you are competent to use – inappropriate use of instrument does long term damage in the minds of the participants, and while you may “get away with it” some other trainer down the line will be faced with questions like “well the last time I did this it added little value – why should I listen now?”

  3. Your Preferences for Teams
    Hi Karen!

    If you want to benefit from the powerful impact that MBTI can have, but don’t want to incur the costs to be certified and administer the instrument, then take a look at Your Preferences for Teams from Academy28.

    This is based on the same underlying theory, but uses more everyday language to describe the personalities on a team, relies on a quick to deploy online self-assessment and does not require the facilitator to be accredited.

    I should point out that I used to work for this organisation, so am no longer connected with this business, but am more than pleased to recommend this product.


  4. The Difference
    As stated above by Mike and others, these two systems are quite different. The Belbin roles are ideal if you have a team and want to optimise it while the MBTI is more universal and can be applied to teams as well as being used for categorising people you work with that are not necessarily part of your team.

    For example, MBTI can be used in the context of a leadership course, so a manager learns how to handle the team members based on their type (or at least understand why they do certain things in certain ways), while Belbin roles can be thought in a team building course to get the staff understand the value of each others’ inputs and see the need for all roles. Of course you can also use it to optimise the team so you don’t end up having too many managers and too few complete-finishers! (which seems to be the case when major projects fail).

    If you are wondering how these can be used in practice and you are on a tight budget, have a look at the following example training materials for further details:
    Leadership Skills Training Resources
    Team Building Training Resources

    Hope this helps
    Ehsan Honary

No Image Available

Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.


Thank you!