Raport BELBIN Iorganda Cristina

Belbin Team Role
Report for
Cristina Iorganda
Athenee Palace Hilton
Human Resources
Edurom

© BELBIN ASSOCIATES, UK. 2000. ‘BELBIN’ is a registered trademark of Belbin Associates, UK.
Explanation
Individual Reports
from BELBIN® e-interplace®
Assessment Results in Rank Order (only generated with 1 or more Observers)
This report shows your overall team role ranking and each person’s assessment. The top line shows the team role rank
order from the Self-Perception Inventory with 1 being the top role and 9 the bottom. The lines underneath are each
Observer’s ranked order. If, for instance, three out of four Observers see "PL" in the number 1 position, then you are seen
by those people as making a very strong "Plant" contribution. The overall ranking on the bottom line is the weighted
addition of the Self-Perception rank order and the total of the Observers’ rank order. So the number 1 role in the Overall
Ranking will be seen as your main team-role contribution.
Pie Charts of SPI versus Observers (Only generated with 4 or more Observers)
The left Pie Chart shows the roles which you like to play. The right Pie Chart shows the roles which others see you playing.
There are bound to be differences, but take note of the top roles of both Self and Observers and see how they compare or
contrast. The figures below the charts represent the percentage slice of the pie for each role.
Self-Perception Team Role Profile
The Self-Perception Team Role Profile is based on your scoring of the Self-Perception Inventory. It shows on the right your
"preferred roles", in the middle your "manageable roles", and to the left your "least preferred roles". It is measured to the
exact percentage against the BELBIN® NORM database of over 5,600 SPIs from people in UK companies. So for
example, if you come out as 100% "Shaper", it means that you very much aspire to play the "Shaper" role and that less
than 1% of the people tested scored such a high mark for that role.
Bar Graph of Observer Words (Only generated with 4 or more Observers)
The Bar Graph shows how other people see your team role contributions and is based on the total number of Observer
words ticked. To the left of the line is the negative part of the role. This is what is called an allowable weakness, if you also
have associated strengths.
Counselling Report
This is probably the most frequently used report and certainly the most popular in terms of feedback. It is generated from
the top two team roles and bottom team role in the overall ranking. The report offers advice on adopting a management
style which fits in with your team role strengths and weaknesses.
Character Profile
This report highlights your strengths and possible weaknesses and offers advice on job placement. Sentences are
generated if certain team roles lie above or below specified percentages. It may not altogether be complimentary if certain
team roles fall below a percentage. A rather bland profile will produce a short report, whilst an exaggerated profile will
produce a much longer one. If used for recruitment, suggestions are made on questions to ask you, bearing in mind your
team role profile.
List of Observer Responses (Only generated with 4 or more Observers)
This is a list of the words used by Observers in descending order of frequency. The words at the top of this list are seen as
some of your main strengths and behavioural characteristics most appreciated by others. It is normal to have zero marks
for some words. Try to work with people who will cover what you lack.
Personal Work Style
The pie chart shows four styles of working that would suit your team role strengths. These are based on combinations of
your top roles displayed to the right of the chart. Use the suggested phrases to project your team role strengths to others.

Edurom e-INTERPLACE
© Belbin Associates 2001 Printed on 26-Mar-14
ASSESSMENT RESULTS IN RANK ORDER
Name
Organisation
Department
Cristina Iorganda
Human Resources
Assessment by Team Roles in Rank Order
1 2 3 4 5 6 7 8 9
Self-Perception CO SH TW RI SP PL CF ME IMP
RI PL CO TW CF SP SH IMP MEValentin Maior-Bodescu
PL RI CO TW IMP SH ME CF SPStephanie Manea
PL TW IMP SP ME CF CO SH RIAdriana Burlacu
TW PL IMP ME CO SP RI SH CFValentina Mihaela Ghinea
PL RI CO IMP SH TW ME SP CFCristina Luca
PL RI TW IMP CO SH CF ME SPAdriana Radu
PL CO TW RI CF SH IMP ME SPCalina Mircea
PL TW SH RI CO ME CF SP IMPMihaela Petrache
PL SP TW IMP CO RI ME SH CFDelia Chiran
OVERALL RANKING PL TW RI CO SH IMP SP ME CF

Edurom e-INTERPLACE
Pie Chart of SPI versus Observer Data
Name
Organisation
Department
Cristina Iorganda
Human Resources
Self-Perception
IMPME
CF
PL
SP
RI
TW
SH
CO
Observers
CF
ME
SP
SH
IMP
CO
RI
TW
PL
The following are the relative sizes of each slice of the pies, expressed as a percentage of the total:
Self-Perception Observers
PL Plant 9.2 31.4
RI Resource Investigator 12.3 12.6
CO Co-ordinator 19.3 10.8
SH Shaper 18.2 6.9
ME Monitor Evaluator 4.2 5.2
TW Teamworker 16.5 14.5
IMP Implementer 0.4 8.5
CF Completer Finisher 8.1 4.4
SP Specialist 11.6 5.7

Edurom e-INTERPLACE
SELF-PERCEPTION TEAM ROLE PROFILE
Name
Organisation
Department
Cristina Iorganda
Human Resources
Roles and Descriptions
Least Preferred
Roles
Manageable
Roles
Preferred Roles
0 10 20 30 40 50 60 70 80 90 100
PL . . . . . . . . . . .
RI . . . . . . . . . . .
CO . . . . . . . . . . .
SH . . . . . . . . . . .
ME . . . . . . . . . . .
TW . . . . . . . . . . .
IMP . . . . . . . . . . .
CF . . . . . . . . . . .
SP . . . . . . . . . . .
Team-Role Contribution Allowable Weaknesses
Plant
Resource
Investigator
Co-ordinator
Shaper
Monitor
Evaluator
Teamworker
Implementer
Completer
Finisher
Specialist
Creative, imaginative, unorthodox. Solves
difficult problems.
Extrovert, enthusiastic, communicative.
Explores opportunities. Develops contacts.
Mature, confident. Clarifies goals. Brings
other people together to promote team
discussions.
Challenging, dynamic, thrives on pressure.
Has the drive and courage to overcome
obstacles.
Serious minded, strategic and discerning.
Sees all options. Judges accurately.
Co-operative, mild, perceptive and
diplomatic. Listens, builds, averts friction.
Disciplined, reliable, conservative in habits.
A capacity for taking practical steps and
actions.
Painstaking, conscientious, anxious.
Searches out errors and omissions.
Delivers on time.
Single-minded, self-starting, dedicated.
Provides knowledge and skills in rare
supply.
Ignores incidentals. Too pre-occupied
with own thoughts to communicate
effectively.
Over-optimistic. Can lose interest
once initial enthusiasm has passed.
Can be seen as manipulative. Offloads
personal work.
Prone to provocation. Liable to offend
others.
Can lack drive and ability to inspire
others.
Indecisive in crunch situations.
Somewhat inflexible. Slow to respond
to new possibilities.
Inclined to worry unduly. Reluctant to
let others into own job.
Contributes on only a limited front.
Dwells on specialised personal
interests.
X
X
X
X
X
X
X
X
X
Points dropped: 3 out of 70

Edurom e-INTERPLACE
BAR GRAPH OF OBSERVER WORDS
Name
Organisation
Department
Cristina Iorganda
Human Resources
Roles and Descriptions
Negative Positive
PL
RI
CO
SH
ME
TW
IMP
CF
SP
Team-Role Contribution Allowable Weaknesses
Plant
Resource
Investigator
Co-ordinator
Shaper
Monitor
Evaluator
Teamworker
Implementer
Completer
Finisher
Specialist
Creative, imaginative, unorthodox. Solves
difficult problems.
Extrovert, enthusiastic, communicative.
Explores opportunities. Develops contacts.
Mature, confident. Clarifies goals. Brings
other people together to promote team
discussions.
Challenging, dynamic, thrives on pressure.
Has the drive and courage to overcome
obstacles.
Serious minded, strategic and discerning.
Sees all options. Judges accurately.
Co-operative, mild, perceptive and
diplomatic. Listens, builds, averts friction.
Disciplined, reliable, conservative in habits.
A capacity for taking practical steps and
actions.
Painstaking, conscientious, anxious.
Searches out errors and omissions.
Delivers on time.
Single-minded, self-starting, dedicated.
Provides knowledge and skills in rare
supply.
Ignores incidentals. Too pre-occupied
with own thoughts to communicate
effectively.
Over-optimistic. Can lose interest
once initial enthusiasm has passed.
Can be seen as manipulative. Offloads
personal work.
Prone to provocation. Liable to offend
others.
Can lack drive and ability to inspire
others.
Indecisive in crunch situations.
Somewhat inflexible. Slow to respond
to new possibilities.
Inclined to worry unduly. Reluctant to
let others into own job.
Contributes on only a limited front.
Dwells on specialised personal
interests.

Edurom e-INTERPLACE
COUNSELLING REPORT
Name
Organisation
Department
Cristina Iorganda
Human Resources
Please note that this report is based on Self-Perception details and 9 Observers'
Assessments.
While you possess a fertile and creative mind, you may have some difficulty in presenting
yourself as well as you might. You could be held back by any one of a number of
factors--shyness, a reluctance to offend others, lack of self-confidence or a natural modesty.
Whatever the reason, there is little doubt that you will be most effective by working as part of a
team. You need a more forceful character as an ally or a boss who knows you well and draws
you in to deal with some of the more difficult problems that arise from time to time. One
strategy you could adopt is to take on some of the problem-solving tasks that need to be done
and which no-one else is very good at and to use that position from which to exercise influence
on bigger issues.
One big advantage is that you are less likely to make enemies than most other people. Try to
find someone with whom you work particularly well and build up a good long-term relationship.
The sort of issues that concern many people--who claims the credit for what ?--will soon be
forgotten. You may even find several people competing to work with you as they discover your
capacity for ingenuity. And that is how you may build up your personal reputation. Set out to
become a useful colleague who helps others to achieve more than they might on their own but
also with the satisfaction of knowing that you will be establishing a strong sense of personal
identity in the process.
Your overall operating style is that of a constructive team player. The team will work better
when you are present and not so well when you are absent. That is why the culture of the
working environment will be as important for you as the job itself. And when that environment
is right, you stand a good chance of emerging as a creative contributor.
There is some support from others in terms of what you yourself consider your primary role,
although they do not see this as your main strength.
On a final note, you need to take account of the role for which you are least suited. You do not
appear to have the characteristics of someone who attends to the details on which every
significant operation can hinge. So if you can work in harmony with someone who has these
qualities, your own performance is likely to benefit.

Edurom e-INTERPLACE
CHARACTER PROFILE
Name
Organisation
Department
Cristina Iorganda
Human Resources
Assessments.
Strengths
Check at Interview Placement
Generally regarded as an individual who is
adaptable, caring, clever, co-operative, creative,
encouraging of others, and imaginative.
Has innovative tendencies and needs to work in a
mentally challenging environment. Could be good
at solving complex problems or at introducing new
ideas. Has a pleasant and accommodating attitude.
Keen to get on well with colleagues. Requires work
where she can use her outgoing nature. Likes to
use personal initiative. Has a strong need to be in
work involving close liaison and communication
with others. Likely to have some good ideas of her
own, but may be reluctant to put them forward
without encouragement. Keen to explore and
develop new ideas. Needs to work in an
environment which offers scope for personal
expression.
Possible Weaknesses
Dependent on continuous stimulation and inclined
to lose interest quickly.
Likely to be someone with ideas, so act on that
assumption at the interview and ask for a few
examples. Find out whether these ideas have led to
innovation or have ultimately proved unproductive.
Ask about the obstacles that have been
encountered. Focus on whether these obstacles
would seem external and could be overcome with a
change in circumstances, or whether they have an
internal origin linked with the failure to complete
what is started.
Needs to be placed in a position where some of the
latent talent that Cristina Iorganda possesses can
be nurtured and developed. Unlikely to hold her
own well in a tough environment where individuals
either sink or swim. Finding a suitable partner or
co-worker for Cristina Iorganda is going to be
especially important in this case. Remember to take
a proactive interest in what Cristina Iorganda has
done, or is attempting to do, if you want to make the
most of her potential.

Edurom e-INTERPLACE
MOST HIGHLY RATED OBSERVER RESPONSES
Name
Organisation
Department
Cristina Iorganda
Human Resources
This list shows words from Observers Assessments and their scores in descending
order of popularity.
creative 13
imaginative 12
co-operative 11
adaptable 10
encouraging of others 10
caring 9
clever 9
original 8
innovative 8
enterprising 8
disciplined 8
outgoing 8
calm & confident 7
diplomatic 6
conscious of priorities 6
efficient 6
professionally dedicated 6
conscientious 6
consultative 5
observant 5
persuasive 5
loyal 5
challenging 4
easily bored 4
outspoken 4
inquisitive 4
broad in outlook 4
persistent 4
realistic 4
well organised 4
laid back 4
impatient 4
technically skilful 3
self-reliant 3
practical 3
logical 3
fearful of conflict 3
up-in-the-clouds 3
competitive 3
critical 3
single-minded 2
impartial 2
frightened of failure 2
over-sensitive 2
provocative 2
impulsive 2
resistant to change 2
knowledgeable 2
indecisive 2
opportunistic 1
perfectionist 1
shrewd 1
hard driving 1
forgetful 1
sceptical 1
territorial 1
good at follow through 1
analytical 1
unadventurous 1
empire building 1
tough 0
erratic 0
inflexible 0
insular 0
manipulative 0
reluctant to delegate 0
unorthodox 0
accurate 0
fussy 0
aggressive 0
not interested in others 0
slow-moving 0

Edurom e-INTERPLACE
PERSONAL WORK STYLE
Name
Organisation
Department
Cristina Iorganda
Human Resources
Assessments.
RI-TW
PL-CO
PL-RI
PL-TW
The pie chart suggests four styles of working which would suit you. These are derived from a
combination of your top team roles.
PL-TW Helping Others with Ideas
PL-RI Exploring
PL-CO Piloting
RI-TW Liaising
Here are some phrases to help you project your preferred work style:
"I believe I would make a useful member of a creative team."
"I treat anything new as a challenge."
"I like the responsibility of forging a new path."
"My strength lies in building better communications with people."

Raport BELBIN Iorganda Cristina

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