Team Role Inventory (Belbin Model) — Career Personality Test
Assesses preferred team roles such as coordinator, implementer, or innovator.
Discover your natural strengths and preferred team roles with the Team Role Inventory (Belbin Model), a career personality assessment designed for professionals seeking to understand how they contribute to team dynamics. This test evaluates tendencies toward common Belbin roles such as coordinator, implementer, innovator (plant), team worker, and completer-finisher, helping you identify where you add the most value in collaborative settings. Whether you're preparing for a new role, building a stronger team, or pursuing leadership development, this career-oriented inventory provides actionable insight.
This Team Role Inventory is optimized for career personality exploration and workplace effectiveness. By answering situational and preference-based questions, you'll generate a clear score that highlights your dominant team tendencies and potential blind spots. Use the results to improve teamwork, communicate strengths, and align roles with organizational goals. Retake the test after training, role changes, or team restructuring to track your development over time.
I naturally take charge to clarify team goals and assign responsibilities.
Assess your tendency to lead coordination and role allocation within a team.
I prefer turning ideas into concrete plans and reliable processes.
Measures your preference for implementation and practical execution.
I often propose unconventional or creative solutions to problems.
Evaluates your innovator (plant) tendencies and idea-generation skills.
I prioritize team harmony and support teammates when conflicts arise.
Assesses your inclination to act as a team worker and mediator.
I focus on details, deadlines, and ensuring work is completed to a high standard.
Measures completer-finisher traits and attention to quality.
I enjoy exploring new contacts and bringing external ideas into the team.
Assesses the resource investigator role—networking and opportunity-seeking.
I analyze options critically and prefer well-reasoned decisions over quick choices.
Measures monitor-evaluator behavior: critical thinking and impartial judgment.
I feel comfortable challenging team progress to keep standards high.
Assesses shaper traits—drive, challenge, and results focus.
I prefer clearly defined roles and consistent processes rather than frequent change.
Evaluates implementer and steadiness preferences.
I actively help others succeed, offering encouragement and hands-on support when needed.
Measures supportive and cooperative teamwork orientation.
I am drawn to roles where I can set direction and ensure accountability.
Assesses leadership inclination and coordinator tendencies.
I spot potential risks and inconsistencies that others may overlook.
Evaluates attention to risk, quality control, and evaluative thinking.
Frequently asked questions
The Team Role Inventory (Belbin Model) is a career personality assessment that identifies how individuals prefer to behave in team settings. It maps common workplace behaviors to Belbin team roles—such as coordinator, implementer, innovator (plant), team worker, and completer-finisher—to help people understand strengths and potential blind spots in collaboration.
This Team Role Inventory contains 12 concise multiple-choice questions and typically takes 5–10 minutes to finish, making it suitable for busy professionals and teams wanting a quick but insightful snapshot of team role tendencies.
Each response is assigned a numeric value and summed to produce a final score. The score falls into defined ranges that suggest dominant team roles (e.g., innovator, coordinator, implementer). The results page explains the range meanings and offers actionable recommendations tailored to each profile.
This quiz is intended as a self-assessment and developmental tool rather than a validated selection instrument. Use it to support career conversations, team building, and personal development, and combine it with interviews, reference checks, and formal assessments for hiring decisions.
Retake the inventory after meaningful career changes, new team assignments, or six to twelve months after focused development activities to track shifts in your team role tendencies and measure progress in targeted skills.
Yes. Team leaders can use aggregated Team Role Inventory results to balance team composition, assign complementary responsibilities, and design development plans that address shared gaps—improving collaboration, accountability, and delivery.
No special preparation is required. Answer honestly based on your typical behavior at work for the most accurate reflection of your team role tendencies. Consider how you usually act under normal working conditions rather than in unusual or high-pressure situations.
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