About this report

The Team Roles assessment explores twelve key roles that affect team and group dynamics. These roles are not the same as ones that might be formally allocated (say, in a work situation). Instead, they’re simply part and parcel of each group participant’s normal behavioural repertoire.

Kim contributes to their own group and/or team through these roles, in much the same way as a theatre cast brings a story to life through their performances.

Most people contribute three or four roles, switching between them as opportunity or necessity arises.

Results for Kim Lee

• Kim is somewhat likely act as an Initiator to influence the group’s direction, goals, path and rate of progress, and they will probably be relatively comfortable in leadership roles.

• They are quite unlikely to enjoy operating as a Follower and by and large they resist being guided or told (for example) what stand to take, what to do, or where to fit in.

• More often than not, Kim is relatively comfortable with the role of Coordinator. They can get satisfaction from ensuring their team’s communications and activities fit together and that people cooperate well. They’re somewhat predisposed to enabling others to have their say, and they’ve an interest in seeing that everyone’s views are heard.

• In their group, Kim is quite engaged by the role of the Liaisor. They readily establish and maintain contact between their own group and others. They like to keep both parts in the picture and they put some effort into improving intergroup relationships.

• Kim knows they can find enjoyment and some fulfilment through acting as an Ideator in the group. they can contribute practical ideas to the group and is quite open to ideas from other people. They help to build on their ideas, and often finds a way around problems.

• They can be something of an Activator for the team, and can be seen operating to encourage, inspire and impel other people to take action toward common goals. Kim likes gaining the willing support of others and they can often be heard or seen giving credit where it is due.

• Tending to be unwilling to Censor the group’s ideas and actions, Kim prefers to keep the group calm and stable and thereby avoid voicing criticism. However, if necessary they’re willing to step forward, challenging decisions and backing up criticisms with valid observations.

• Kim enjoys giving guidance and being a Supporter to others in the group. They see this as a way to help them succeed. They show interest in others’ success and they see that they get credit for their efforts.

• Despite some predisposition to be the Mediator for the group, Kim usually either takes a strong stance on issues when they are important, or (when they think they are not) they let them resolve themselves. But it’s not black and white. On some issues, they can put on their Mediator hat, seeing both sides and taking steps to help resolve differences.

• Kim shows a moderate to strong inclination to Monitor the group’s activities to keep check on its progress, and they may be heard pointing out variances and exceptions. Where there’s sufficient cause to speak out, they recommend corrective action.

• Relatively comfortable as an Implementer, Kim usually wants to take appropriate action at the right time to get things done. When the way is open, they get on with the job. Look for a balance of roles in the group to ensure this doesn’t lead to premature action.

• Lastly, looking at their preference to operate as the Administrator, the results show that Kim often takes events as they come, to avoid ’bureaucratic’ systems. But they also possess the capacity to plan, organise and control through simple methods and systems. The role of Administrator may naturally need support from other roles, for example to establish systems or to execute (implement) detailed follow up.