Team roles test

According to team roles theory there are specific different team roles. These roles can be functional, organizational, personal or even skillful. Each team should consist of different team roles, depending on the specific goals the team wants to achieve.

A team that does not have the ideal composition may run into problems. For example, a team consisting of only creative individuals will generate many ideas, but none of them will be implemented. A team consisting of only experts may lose sight of the big picture. A team will perform better if it is aware of the different roles required to reach a specific goal and is able to include those roles within the team. The last 30 years the interest in team composition has increased.

Essentially, roles are equal to 'persona' (masks) or specific competency profiles and have been mentioned explicitly since ancient Greek history. Not just only in working life but also the roles people play in life, family and military. The application of team roles however seems to be primarily directed at management teams nowadays.

This free team roles test of 123test^® is inspired by ideas on team roles theories, generalized competency frameworks and knowledge of the Big Five personality theory. It measures roles found in businesses and management teams throughout the world in many cultures.

Instructions team roles test

This test determines which team roles best suit you. For each pair of activities or qualities below, choose the one which best fits you. If both apply to you, you should choose the one that best fits your personality.

Big Five personality theory

Why do people respond differently to the same situations? In contemporary psychology, the Big Five factors of personality are five broad domains which define human personality and account for individual differences. This article tells you more about the Big Five personality theory. After reading it, take our free personality test or career test to determine your own Big Five personality type.

History of Big Five personality theory

Several independent sets of researchers discovered and defined the five broad factors based on empirical, data-driven research. Ernest Tupes and Raymond Christal advanced the initial model, based on work done at the U.S. Air Force Personnel Laboratory in the late 1950s.¹ J.M. Digman proposed his five factor model of personality in 1990², and Goldman extended it to the highest level of organizations in 1993.³ In a personality test, the Five Factor Model or FFM⁴ and the Global Factors of personality⁵ may also be used to reference the Big Five traits.

Traits of the Big Five personality test

Human resources professionals often use the Big Five personality dimensions to help place employees. That is because these dimensions are considered to be the underlying traits that make up an individual’s overall personality. The Big Five traits are Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism or OCEAN:

• Openness - People who like to learn new things and enjoy new experiences usually score high in openness. Openness includes traits like being insightful and imaginative and having a wide variety of interests.
• Conscientiousness - People that have a high degree of conscientiousness are reliable and prompt. Traits include being organized, methodic, and thorough.
• Extraversion - Extraverts get their energy from interacting with others, while introverts get their energy from within themselves. Extraversion includes the traits of energetic, talkative, and assertive.
• Agreeableness - These individuals are friendly, cooperative, and compassionate. People with low agreeableness may be more distant. Traits include being kind, affectionate, and sympathetic.
• Neuroticism - Neuroticism is also sometimes called Emotional Stability. This dimension relates to one’s emotional stability and degree of negative emotions. People that score high on neuroticism often experience emotional instability and negative emotions. Traits include being moody and tense.

How to use results from the Big Five personality test

The Big Five personality test gives you more insight into how you react in different situations, which can help you choose an occupation. Career professionals and psychologists use this information in a personality career test for recruitment and candidate assessment.

Test personality free

To determine your Big Five personality traits, take our free online personality test. It tells you more about yourself and what your strengths and weaknesses are. This personality test measures the Big Five personality factors developed over several decades by independent groups of researchers. It is the most scientifically validated and reliable psychological model to test personality. You can also take our career test to test personality.

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The nine team roles

Executive, Explorer, Innovator, Analyst, Driver, Chairman, Completer, Team player and Expert

Expert

The expert has the skills and expertise required for the specific task at hand. He or she has a strong focus on the task and may get defensive when others interfere with his or her work. The expert prefers to work alone and team members often have a great deal of trust and confidence in him or her.

Completer

The completer is very conscientious and feels responsible for the team's achievements. Completers are concerned when errors are made and they tend to worry because of their controlling nature. The completer is also known as the finisher because they are most effectively used at the end of a task, to polish and scrutinize the work for errors, subjecting it to the highest standards of quality control.

Innovator

The innovator is often the creative generator of a team. He or she has a strong imagination and a desire to be original. The innovator prefers to be independent and tends to approach tasks in a scientific way. As an creative individual the innovator may play a crucial role in the way a team approaches tasks and solves problems.

Team player

The team player is caring, avoids conflicts, and fosters harmony. Being someone who likes to help other people, the team player is generally considered agreeable and friendly. He or she is diplomatic and emphasizes solidarity and team cohesion.

Driver

The driver is generally very ambitious and energetic. He or she may appear as impatient and impulsive. The driver is a strong motivator and will challenge others at crucial times. Although the actions of the driver may sometimes seem somewhat emotional, they do play a crucial role in pushing the team forward to succeed.

Explorer

The explorer is generally an extrovert by nature. He or she is cheerful, gregarious. The explorer is also investigative, interested and curious about things. Because explorers like to improvise and communicate with others, they will have little problem presenting ideas to the team and developing new contacts.

Analyst

The analyst has a tendency to be reserved and critical. The analyst will also react to plans and ideas in a rational and sensible way. He or she will favor a prudent approach to matters and will evaluate them according to their accuracy before acting.

Executive

The executive is sometimes also referred to as the organizer. The executive is generally disciplined and eager to get the job done. He or she is efficient, practical, and systematic. Executives are well organized and diligent, and quickly turn the ideas of a team into concrete actions and practical plans.

Chairman

The chairman has a strong coordinating role. With an emphasis on procedures, the chairman will try to bring and keep the team together. He or she is communicative and deals with the members of the team in a respectful and open-minded way.