This Belbin information site is sponsored by CERT Consultancy & Training
It is a non-commercial site edited by Barrie Watson, a member of Belbin Associates. The purpose of the site is to provide information for people using or planning to use the Belbin Team Role model and other Belbin tools techniques and philosophies.

for  more information on Belbin products and services

Webmaster: Barrie Watson

About the reliability and validity of Belbin assessments and the e-interplace computer system

Reliability and validity are concepts commonly used in evaluating Psychometric Tests.

Reliability is a measure of the internal consistency of a test, while validity relates to whether a test measures what it purports to measure.

Internal consistency is highest where test items are repeated, but this narrows their focus.

Rather than repeating questions, or dealing with items that are virtually identical, Belbin assessments and the e-interplace system seeks to find clusters of useful forms of related behaviour. For example, the Shaper cluster refers to an individual who is challenging, competitive, hard driving, tough and outspoken. However, that does not mean that everyone who is competitive happens to be outspoken.

Most Psychometric Tests rely on self-reporting. But here the behaviour assumed may not correspond with what others observe. The strength of the latest Belbin methodology lies in its emphasis on validity in the way that the advisory and diagnostic reports take account of a consensus on observed behaviour. This can be made evident by looking at how far the Observers agree with each other. Formal correlations are, however, difficult to calculate as Observers are not required to make any fixed number of responses. Genuine responses are more easily obtained, and are more valuable, when forced choices are avoided. Differences in perception between the self and others provide valuable leads for action.

The demands of jobs also have to be taken into account when assessing validity since the many varied forms of behaviour can be seen as effective or ineffective according to the context. Here the fit between the profile of the individual and the profile of the job plays a key consideration.

.