What is it?

The aim of Team Role Development is to build relationships between team members of the same team or between multiple team units.

Why is it useful?

• Identifies and builds synergies between different role types to improve cohesion and efficiency.
• Highlights gaps, mismatches, or duplications between roles.
• Strengthens collaboration across functions.

Objectives

• To identify synergies between different roles within a team or across departments.
• To improve team efficiency by addressing role overlaps and gaps.
• To identify key issues and develop solutions.
• To create an action plan for better collaboration.

When would you use it?

• When you want to generate a collaborative list of team building ideas.
• As a motivational activity for a team to understand each other better.
• When multiple departments need to align on how they work together.

Resources required

• A willing group of people (max 20 for best results).
• Large rectangular sheet of blank paper (around 2m by 1m).
• Wall space to display the sheet.
• Open space for participants to move freely.
• Post-it notes and marker pens for everyone.
• No tables and chairs to promote action.

Roles and responsibilities

Facilitator

• Keeps the process on track.
• Promotes interaction.
• Ensures objectives are achieved.

Team/Participants

• Contribute their knowledge and expertise.
• Follow the process.
• Collaborate to reach the goal.

Process

1. Explain objectives

The Facilitator introduces the session and explains that the aim is to create a list of team building ideas to implement later.

2. Select roles

Participants agree on 6–7 key roles in their team (e.g. Project Manager, Tech Support, Sales, Marketing).

3. Label chart

Each column and row on the chart is labelled with one of these roles.

4. Define objectives

For each role, identify up to 3 key objectives and note them in the intersecting square. (15 minutes)

5. Assign groups

Divide the participants into groups, each group taking one role row. They step into the shoes of that role.

6. Map contributions

Each group writes in their row what that role does for the other roles – what they provide, how they contribute, etc. (15 minutes)

7. Review contributions

Each group stays in their role and reviews the contributions listed for them in their column. They check alignment, add notes about gaps, mismatches, or duplications. (20 minutes)

8. Step back and reflect

The whole team reviews the completed chart together. Discuss what it says about team roles, issues, overlaps, and gaps.

9. Identify issues and plan actions

The group identifies priorities and develops potential solutions and actions. (20 minutes)

Secret Sauce

• Push for quick evaluations at each stage to keep momentum – don’t let debates drag the session down.
• It’s easy for teams to get stuck while completing rows, so the Facilitator should keep energy up and time tight.
• Always end with an action plan so the insights lead to clear next steps.