Wanna know what I got? No? OK, I’ll tell you anyway.
In my case, the test was extremely accurate. Higher rankings represent greater predispositions.
After you complete the seven sections, open the Result worksheet. Take your time and respond honestly since there are no right or wrong answers. The points may be distributed between several statements or to a single statement. For each section, distribute a total of 10 points between the statements based on which best describes your behaviors or attitudes. The Self-Assessment Inventory is composed of seven sections, each with eight statements. The first page contains the assessment and the second page the results. I must warn you that I used an optimized version of SPI (56 statements instead of 64), however results should be equivalent. To speed up things, and because I’m a nice person, I created a spreadsheet ready to download and use. The test is called Belbin’s Self-Perception Inventory (SPI). Specialist: “special-ones” – skillfull and commited, focused on low-level implementation. Investigator: less egocentric than the Planter – researches ideas from others/outside. Planter: highly creative – solves problems unconventionaly, is a source of original ideas. Coordinator: delegates each task to the best member to accomplish it. Shaper: leader – source of drive and motivation, argumentative, “come with me or get lost”. Team worker: diplomatic negotiator – helps others do their work and keeps group cohesion. Completer: great at quality control – reviews and polishes work to perfection. Monitor: analytical thinker – makes impartial judgements based on pros and cons. Implementer: pratical – plans and carries out implementations, as efficiently as possible. Below is a summary, but there’s also a detailed list of each roles’ (dis)advantages if you need. 
Photo credit: Belbin defines nine roles and no role is better than the other - they’re just different, complementary or conflicting. This is a great tool for managers to build teams made of complementary individuals, thus taking advantage of each one’s strengths and minimizing shortcomings and conflicts. In the end, the test will fit you into one or more team roles, which will reveal your behavioural strengths and weaknesses. The methodology was created by a scholar named Meredith Belbin. I even ventured to the world of Numerology. I had done similar tests when I was younger. While applying to a job position I once had to complete a personality test.
It’s not who you are, but how you fit in a team.
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