How to Create a Diverse Team with Different Strengths

Developing Your Team
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Developing your team
Getting the promotion to the managerial position is a great step which comes with significant responsibilities like managing a new team. According to Wronka- Pośpiech (2016), the promotion can impact on the company depending on the managerial skills of the chosen leader. Every manager aims at reducing the costs of production and increasing the output by utilizing their skills in proper planning, supervision, organization, controlling and staffing their teams. Effective management helps an organization achieve its set goals, minimize inputs, supports the society in environmental conservation and helps individual employees within a team to achieve personal goals for the firm. Good leadership within the managerial position ensures that the processes of the organization run smoothly for maximum and quality output. The work involves significant tasks that have a direct impact on the company.
How to Create a Diverse Team with Different Strengths
Diversification helps in enhancing innovation and creativity in the quest to maximize output while reducing production costs. Diversifying a team involves bringing together employees from different walks of life (Hawi Alkhodary & Hashem, 2015). The individuals’ should come from varying backgrounds and with different experiences. Individual’s unique characteristics within the team will improve production and the services offered by the company. When developing my assigned team, I will identify the strengths of each member which will be beneficial in delegating duties to each member. For instance, one member can be self-aware and honest, while another can be dishonest. Individual characters matter in delegating duties, and managers should be excellent at identifying the particular potential to avoid assigning inappropriate tasks to specific employees. From the onset of my appointment to the management position, I will major on diversifying my team and addressing all kinds of diversity, ranging from cognitive diversity to personality diversity (Mazzarol & Reboud, 2020). I will overlook aspects of diversity such as age, sexuality, language and disability since they are inherent diversity and which individuals are born with. 
In creating a diverse team, I will think of diversity from the beginning and address all aspects of diversity to avoid bias and discrimination, as indicated by Aga, Noorderhaven and Vallejo (2016). Also, I will improve my team recruitment strategy to create a more appealing workforce. For instance, the language I will use when posting for the various positions would be a career-specific ad, not discriminating. The use of words such as ‘dominate’ and ‘ambitious’ may be a turn off to female aspirants. The language should also be universally acceptable and not race-specific. From the publication of Mazzarol and Reboud (2020), they suggest I should also offer appealing workplace policies that will give the employees flexibility and work-life balance in the quest to achieve team set goals and objectives. Also, I will cast a wider net when recruiting members to my team to expand my potential talent pool. Dive...