In this era of globalization, no leader can avoid having a team that is diverse especially via race, color, nationality, religion and general upbringing. The difference in the team members’ originality always poses a challenge if not properly approached by the leader. However for a leader with a keen eye for top performance and cohesion in the team, one would appreciate that getting a team represented in almost all aspect can bring out the best results (Konrad, Prasad & Pringle, 2006). The team will always have fresh approaches in handling various set goals of the organization. To realize this, a leader should have a certain chain of actions which will be rewarding in the end.

The leader should ask the team members to come up with personal values to be pursued and then have the whole team meet and discuss, setting up three or a maximum of five which generally apply across the team (Arthur, 2008). The team must understand why each of the selected values addresses the diverse interests in the team and finally agree on how the values should be implemented. This ensures that maximum concentration channeled to productivity since individual concerns are properly addressed and can be attended to in a mutually acceptable manner (Arthur, 2008).

The Diverse group will therefore provide various perspectives and talents in facing common challenges. This always ensures that no situation can go unsolved thus consistency in trouble shooting and progress. The various background will always raise watchdogs who will question any particular process, thus making any team member responsible develop a personal responsibility to any action taken. Diversity has always been important in the area of expansion in market boundaries whereby, it becomes easier to break into a new area because a team or organization at least has a representative within from the area or is conversant with the new environment. This is very important where sensitive messages or campaigns that border on social vices like racism and nationality bias have to be conveyed in a process of launching a new initiative (Konrad, Prasad & Pringle, 2006). An advert that seems to be of racial nature would be well received and understood if a certain team used a team member of the race or color in question to handle the communication. Finally diversity improves communication skills and provides a wider understanding in the team because members are made to come into contact with their perceived knowledge of various team member backgrounds. This can sort out long term cases of segregation and prejudices in performance of core duties of the team (Arthur, 2008).

In conclusion, a diverse team always provides a range of solutions and opportunities which in most cases saves the team time. Caution should however be taken in addressing the reverse effects if not properly tackled from the beginning. Rifts from diverse background origins have been known to break up well performing teams back to a group of people who interact for a routine purpose. This implies that a group does not take ownership of required output and meeting common objectives with equal zeal.