The importance of leaders as diversity managers is widely acknowledged. However, a dynamic and comprehensive theory on the interplay between team diversity and team leadership is missing. We provide a review of the extant (scattered) research on the interplay between team diversity and team leadership, which reveals critical shortcomings in the current scholarly understanding. This calls for an integrative theoretical account of functional diversity leadership in teams. Here we outline such an integrative theory. We propose that functional diversity leadership requires (a) knowledge of the favorable and unfavorable processes that can be instigated by diversity, (b) mastery of task- and person-focused leadership behaviors necessary to address associated team needs, and (c) competencies to predict and/or diagnose team needs and to apply corresponding leadership behaviors to address those needs. We integrate findings of existing studies on the interplay between leadership and team diversity with insights from separate literatures on team diversity and (team) leadership. The resulting Leading Diversity model (LeaD) posits that effective leadership of diverse teams requires proactive as well as reactive attention to teams' needs in terms of informational versus intergroup processes and adequate management of these processes through task- versus person-focused leadership. LeaD offers new insights into specific competencies and actions that allow leaders to shape the influence of team diversity on team outcomes and, thereby, harvest the potential value in diversity. Organizations can capitalize on this model to promote optimal processes and performance in diverse teams. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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领导多元化：走向多元化团队的职能领导理论。

领导者作为多元化管理者的重要性得到广泛认可。然而，缺乏关于团队多样性和团队领导力之间相互作用的动态和综合理论。我们回顾了现有（分散的）关于团队多样性和团队领导力之间相互作用的研究，揭示了当前学术理解中的关键缺陷。这需要对团队中的职能多样性领导进行综合理论解释。在这里，我们概述了这样一个综合理论。我们建议，职能多元化领导需要 (a) 了解多元化可能引发的有利和不利过程，(b) 掌握解决相关团队需求所必需的以任务和以个人为中心的领导行为，(c) 预测和/或诊断团队需求并应用相应的领导行为来满足这些需求的能力。我们将现有关于领导力和团队多样性之间相互作用的研究结果与关于团队多样性和（团队）领导力的不同文献的见解相结合。由此产生的领导多元化模型 (LeaD) 假定，多元化团队的有效领导需要主动和被动关注团队在信息流程与组间流程方面的需求，以及通过以任务为中心与以人为中心的领导力对这些流程进行充分管理。领导提供了对特定能力和行动的新见解，使领导者能够塑造团队多元化对团队成果的影响，从而收获多元化的潜在价值。组织可以利用这种模型来促进不同团队的最佳流程和绩效。（PsycINFO 数据库记录 (c) 2020 APA，保留所有权利）。