rewrite this make it simple easy to understand like human writing: As a leader, I would aim to encourage task roles and relationship roles while correcting dysfunctional roles in order to build a high performance team. To do this, I would use various leadership tools to motivate different team players depending on their roles. For example, I would use a more directive approach for leaders with a large span of control, while displaying more consideration and using personal approaches when influencing followers with a small span of control. To encourage team members to adopt task roles, I would focus on building a clear mission and high performance standards, assessing the technical skills of team members, securing resources and equipment necessary for team effectiveness, and planning and organizing to make optimal use of available resources. To encourage relationship roles, I would aim to create a sense of cohesiveness among team members, which can be achieved by building a sense of identification among them, developing group norms and cohesiveness, and focusing the team outwardly to enhance performance. To motivate team players with thinking roles, I would provide opportunities for them to use their inquisitive nature to find ideas to bring back to the team and provide a logical eye to make impartial judgments where required. For team players with action or task roles, I would provide the necessary drive to ensure that the team keeps moving and does not lose focus or momentum, plan a workable strategy, and carry it out as efficiently as possible while scrutinizing the work for errors. To identify which team roles are most effective for each individual, I would recommend completing the official Belbin Self-Perception Inventory online and receiving a Belbin Individual report. Additionally, I would ask for feedback from people they work with, using the Observer Assessment to gain insight into which team role behaviors others see and value