ARTICLE
It’s late afternoon, and the meeting is winding down. The same voices have dominated the conversation—again. You glance around the table, noticing how easily some people slip into their roles: the strategist mapping out next steps, the skeptic poking holes, the cheerleader rallying energy. It’s a familiar choreography, one you’ve watched play out so many times that you could predict the next move before it happens.
Beneath the surface, something tugs at you. Maybe it’s the quiet frustration of seeing your own strengths sidelined, or the subtle ache of watching a teammate’s ideas brushed aside because they don’t fit the “usual” mold. Perhaps you’ve felt boxed in by the expectations that come with your title, or caught yourself shrinking to fit a role that no longer feels true. There’s a silent question echoing in the back of your mind: Is this really all I’m meant to bring?
For some, it’s the exhaustion of always being the fixer, the peacemaker, or the innovator—never allowed to step outside that well-worn lane. For others, it’s the longing to be seen for more than just the archetype you’ve been assigned. If any of this stirs something in you, if you’ve ever wondered what might happen if every kind of genius had room to breathe—this is the conversation you’ve been waiting for.
When Familiar Roles Become Invisible Walls
When teams unconsciously lock into familiar archetypes, something precious is lost—often before anyone notices. On the surface, the meeting runs smoothly, the project moves forward, and everyone seems to know their part. But underneath, creativity contracts. The room grows quieter, not because there’s nothing left to say, but because the unspoken rules have already decided who gets to say it.
This isn’t just a matter of missed ideas or underused talent. Over time, the cost compounds: trust erodes, engagement wanes, and the sense of possibility shrinks. People begin to self-edit, offering only what’s expected and withholding the rest. The “fixer” never asks for help. The “skeptic” stops dreaming. The “cheerleader” hides their doubts. The team’s collective genius—its true, unpredictable brilliance—gets traded for predictability and comfort.
Research in organizational health and leadership development shows that teams with rigid roles are more prone to groupthink, less resilient in the face of change, and slower to innovate. But the deeper wound is personal. When you’re only ever seen as one thing, you start to believe that’s all you are. The risk isn’t just professional stagnation—it’s the slow fading of your own sense of possibility. And that’s a cost no team, and no individual, can afford to ignore.
Unmasking the Many Selves: Beyond the Archetype
Imagine, for a moment, that every team member is a prism—capable of refracting light in a thousand directions, not just one. Yet, in most teams, we’re handed a single color and told to shine only that. The strategist strategizes. The empath soothes. The skeptic questions. But what if the strategist is also a quiet wellspring of empathy? What if the skeptic, beneath their probing, is a visionary waiting for permission to dream?
This is not about abandoning structure or denying our natural strengths. It’s about recognizing that the archetypes we inhabit are only one chapter in a much larger story. When we allow ourselves—and our teammates—to step outside the expected, we invite a richer, more dynamic genius into the room. The strategist who dares to express vulnerability can unlock trust. The cheerleader who voices a tough truth can spark necessary change. The fixer who admits uncertainty can inspire collective problem-solving.
I once worked with a team where the “analyst” was quietly passionate about creative storytelling, but had never shared that side at work. During a project crisis, she offered a narrative that reframed the team’s challenge, turning anxiety into shared purpose. It was a turning point—not just for the project, but for the team’s understanding of what each member could bring. The room felt bigger, the air lighter. The team’s collective intelligence expanded, simply because one person was allowed to show up as more than her label.
Permission to Expand: The Power of Psychological Safety
But how do we move from theory to practice? The answer is deceptively simple, yet deeply challenging: psychological safety. When people feel safe to experiment with new roles, to risk being misunderstood, or to reveal a hidden strength, the team’s potential multiplies. This isn’t about forced vulnerability or performative “authenticity.” It’s about creating an environment where curiosity is valued over certainty, and where the question “What else could you bring?” is asked with genuine interest.
Leaders play a pivotal role here, but so does every team member. It’s in the small moments—a pause to invite a quieter voice, a willingness to let someone try on a new hat, a public acknowledgment of unexpected contributions—that the mold begins to crack. Over time, these micro-permissions accumulate, and the team’s culture shifts from one of fixed roles to one of fluid genius.
Consider the story of a client, a senior manager known for her operational rigor. For years, she kept her creative instincts under wraps, believing they had no place in her role. But when her team faced a seemingly intractable problem, she proposed a playful, design-thinking exercise. The result? Not only did the team find a breakthrough solution, but her willingness to step outside her archetype gave others permission to do the same. The team’s identity—and its results—were transformed.
From Predictable to Possible: Rewriting the Team Narrative
Breaking the archetype mold isn’t a one-time event. It’s a practice—a series of conscious choices to notice, invite, and celebrate the full spectrum of genius in the room. It means asking not just “What do you do best?” but “What have we never seen from you?” It means noticing when someone is shrinking to fit a role, and gently inviting them to expand.
This shift is not always comfortable. It can feel risky to show up as more than what’s expected, or to invite others to do the same. But the alternative—a team where everyone stays in character, where the room keeps getting smaller—is far riskier. When we dare to diversify our genius, we don’t just unlock better ideas or stronger results. We reclaim the possibility of being fully seen, and of seeing others in their wholeness.
And that, more than any process or tool, is what makes a team truly extraordinary. At Vitaspark, we’ve seen how the courage to step beyond the script can transform not just outcomes, but the very spirit of a team. When every kind of genius is welcomed, the room grows larger, the air lighter, and the sense of what’s possible expands.
Inviting Your Hidden Genius to the Table
Pause for a moment and look inward: Where have you been playing small, sticking to the script others expect of you? Maybe you’re the reliable “closer,” always counted on to finish what others start—but rarely asked to dream up the next big idea. Or perhaps you’re the “visionary,” relied upon for inspiration, but seldom trusted with the gritty details. What parts of your genius have you left at the door, convinced they don’t belong in this room, with these people, on this team?
It’s easy to believe that the roles we’ve grown into are the only ones we’re allowed to play. But what if you gave yourself permission to bring something unexpected? What if, in your next meeting, you voiced a question instead of an answer? Or offered a story instead of a spreadsheet? The invitation isn’t to abandon your strengths, but to let them be the foundation for something more expansive.
Try this: Before your next team interaction, ask yourself—What’s one quality, perspective, or skill I rarely show here, but that feels true to who I am? How might I bring a small piece of that forward? It could be as simple as sharing a creative idea, expressing a doubt, or inviting someone else’s hidden strength into the light. Notice what shifts in the room, and in you, when you do.
And if you’re in a position to shape the team’s culture, consider: Where are you unconsciously rewarding sameness, or signaling that only certain kinds of contributions are valued? What’s one way you could make it safer for someone to surprise you—with a new idea, a different approach, or a side of themselves you’ve never seen? Sometimes, the most powerful change begins with a single, genuine invitation: “What else would you love to bring to this team?”
The 6 Types of Working Genius: A New Lens for Teamwork and Fulfillment
If you’ve ever wondered why some tasks light you up while others drain you, or why certain team members seem to thrive in roles that would leave you frustrated, you’re not alone. The answer may lie in the 6 types of working genius—a framework developed by Patrick Lencioni and the Table Group team to help individuals and leaders unlock greater potential, productivity, and fulfillment at work.
The working genius model identifies six distinct types of working genius: Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity. Each type represents a unique way of contributing to work and team success. According to Patrick Lencioni, understanding your own working genius—and that of your teammates—can transform not just your productivity, but your morale, engagement, and sense of purpose.
Unlike a traditional personality test, the working genius assessment is designed to reveal your innate talents and working competencies, as well as your working frustrations. It’s not about labeling you, but about giving you language for the things that energize you and the tasks that drain you. The 6 types of working genius are not just theoretical—they’re practical tools for leadership development, team development, and organizational health.
The 6 Types of Working Genius: What Are They?
Let’s break down the 6 types of working genius:
Wonder: The genius of asking big questions and seeing possibilities. These individuals are often the source of new ideas and uncanny judgment about what’s missing or needed.
Invention: The genius of creating original solutions and new ideas. Invention is about bringing something into existence that didn’t exist before.
Discernment: The genius of evaluating and refining ideas with uncanny judgment. These team members have a knack for knowing what will work and what won’t.
Galvanizing: The genius of rallying others to action. Galvanizing is about generating energy, enthusiasm, and momentum for a project or idea.
Enablement: The genius of providing support and assistance. Enablement is about helping others move forward, often by removing obstacles or offering encouragement.
Tenacity: The genius of pushing tasks and projects through to completion. Tenacity is about finishing what’s started and ensuring success.
Each of the 6 types of working genius brings something essential to the table. When teams are built with a diversity of working genius, they experience increased productivity, higher morale, and greater fulfillment. But when certain types are missing—or when individuals are forced to work outside their genius for too long—frustration, burnout, and disengagement can set in.
Why the 6 Types of Working Genius Matter for Teams and Leaders
The working genius framework is more than just a model—it’s a roadmap for unlocking greater potential in your team. Leaders who understand the 6 types of working genius can design roles, projects, and workflows that align with each person’s innate talents. This leads to increased productivity, more innovative ideas, and a culture of trust and collaboration.
The Table Group, founded by Pat Lencioni and known for its work in organizational health, has seen firsthand how the working genius model can transform teams. Whether you’re a certified working genius facilitator or simply curious about the working genius assessment, the impact is clear: when people are allowed to work in their genius, they experience more fulfillment, less frustration, and greater success.
When you understand the 6 types of working genius, you can see how each person’s unique genius contributes to the team’s overall success. The working genius model helps leaders and individuals alike to recognize not just what needs to be done, but who is best suited to do it. This clarity leads to more effective teamwork, higher morale, and a deeper sense of fulfillment for everyone involved.
From Working Competency to True Genius: The Power of Personal Discovery
It’s important to note that not every task will fall within your working genius. The working genius assessment also identifies your working competencies—areas where you can perform well, but that don’t energize you—and your working frustrations, the tasks that drain your energy and morale. Recognizing these distinctions is key to personal discovery and team development.
For example, someone with the genius of invention may find enablement to be a working competency—they can help others, but it doesn’t light them up. Meanwhile, tenacity might be a working frustration, leading to disengagement if they’re asked to finish tasks without room for creativity. By understanding these nuances, leaders and individuals can design work that maximizes talent and minimizes frustration.
Personal discovery is at the heart of the working genius framework. When you know your own genius, your working competencies, and your working frustrations, you can make more intentional choices about the work you do and the roles you play. This self-awareness is the foundation for greater potential, fulfillment, and success.
Real-World Impact: Stories of Working Genius in Action
Consider the story of Andrew Laffoon, a leader who leveraged the 6 types of working genius to transform his team’s approach to innovation and execution. By recognizing the unique genius of each team member, he was able to assign tasks that matched their innate talents, leading to increased productivity, higher morale, and breakthrough results. Andrew Laffoon’s experience demonstrates how the working genius model can unlock greater potential and drive success.
Or look at Orangetheory Fitness, where the working genius framework has been used to build high-performing teams that thrive on diversity of thought and talent. By embracing the 6 types of working genius, Orangetheory Fitness has created a culture where disruptive geniuses are celebrated, and every individual is empowered to contribute their best work. The Table Group team has seen how this approach leads to increased productivity, higher morale, and a deeper sense of fulfillment for everyone involved.
Disruptive geniuses are often the ones who bring new ideas and challenge the status quo. When their genius is recognized and valued, the entire team benefits. The working genius framework helps leaders and teams to create an environment where every type of working genius can thrive, leading to greater innovation, collaboration, and success.
How to Apply the 6 Types of Working Genius to Your Team
If you’re ready to break the archetype mold and unlock greater potential in your team, start by exploring the working genius assessment. Whether you work with a working genius certified facilitator or become a certified working genius facilitator yourself, the process begins with personal discovery—identifying your own genius, working competencies, and working frustrations.
From there, use the working genius model to design roles, assign tasks, and build workflows that align with each person’s strengths. Encourage individuals to share their genius and invite new ideas, perspectives, and approaches. Celebrate the courage it takes to step outside the expected and reward the unexpected contributions that drive success.
Remember, the 6 types of working genius are not just labels—they’re invitations to bring your full self to work, to contribute your true genius, and to help your team achieve extraordinary results. By embracing the working genius framework, you can transform not just your team, but your entire approach to work, leadership, and fulfillment.
Genius, Unboxed: What Becomes Possible When You Step Beyond the Script
When you dare to step outside the archetype, you don’t just change your role—you change the room. The air grows lighter, the conversation richer, and the sense of what’s possible expands. This isn’t about abandoning what you do best; it’s about refusing to let your gifts be defined by habit or history. The true magic of a team emerges when each person is seen as more than their label, and when every kind of genius is given space to breathe.
Here’s what to remember—and what to try—if you’re ready to break the mold:
- Notice the patterns. Pay attention to when you (or others) slip into familiar roles. Is it comfort, expectation, or something else holding you there?
- Name your hidden strengths. What qualities or skills have you kept under wraps? Write them down. Say them aloud. Let them become real.
- Offer a new piece of yourself. In your next team interaction, bring forward one perspective, question, or idea you usually keep to yourself.
- Invite surprise from others. Ask a teammate, “What’s something you wish you could bring to this project that you haven’t yet?”
- Reward the unexpected. When someone steps outside their usual role, acknowledge it. Celebrate the courage it takes to show up differently.
The path to a more dynamic, resilient, and innovative team isn’t paved with sameness—it’s built on the courage to be seen in full color. When you unbox your genius, you give others permission to do the same. And that’s how teams move from predictable to extraordinary.
Integration: The Power of the 6 Types of Working Genius
The 6 types of working genius offer a new lens for understanding teamwork, leadership development, and organizational health. By recognizing and valuing every type of working genius, teams can unlock greater potential, increase productivity, and create a culture of trust and fulfillment. The working genius model, developed by Patrick Lencioni and the Table Group team, is more than just a framework—it’s an invitation to bring your true genius to work and to help others do the same.
Whether you’re a leader, a team member, or someone seeking more meaning in your work, the 6 types of working genius can help you discover your innate talents, navigate your working competencies, and minimize your working frustrations. This journey of personal discovery is the key to building teams that are not just effective, but extraordinary.
At Vitaspark, we believe that every individual has a unique genius to offer. When you step beyond the script and embrace the full spectrum of your genius, you create space for others to do the same. The result is a team that is more creative, resilient, and connected—a team where every kind of genius is valued, and where true success is possible.
Connect and Step Into Your Genius
You have the power to change the narrative—for yourself, your team, and your organization. Confidence, clarity, connection, leadership, and balance are not distant ideals; they are within reach when you dare to bring your full genius to the table. If you’re ready to explore what’s possible for your team, we invite you to connect with us. Schedule a time to discuss your team with our CEO and take the first step toward unlocking your team’s true genius: Book your conversation here.
Your genius is needed. Your team’s potential is waiting. Let’s make the room bigger—together.
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