My client (let’s call him Bobby) had a key employee, John, who was really frustrated but couldn’t quite explain why.
Bobby did what good leaders do….he invested in John by making my coaching available as a perk and a way to help him work through his frustration.
As we began to make progress, it became clear the frustration wasn’t just internal…it was systemic.
About the same time, Bobby asked me to lead an offsite for his leadership team. We kicked it off with a Working Genius Workshop.
Not The Best Way To Start A Workshop
Before we started, John pulled me aside and said, “Just to confirm, what we talk about in our coaching sessions is confidential, right?”
I nodded.
“Good. Can you stick around after the workshop? I have decided to quit and have two job offers. I need help choosing which one fits me best.”
If you are not familiar with Working Genius, it identifies the work that gives you energy, fulfillment and joy. It also identifies the work that frustrates and drains you.
The six types are:
- Wonder
- Invention
- Discernment
- Galvanizing
- Enablement
- Tenacity
It’s 80% about productivity because it is how work flows through an organization.
The first hour went well.
The second hour changed everything.
Team Map
As we looked at the team map, Bobby spoke first:
“Now I know why none of you bring me any new ideas… I’m the only one with Wonder.”
There was a palpable sense of relief in the room as the team began to process the reason behind why they struggled to innovate.
Bobby decided then to give this assessment to the next level down of leaders to see who could help him when brainstorming was on the meeting agenda. He later found another Wonder and invited her to sit in strategic meetings to help carry the load and hear her ideas.
The next observation came when most of the team recognized that John was the only one with Discernment. They all agreed they needed to invite him into the product creation meetings so he could help them make better decisions.
Interestingly enough, John was also the only one with the Genius of Tenacity which is all about project completion. They said, “Now we know why we dump all our work on John…he gets things done…and is exhausted all the time. We need to get him some help.”
“I’m Not Leaving”
When we took a break John pulled me aside and said, “We don’t need to meet afterwards. I am not leaving. My biggest frustrations here have been not having a voice and no one seeing the value I bring to the team. They see me now and are making plans to get me some help.”
I love doing these workshops because of revelations like this. When teams understand each other’s giftings there is less personal guilt and judgement of others. They tend to extend more grace to each other and themselves as a result.
I do this assessment with all my one-on-one clients to build self-awareness, but the biggest impact happens when I can do this for the team.
If you would like to discuss how the Working Genius can change your team just let me know.
Retention Factor?
I am curious, what has been your experience as the greater retention factor…feeling valued or compensation? Feel free to respond below.
