The 6 Types of Working Genius by Patrick Lencioni Summary

The 6 Types of Working Genius by Patrick Lencioni introduces a model to identify natural workplace strengths and frustrations. It categorizes people’s talents into six types: Wonder (questioning possibilities), Invention (creating solutions), Discernment (evaluating ideas), Galvanizing (motivating action), Enablement (supporting execution), and Tenacity (completing tasks). Through a relatable fable about entrepreneur Bull Brooks, Lencioni shows how aligning work with innate "geniuses" boosts productivity and reduces burnout.

This book is ideal for professionals, managers, and teams seeking to optimize workplace satisfaction and collaboration. It’s particularly valuable for leaders aiming to build well-rounded teams or individuals struggling with career alignment. Educators, coaches, and even families can apply its principles to improve dynamics in diverse settings.

Yes—readers praise its actionable insights and simplicity. Unlike complex personality assessments, Lencioni’s model offers immediate clarity through a 10-minute online test. Reviewers highlight its practicality for improving team synergy and personal productivity, calling it “a tool for every kind of work in life”.

The six types are:

• Wonder: Curiosity about problems and possibilities.
• Invention: Generating innovative ideas.
• Discernment: Intuitively assessing solutions.
• Galvanizing: Rallying others to act.
• Enablement: Supporting progress through collaboration.
• Tenacity: Driving tasks to completion.

Each type represents a stage of the work process, helping teams identify gaps.

Lencioni’s model focuses specifically on workplace productivity, whereas Myers-Briggs assesses broader personality traits. With only six types (vs. Myers-Briggs’ 16), it’s simpler to apply quickly to team dynamics. Critics note it’s less comprehensive but more action-oriented for organizational settings.

A 10-minute online test (available at WorkingGenius.com) that identifies an individual’s top two “geniuses,” secondary competencies, and frustrations. Teams use the results to allocate roles aligning with natural strengths, fostering efficiency and reducing conflicts.

Yes—by mapping team members’ geniuses, leaders ensure all six types are covered in projects. For example, a team lacking Galvanizing might struggle to initiate tasks, while missing Tenacity could lead to incomplete work. Addressing these gaps reduces friction and enhances outcomes.

Some argue the model oversimplifies human behavior or relies heavily on self-assessment accuracy. Others note it’s less nuanced than the Enneagram but acknowledge its practicality for workplace-specific challenges.

While Five Dysfunctions addresses team trust and conflict, Working Genius focuses on optimizing individual contributions. Both use storytelling but target different stages of team development—making them complementary tools for leaders.

• “Work doesn’t have to be miserable”: Highlights the book’s goal of aligning tasks with innate strengths.
• “Frustration is a clue that you’re operating outside your genius”: Encourages readers to reevaluate mismatched roles.

By identifying their top two geniuses, individuals can seek roles emphasizing those strengths. For example, someone strong in Invention and Galvanizing might thrive in entrepreneurial or product-launch roles, avoiding tasks requiring intense Tenacity.

As remote work and AI reshape jobs, understanding innate strengths helps professionals adapt. The model’s emphasis on “joyful productivity” aligns with growing demands for workplace mental health and sustainable performance.