Aim for the "Magic" Middle

When you want to connect with your audience, whether it's one person or a group of hundreds plus, there will be people with your natural style and others that are completely different. So how do you make sure you're tailoring your presentation to each person's needs without missing the mark with all of them? The answer, aim for the "magic" middle so you meet as many needs as possible. It’s not landing flat, but finding shared ground!

Reflecting on conative needs as measured by the Kolbe Index, it’s useful to balance the needs of all 4 Action Modes:

• for Fact Finder, be succinct (think PowerPoint with 2-3 bullet points per slide or better - just a photo), while offering the specific details in written handouts. For example, making jokes, such as "we’re close to our goal of $50K", but then adding "for those of you who need specifics, we’re at $49,893.56" (remember to pause for the knowing laughter)
• for Follow Thru, explain the general flow of your argument/plan and the expected end result, while offering options to deviate/skip steps as needed
• for Quick Start, provide an exciting vision while making sure proper precautions will be taken to ensure success
• for Implementor, talk about the concept and use the PowerPoint, handouts, and even physical expressions to illustrate the tangible aspects of the message

Using the DISC Communication Model (Outgoing vs. Reserved and Task-Oriented vs. People-Oriented), a Level Blend approach that veers a bit into high I territory is best:

• in large presentations, high I is often an expected presentation style (think comedians, inspirational speakers, etc.) as you’re usually trying to influence and persuade others
• but the best high I's don’t go overboard and regularly move back to the centre by pausing and bringing their energy back to a more moderate level
• plus adding key DISC words is very important - suggest the audience can take as much personal control as possible which appeals to the high Ds; provide the high Ss with the ways this will support others; give the high Cs the expectation of high quality results where they can individually contribute

Much of the success is to know and use your own strengths while modifying enough to make sure everyone else feels included in your “tent”.

Unlocking How People Work Best!

In The 6 Types of Working Genius, Patrick Lencioni challenges one of the most common assumptions in the workplace: that everyone should be equally capable of, and energized by, every aspect of their work. Instead, he argues that people have different natural gifts, and understanding these differences can transform individual performance, team collaboration, and organizational effectiveness.

At its core, the book explores why some parts of our work energize us while others leave us feeling frustrated and exhausted. Lencioni identifies six types of working genius. Everyone has all six to some degree, but typically has two areas of genius that come naturally and provide energy, two areas of competency that they can perform reasonably well, and two areas of frustration that tend to drain their energy.

The Six Types of Working Genius:

Wonder: The Genius of Pondering Possibilities. 

People with Wonder naturally question the status quo, identify opportunities for improvement, and imagine how things could be better.

Invention: The Genius of Creating New Ideas. 

Those with Invention enjoy generating original ideas and developing creative solutions to problems.

Discernment: The Genius of Evaluating Ideas. 

People with Discernment have a natural ability to assess ideas, apply sound judgment, and recognize what is likely to work.

Galvanizing: The Genius of Rallying People to Action. 

Those with Galvanizing generate enthusiasm, inspire others, and create momentum to move ideas forward.

Enablement: The Genius of Supporting Others. 

People with Enablement instinctively recognize when others need help and enjoy providing the support necessary to make progress.

Tenacity: The Genius of Pushing Tasks to Completion. 

Those with Tenacity focus on follow-through, deadlines, and ensuring that commitments are fulfilled and results delivered.

Lencioni states successful work process requires all six types. From identifying an opportunity and generating ideas to gaining support and completing the work, each contribution plays an essential role. When one stage is missing, even talented teams can struggle to make progress.

There is a huge difference between what we can do and what naturally energizes us. Just because we’re capable of a task does not mean it is the best use of our strengths. Understanding these differences helps us as leaders, to allocate responsibilities more effectively, reduce frustration, and build teams where people complement one another rather than approach every task in the same way.

Whether you are leading a team, managing projects, or looking to better understand your own working style, The 6 Types of Working Genius offers a practical framework for improving collaboration and performance. Its message is simple but powerful: you do not have to be great at everything to make a great contribution. When people understand what energizes them and appreciate the strengths of others, work becomes more productive and teams are better equipped to turn ideas into meaningful results.

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