March 24, 2026 • 28 mins
In this episode of Torch Talk, Lindsey Chupp sits down with Deanna Nichols-Stika, Director of Branches Institute, to explore the Working Genius framework and how it helps leaders build stronger, more aligned teams.
Deanna breaks down the Six Types of Working Genius — Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity — and explains how the assessment focuses on productivity and energy rather than personality. The conversation walks through how individuals can identify what truly brings them joy and momentum in their work, where frustration tends to show up, and why those distinctions matter for both personal growth and team effectiveness.
The discussion also dives into how Working Genius applies at the team level. Deanna explains the three stages of work, how to identify gaps in a team’s workflow, and how leaders can use a team map to diagnose breakdowns in recent projects. From hiring decisions to communication friction, the framework offers practical language for understanding invisible tensions and aligning people to roles where they can thrive.
In this episode, you’ll hear about:
- The six types of Working Genius and how they function
- Why productivity style matters more than personality labels
- How to identify gaps within a team’s workflow
- Using team mapping to improve hiring and role alignment
- Bringing clarity to workplace friction and communication differences
This episode offers a practical look at team development for leaders who want clearer alignment, healthier collaboration, and stronger results inside their organizations.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_01 (00:00):
Any combination of genius in those top two can be
in any role within anorganization.
So there's not uh a lot of likein your top leadership team,
you're going to have all W's orall I's or G's or what have you.
You should see, because we areall individual people, some
(00:23):
variety.
SPEAKER_04 (00:28):
Welcome back to Torch Talk, the show where we
spotlight bold leaders growingbusinesses and communities with
grit and purpose.
Today's guest is Deanna NicolSitka, director of Branches
Institute.
In this Torch Talk episode,we'll explore her Blaze Business
Conference presentation and takea deeper dive into how the
Working Genius Frameworkstrengthens teams and
(00:50):
leadership.
Welcome to Torch Talk, Deanna.
Thank you, Lindsay.
I am so excited to dive into allthings working genius.
So first tell us a little bitabout who you are and what you
do.
SPEAKER_01 (01:01):
Fantastic.
I'm Deanna.
I get to work at branches and Iget to do a couple of things
there.
Primarily, I do consulting workfor leadership development,
one-to-one coaching, small groupcoaching, really just getting to
work with incredible people,helping them feel better and
(01:21):
stronger and more confident inwhat they're doing, which is so
much fun.
SPEAKER_04 (01:24):
And you do a great job.
I know our team has done someexercises with you, and they
always love the chances whenthey get to be in the same room
as Deanna.
SPEAKER_01 (01:31):
So you've got a great team.
I love them.
I love them.
SPEAKER_04 (01:35):
Okay, so tell us what is working genius?
SPEAKER_01 (01:38):
So uh the the six types of working genius is an
assessment tool that we can useto really help us figure out
what is our productivity style.
And so it is an assessmentthat's 80% productivity insights
and 20% personality.
(01:58):
So there's lots of assessmentsout there that give us lots of
wonderful information.
What I love about the workinggenius is that it is focused on
productivity.
So it gives you insight to uhwhat do you love to do, what it
what fulfills you in the type ofwork that you're doing.
And also what I love about it isit helps teams figure out how to
(02:20):
work better together and moreefficient.
SPEAKER_04 (02:23):
I know I can't wait to dive into that part of it.
Like I am very curious aboutmyself personally, but then also
as a team, how does thisactually look when you put a
whole bunch of people together?
Um, and we just test everybody,but that's more a personality
test.
And so the this being aproductivity test, I love that
description of it.
It's more like, how are youworking?
And really, I think goingthrough the process of
(02:44):
identifying what frustrates youcan be a little bit liberating
because maybe we don't always wedo get frustrated, but we don't
always know why we're gettingfrustrated.
SPEAKER_01 (02:53):
That is spot on.
Spot on.
And that's what I love aboutthis assessment.
So it, I want to make sure thatwe're we're really clear in our
communication is that theworking genius is a ranking
system.
So it gives you six differentgeniuses that we all work in,
and it just ranks them.
(03:13):
What are your top two thatyou're best at?
What's the middle two that youdon't mind doing?
Um, but and you're good at it,but it just doesn't fulfill you
as the first two.
And then the bottom two are yourtwo that yes, you can still do,
but they frustrate you.
You you're just like, wow, whydon't I get joy from this?
And so it helps add clarityabout why you're feeling the way
(03:35):
that you're feeling in the workthat you're doing.
And then from a team perspectiveand a leader perspective, it
helps you figure out how toalign people in the right roles
that they're gonna feel reallyfulfilled in, really successful
in, and just it grow deeper as aperson, as an employee, and an
(03:55):
effective team member becauseyou know you got them in the
right seat, which is soexciting.
SPEAKER_04 (04:00):
Okay, so take us through what are the six
different types.
SPEAKER_01 (04:03):
So six different types start at the very top.
It's there's an acronym, widget.
So W is Wonder, I Invention, Ddiscernment, G galvanizer or
galvanizing, E is Enabler, andending out with T is tenacity.
(04:26):
What are your working geniuses?
I am an ET.
I love the details.
I'm an uh enabler is my uh topworking genius.
Uh hi.
Uh I'm a social worker by trade,and I love helping people.
Enablers, we love helping peopleand helping support people.
(04:47):
So I wasn't too surprised atthat one.
Uh, my second one is T, that'stenacity.
We love to finish projects.
Like I love that check mark atthe end of the at of a project.
So I love that.
SPEAKER_04 (04:58):
What are your top two?
Uh DI, which is funny becauseI'm also a DI on the disc test.
So that's easy to remember.
That makes it super easy.
That's nice.
So discernment and invention,which I think makes sense as
well.
Wonder is in the middle, and Ispend a fair amount of time um
on those things.
But so what is D?
D is discernment.
SPEAKER_01 (05:19):
Uh D loves to have things brought to them and look
at them and determine, is thisreally good?
Or maybe should we do sometweaking?
Discerners also like to ask lotsof questions.
Like, how do we get back here?
SPEAKER_04 (05:35):
I'm like, yeah, I always have a thousand
questions.
I almost can't go somewhere andnot have questions in my head.
Like, I wish I stoppedsometimes, but I don't have the
ability not to.
So that one did not surprise meat all.
How you're made.
Yes.
I love that.
SPEAKER_01 (05:50):
And then invention.
Invention is that uh you have anidea and then you just love to
iterate on it.
You love to figure out how tomake it better, tweak it, uh,
really just uh imagine, iterateon what could be.
SPEAKER_04 (06:08):
That explains you just like described Fierce in a
nutshell.
I've been have years ofiterating why you're so good at
what you do.
I love that.
Okay, so then let's talk aboutthe things that are not me and
you.
Um so what's left over?
SPEAKER_01 (06:22):
So let's start uh wonder.
Wonder is uh for people that aredoubles, they love to come up
with the big idea.
So they love to dream, they loveto just think, they love to uh
uh be creative and and think ofsomething out of nothing, kind
of.
So that's at the very top.
(06:44):
And then that's why uh I isnext, invention.
Inventors love that.
Give me an idea and let me runwith it, let me make it better.
So WI, we've talked about D, G,galvanizers, they love to rally
people around a common good,like a common project, a common
(07:06):
path, where we're going.
They love to encourage people,they love to support people,
they love to really just rallythe troops.
They are those people that wantto get everybody on the bus and
moving, which is every teamneeds one of those.
And then we have E, T, the atthe end, is those people that
(07:29):
love to take it across thefinish line.
So I think I already talkedabout that.
SPEAKER_04 (07:32):
So tell us how should somebody, you know, maybe
most of the people listening tothis podcast now have come to
the Blaze Expo.
They've taken the assessment, sothey maybe have an idea, they've
gotten little snippets.
How do you use the assessment toknow yourself better first?
How can you use that as apersonal tool?
SPEAKER_01 (07:50):
That is such a great question.
I think first, uh as you getyour results, really the the
first thing to do for anyone,all of us, is do I resonate with
this?
Is this really reflective of whoI think I am and what brings me
joy and fulfillment?
That's when you're looking atthose top two geniuses, looking
(08:12):
at is that what really brings mejoy and fulfillment?
And then also look at your nexttwo.
Those are your workingcompetencies.
Do I do am I good at those?
Am I am I pretty okay at those?
I don't mind doing them, butagain, don't bring me a lot of
fulfillment and really justreflect on that.
(08:33):
And then I think it's sometimeseven better to start with your
two frustrations and reflect onthose.
Are those two things, yeah, Ican do them, but they don't
bring me a lot of joy.
Keep looking at each set.
We could when we look at thesix, again, it's not a ranking
or it's not a rating, it's aranking.
(08:55):
Look and really discern are yourtop two, your top two, are your
middle two, your middle two, andare your bottom two, your two
frustrations.
You can do them all.
And we all do them all.
It's looking through the lens,does do they bring me joy and
fulfillment?
And then personally look at whatam I doing on a day-to-day
(09:17):
basis, and how does that alignwith my results?
Like in my job and at home, am Ispending the majority of my time
in the things that bring me joyat the in the top two?
And if that's yes, fantastic.
That affirms that you're in theright place, doing the right
(09:38):
things, executing through lifein the right way, and that
you're filling yourself with joyand fulfillment.
But that's what we want forourselves.
That's what we want for thepeople that we work with.
If you have your assessmentresults and you identify with
those, but then you're lookingat your personal life and your
your work life and going, wow,I'm actually spending more time
(10:00):
doing things that frustrate me.
That's a great kind of sign tothen have a conversation.
Is it a conversation with yourspouse about just the
responsibilities at home?
And I'm doing a lot of thethings that frustrate me, and
that could be adding to whywe're having tense situations at
home.
We all have those.
(10:21):
Uh or is it, you know, uh, wow,I the majority of my job is in
my working frustrations.
Maybe I need to share this withmy supervisor, my leader, my who
whoever that I can work throughand and figure out could I
adjust?
Is there a different position?
(10:42):
Is there a different pathway forme?
Because if you're if thatperson's feeling that
frustration at work, theirleader is probably seeing it
too.
So it just is a great vehicle tokind of open the doors to
explain why things are happeningthe way they are, both in very
positive and more frustrating.
SPEAKER_04 (11:04):
I it's interesting to think about the personal side
because I took the test myselfthis past fall, and um I always
joke that I'm gonna do all thepersonality tests on my husband.
I haven't officially diss testhim yet, but I think I know what
he he's a CS for sure.
Like we're so opposite, it's noteven funny.
But I didn't think about likewhat is his working genius, so
(11:25):
now I need to do that becausethere's definitely times where,
and I know um Patrick talksabout this in the book as well,
like at home, how it it comesout in avoidance of tasks and
different things, and maybesometimes two spouses are
actually both bad at somethingand you don't realize it, and
then you get frustrated witheach other.
So it is interesting to thinkabout it from a personal
perspective as well.
(11:46):
Uh my results do make sense tome.
Like that, but I don't know.
I have to do a little bit ofreflecting about the at home.
I guess it probably does theretoo.
Like always the idea and askingquestions everywhere I go, even
with my children.
I'm sure that's one of theirareas of frustration with me.
But um, okay, so we're we'redoing some individual
(12:08):
assessment, comparing that toour personal lives, our work
lives.
Um, how does a leader use thatas a tool then?
SPEAKER_01 (12:15):
That's what I love.
I love that question and lovethat there is a team work
environment, a huge asset tothis assessment.
So all the six working geniusesare critical for all, you know,
like ultimate efficiency withinany industry.
You need someone that'swandering and inventing and
(12:38):
inventing, and then you needsomeone discerning is that a
good decision and galvanizingthe troops, and then you need
the execution.
So when we look at those sixgeniuses, there's there are then
three phases of work.
And we we look at them and andwe want to we need to have all
those three phases of work wherewe're doing the top two in
(13:01):
iteration.
We need to be having thatbrainstorming happen, and then
we need to have the discernmentin the in the center, and then
the execution at the bottomthrough all three of those.
So we need the three stages ofwork.
So as a leader, looking at yourteam as uh results and uh
(13:23):
discerning, I'm a D is my third.
You look at that and you yousay, where are gaps?
Do we have gaps?
If we do, where are they?
Who could we leverage on theteam that we could call into
utilizing maybe their uh workingcompetency that's in that uh
(13:46):
genius to kind of fill in a gap?
Or if you don't have it on yourteam, do you have someone maybe
outside your team but still inyour business that you could
call up to sit in that seat toreally help you make sure that
you're looking at the entirework process of project,
(14:06):
whatever you're working on, sothat you have all voices at the
table.
SPEAKER_04 (14:10):
So do you tend to see consistencies between the
different types of geniuses anddifferent levels of management
or leadership?
SPEAKER_01 (14:17):
No, no, you uh that's the beauty.
You know, we're all made in uhas individuals.
Any combination of genius inthose top two can be in any role
within an organization.
So there's not uh a lot of likein your top leadership team,
you're going to have all W's orall I's or G's or what have you.
(14:42):
You should see, because we areall individual people, some
variety.
Now you will have.
Now let's look for an example,and I was actually listening to
a Working Genius podcast, andthis was the example.
They were working with a lot ofaccountants, a high-level
accounting team.
They had lots of T's on thatteam.
They care about the details,they want to get the details
(15:05):
right, so they have a lot oftenacity there.
So they needed to become alittle bit more diversified so
that they're not just working onthe fine details, that they're
looking being able to step backand again look at the totality
of a work project and bringingin other voices that that is
their working genius and strongsuit to really bring to the
(15:28):
table.
So there are some uh likeworking geniuses that you you
can maybe anticipate on a team,but uh overall you should have
diversity because ofindividuals.
SPEAKER_04 (15:41):
We're all different.
So is that an area like ifyou're a leader and you're
assessing the team and you seegaps, that is that an area you
should be specifically lookingto fill then?
Yes.
Like when you're hiring andyou're looking at those types of
situations, like we might bemissing a galvanizer, and a
galvanizer is a really importantpart of a team.
SPEAKER_01 (16:00):
That is completely accurate.
So if you know you have a gap onthe team, utilizing and seeing,
trying to figure out in thehiring process, how do we ask
questions that really pull out agalvanizing type individual?
Offer the assessment too, andand find out.
But yes, if you do have a a gap,it is a wonderful kind of just
(16:23):
perspective to go, wow, we needto get that filled, either
internally will match or buyhigher.
SPEAKER_04 (16:30):
It'll match where the an organization may be
challenged or having someproblems.
Like if you're like, we alwayshave great ideas, uh, we just
really always have a hard timegetting over the line, then
maybe you don't have a lot of Tor E on your team, right?
SPEAKER_01 (16:42):
That is exactly right.
And that I'm so glad you broughtthat up because that is one of
the wonderful kind of activitiesthat you can go through once you
have your uh assessments, andthen we can do a team map.
You can actually get your teamall mapped out on one map so you
can easily see and discern,decipher where are there our
(17:03):
strengths and where are ouropportunities for improvement.
Um, but it really can uh helpyou figure out um what where to
go to next.
Like where where should we betaking this and where should we
go next with ensuring that wehave a fully represented team?
(17:28):
Which which I just love.
And then you can one of theexamples that an activity you
can do is when you see that,then look at one of your most
recent projects that didn't goso well and go, where was the
fault in in the process?
Where did we fail in thatprocess?
When you look at the stages ofwork, where did we fail?
(17:49):
And then you look at your mapand go, Oh, we didn't have as
much E and T there that we wethought in your example, or
maybe we didn't get enoughmomentum of excitement around
the project and we all just lostinterest, so we didn't have a G
there.
So it is you can really look at,you know, challenging projects
(18:11):
where they just didn't turn outvery well, and then use that as
a tool against your team map andsee is that telling us
something, gives us clarity.
SPEAKER_04 (18:21):
So I know there's different personality types.
We use disk a lot.
Um, we uh use this in the hiringprocess.
We've actually talked with youabout using the working genius
as a complementary tool in ourhiring process as well.
One of the eye-opening things tome in the disk um process is
really to understand howsomebody else communicates.
So, how can I meet them wherethey're at?
(18:43):
Um, how can that be used from aworking genius perspective?
Like, for example, you're a Tand E.
Is it exhausting for you to sitin the room with somebody who is
more a wonder or invention fortoo long?
Do you do you know what I'msaying?
Like, what does that look liketo help understand team
interaction with each other?
SPEAKER_01 (19:01):
Absolutely.
It it so let me say, with it isvery much equips people with
understanding other people.
Helps you understand yourself,but it helps you understand your
team.
And what I love about this toolis that it's pretty simple.
It's it's very straightforward,simple to help you really uh
(19:23):
figure out how to communicatewith others that are different
than you.
And when you understand who theyare and how they approach work,
you can better understand, okay,why are they communicating the
way they are?
Why am I communicating the way Iam?
Why are we having this friction?
Like now we understand we'reapproaching work from two
(19:46):
completely differentperspectives.
So while you may have thatfrustration, you can then gain
appreciation and kind ofunderstanding why is that
friction.
They talk a lot about this toolhelps uh give definition or uh
identify that invisiblefrustration that that those
(20:08):
interpersonal relationships thatwe butt up against in at work
and at home.
Like we just can't understandwhy we're not connecting or
clicking, or we're just we knowwe're different, what but you
can't put your finger on why.
This assessment can kind of helpyou just put language to that
invisible wall to make itvisible to help you understand.
(20:30):
And as the person, circling backto what you said, do I get
frustrated when as an ET in aroom with WIs?
No, I I know it's not my uh mybest work when I'm asked to be a
WI, so I really need to work atit a little bit harder.
But I also know as an ET, I needto appreciate the WIs because I
(20:53):
don't that's not my firstlanguage.
I love and am so grateful forpeople that are WIs because I
need that to make my workbetter.
So Well and they need you to getit done.
Right.
So it's vice versa.
And so I think it really helpsjust uh add appreciation for one
another.
In the graphic of the workinggenius, there the six working
(21:18):
geniuses are gears.
And I love that they're gears uhbecause it just that adds the
reinforces you need each one ofthem to have the best end result
possible.
And you can't take one outwithout not filling some sort of
gap.
(21:39):
Uh and so you it operating as ahighly effective team, having
each one is critical.
And we would advocate, yeah, ifyou don't have one, figure out
how you might supplement to getthat one, that seat filled.
SPEAKER_04 (21:54):
Well, I know we are I'm really excited personally to
understand better about it, tounderstand myself.
Better, but also to look at theteam and maybe just understand
the person, but also is ourexpectations of the role and the
person actually out of alignmentwith what their skill set is.
I because I am a wonder and aninventor.
(22:15):
Um sometimes I think other Iexpect other people to just ask
as many questions as I do, towant to dive deep as I do.
And um so I'm excited for theopportunity to be able to
embrace each other's strengthsand see how we can work to b
together better.
Um it's also nice to I thinksometimes be like, you know, I'm
(22:36):
actually really good at this.
So not to feel bad about thatsometimes.
Sometimes we feel bad about whatwe're good at, if that makes any
sense.
I don't know why.
SPEAKER_01 (22:44):
It does, it does.
And I think also then I we feelbad at what we're not good at.
And we shouldn't.
We just weren't made with thatbeing our strong suit.
So I think it goes both ways.
We feel good about or we feelbad about what we're really good
at when embrace that, love that,get your joy and your
(23:05):
fulfillment from that.
Also, on the reverse, on yourbottom two, that bring you
frustration.
That don't feel guilt, shame,anything about that.
That's not what you were made todo is your that brings you joy
and fulfillment.
There was another example that Iheard that I thought was so good
(23:26):
and it uh was an analogy aboutcars.
You know, there's a thousanddifferent cars out there and all
different kinds of makes andmodels for all different types
of purposes.
If I'm gonna um go off-roading,am I gonna get my little, you
know, convertible coupe out togo off-roading?
(23:47):
No, I'm not gonna do that.
That's not my best, that's notsetting myself up for success.
I'm gonna go get the fourfour-wheeler, the four by four
Jeep that's all tanked out sothat I can get go out and go uh
and experience that to the bestof my ability.
This we as people are the same.
(24:10):
We can't have an expectation forsomeone to be a wonderer and a
dreamer and a creative that ismade to be a details person,
vice versa.
You can't expect an uh wandererand an inventor to love the
details.
I also want to share, you can beat both ends of the spectrum.
(24:32):
There's you can be a W and a Tall wrapped up into one.
SPEAKER_04 (24:36):
That's an interesting combo.
SPEAKER_01 (24:38):
Right?
Right?
That you have all of thesewonderful uh ideas, but then you
love to get into the details.
You can be at both ends and youcan have a lot of diversity
across, because again, we're alldifferent.
We all have different makes andmodels that it's just about
really figuring out what terraindo you work best in?
SPEAKER_04 (25:00):
Is there a good ratio of like if you're looking
at your role, because we do haveto do all of the things, but is
there a good ratio for theamount of time that should be
spent on your geniuses versusyour frustrations to help keep a
healthy balance?
SPEAKER_01 (25:14):
That's such a good question.
I, you know, I don't have offlike a really good set
percentage.
I think the the way I understandit and the way I've interpreted
it is if you're spending themajority of your time in what
brings you joy and fulfillment,is that 50% plus in the things
(25:37):
that bring you joy andfulfillment, you are living a
really great, balanced life.
Now, competencies come in thereand your frustrations come in
there.
Your frustration should be thesmallest percentage of your
time.
You know, is that 10, 15percent?
Could be, but we're also gonnaall use all of those geniuses at
(26:00):
different times.
There's been times in my lifewhere I've been living in my
bottom two for the majority ofmy time.
And I grew a lot, I learned alot, I needed to be there at
that point in time.
And then, you know, it it ebbedand flowed, and then it uh it
worked itself out.
(26:20):
So I don't think um don't Iguess I bring that up as don't
get overly concerned if you dofind yourself spending a lot of
time in your frustrations forcertain periods of time, not
forever.
SPEAKER_04 (26:35):
Not as seasons.
SPEAKER_01 (26:36):
Not forever.
But yes, there's seasons that'slife that we all get to adapt
to.
SPEAKER_04 (26:41):
Yeah, I for us that's budgeting season.
So I am not a T and an E.
Those are my lowest, but duringbudgeting seasons, we gotta be
that.
So gotta be there.
It's a three to four monthperiod that I just know I need
to spend a little bit more timeon the details and getting
things over the finish lines.
SPEAKER_02 (26:56):
So yeah.
SPEAKER_04 (26:57):
That's so good.
SPEAKER_01 (26:58):
I'm so glad you know that about yourself.
I the same, you know, that Iknow where I need to be
sometimes that I just don'tenjoy it as much, but you gotta
jump in and do it.
SPEAKER_04 (27:08):
Well, I'm just learning about this, so I can't
wait to work with you more andcontinue to just have an
expanded knowledge of theworking genius and how to apply
that.
I really appreciate everythingthat you've shared with us
today, Deanna.
If somebody wanted to reach outto you individually or as a
company or a team to do a teamexercise, how would they get a
hold of you?
SPEAKER_01 (27:29):
You all of our information is right on our
website.
So look at for branchesconsulting.
Branches, we're out there, lookfor us.
I'm also on LinkedIn, uh, soyou're welcome to reach out to
me there as well.
SPEAKER_04 (27:41):
And you can always uh leave us a comment or we'll
make sure we get you in touchwith Deanna and the branches
team.
They're a really great andawesome resource for other
business owners in our area.
So we appreciate yourpartnership.
What likewise, we enjoy ourFierce team very much.
Thanks for tuning in to TorchTalk.
If today's story sparkssomething in you, share it with
a colleague, community leader,or future change maker.
(28:04):
Until next time, stay inspired,stay intentional, and keep your
fire burning.
Any combination of genius in those top two can be
in any role within anorganization.
So there's not uh a lot of likein your top leadership team,
you're going to have all W's orall I's or G's or what have you.
You should see, because we areall individual people, some
(00:23):
variety.
SPEAKER_04 (00:28):
Welcome back to Torch Talk, the show where we
spotlight bold leaders growingbusinesses and communities with
grit and purpose.
Today's guest is Deanna NicolSitka, director of Branches
Institute.
In this Torch Talk episode,we'll explore her Blaze Business
Conference presentation and takea deeper dive into how the
Working Genius Frameworkstrengthens teams and
(00:50):
leadership.
Welcome to Torch Talk, Deanna.
Thank you, Lindsay.
I am so excited to dive into allthings working genius.
So first tell us a little bitabout who you are and what you
do.
SPEAKER_01 (01:01):
Fantastic.
I'm Deanna.
I get to work at branches and Iget to do a couple of things
there.
Primarily, I do consulting workfor leadership development,
one-to-one coaching, small groupcoaching, really just getting to
work with incredible people,helping them feel better and
(01:21):
stronger and more confident inwhat they're doing, which is so
much fun.
SPEAKER_04 (01:24):
And you do a great job.
I know our team has done someexercises with you, and they
always love the chances whenthey get to be in the same room
as Deanna.
SPEAKER_01 (01:31):
So you've got a great team.
I love them.
I love them.
SPEAKER_04 (01:35):
Okay, so tell us what is working genius?
SPEAKER_01 (01:38):
So uh the the six types of working genius is an
assessment tool that we can useto really help us figure out
what is our productivity style.
And so it is an assessmentthat's 80% productivity insights
and 20% personality.
(01:58):
So there's lots of assessmentsout there that give us lots of
wonderful information.
What I love about the workinggenius is that it is focused on
productivity.
So it gives you insight to uhwhat do you love to do, what it
what fulfills you in the type ofwork that you're doing.
And also what I love about it isit helps teams figure out how to
(02:20):
work better together and moreefficient.
SPEAKER_04 (02:23):
I know I can't wait to dive into that part of it.
Like I am very curious aboutmyself personally, but then also
as a team, how does thisactually look when you put a
whole bunch of people together?
Um, and we just test everybody,but that's more a personality
test.
And so the this being aproductivity test, I love that
description of it.
It's more like, how are youworking?
And really, I think goingthrough the process of
(02:44):
identifying what frustrates youcan be a little bit liberating
because maybe we don't always wedo get frustrated, but we don't
always know why we're gettingfrustrated.
SPEAKER_01 (02:53):
That is spot on.
Spot on.
And that's what I love aboutthis assessment.
So it, I want to make sure thatwe're we're really clear in our
communication is that theworking genius is a ranking
system.
So it gives you six differentgeniuses that we all work in,
and it just ranks them.
(03:13):
What are your top two thatyou're best at?
What's the middle two that youdon't mind doing?
Um, but and you're good at it,but it just doesn't fulfill you
as the first two.
And then the bottom two are yourtwo that yes, you can still do,
but they frustrate you.
You you're just like, wow, whydon't I get joy from this?
And so it helps add clarityabout why you're feeling the way
(03:35):
that you're feeling in the workthat you're doing.
And then from a team perspectiveand a leader perspective, it
helps you figure out how toalign people in the right roles
that they're gonna feel reallyfulfilled in, really successful
in, and just it grow deeper as aperson, as an employee, and an
(03:55):
effective team member becauseyou know you got them in the
right seat, which is soexciting.
SPEAKER_04 (04:00):
Okay, so take us through what are the six
different types.
SPEAKER_01 (04:03):
So six different types start at the very top.
It's there's an acronym, widget.
So W is Wonder, I Invention, Ddiscernment, G galvanizer or
galvanizing, E is Enabler, andending out with T is tenacity.
(04:26):
What are your working geniuses?
I am an ET.
I love the details.
I'm an uh enabler is my uh topworking genius.
Uh hi.
Uh I'm a social worker by trade,and I love helping people.
Enablers, we love helping peopleand helping support people.
(04:47):
So I wasn't too surprised atthat one.
Uh, my second one is T, that'stenacity.
We love to finish projects.
Like I love that check mark atthe end of the at of a project.
So I love that.
SPEAKER_04 (04:58):
What are your top two?
Uh DI, which is funny becauseI'm also a DI on the disc test.
So that's easy to remember.
That makes it super easy.
That's nice.
So discernment and invention,which I think makes sense as
well.
Wonder is in the middle, and Ispend a fair amount of time um
on those things.
But so what is D?
D is discernment.
SPEAKER_01 (05:19):
Uh D loves to have things brought to them and look
at them and determine, is thisreally good?
Or maybe should we do sometweaking?
Discerners also like to ask lotsof questions.
Like, how do we get back here?
SPEAKER_04 (05:35):
I'm like, yeah, I always have a thousand
questions.
I almost can't go somewhere andnot have questions in my head.
Like, I wish I stoppedsometimes, but I don't have the
ability not to.
So that one did not surprise meat all.
How you're made.
Yes.
I love that.
SPEAKER_01 (05:50):
And then invention.
Invention is that uh you have anidea and then you just love to
iterate on it.
You love to figure out how tomake it better, tweak it, uh,
really just uh imagine, iterateon what could be.
SPEAKER_04 (06:08):
That explains you just like described Fierce in a
nutshell.
I've been have years ofiterating why you're so good at
what you do.
I love that.
Okay, so then let's talk aboutthe things that are not me and
you.
Um so what's left over?
SPEAKER_01 (06:22):
So let's start uh wonder.
Wonder is uh for people that aredoubles, they love to come up
with the big idea.
So they love to dream, they loveto just think, they love to uh
uh be creative and and think ofsomething out of nothing, kind
of.
So that's at the very top.
(06:44):
And then that's why uh I isnext, invention.
Inventors love that.
Give me an idea and let me runwith it, let me make it better.
So WI, we've talked about D, G,galvanizers, they love to rally
people around a common good,like a common project, a common
(07:06):
path, where we're going.
They love to encourage people,they love to support people,
they love to really just rallythe troops.
They are those people that wantto get everybody on the bus and
moving, which is every teamneeds one of those.
And then we have E, T, the atthe end, is those people that
(07:29):
love to take it across thefinish line.
So I think I already talkedabout that.
SPEAKER_04 (07:32):
So tell us how should somebody, you know, maybe
most of the people listening tothis podcast now have come to
the Blaze Expo.
They've taken the assessment, sothey maybe have an idea, they've
gotten little snippets.
How do you use the assessment toknow yourself better first?
How can you use that as apersonal tool?
SPEAKER_01 (07:50):
That is such a great question.
I think first, uh as you getyour results, really the the
first thing to do for anyone,all of us, is do I resonate with
this?
Is this really reflective of whoI think I am and what brings me
joy and fulfillment?
That's when you're looking atthose top two geniuses, looking
(08:12):
at is that what really brings mejoy and fulfillment?
And then also look at your nexttwo.
Those are your workingcompetencies.
Do I do am I good at those?
Am I am I pretty okay at those?
I don't mind doing them, butagain, don't bring me a lot of
fulfillment and really justreflect on that.
(08:33):
And then I think it's sometimeseven better to start with your
two frustrations and reflect onthose.
Are those two things, yeah, Ican do them, but they don't
bring me a lot of joy.
Keep looking at each set.
We could when we look at thesix, again, it's not a ranking
or it's not a rating, it's aranking.
(08:55):
Look and really discern are yourtop two, your top two, are your
middle two, your middle two, andare your bottom two, your two
frustrations.
You can do them all.
And we all do them all.
It's looking through the lens,does do they bring me joy and
fulfillment?
And then personally look at whatam I doing on a day-to-day
(09:17):
basis, and how does that alignwith my results?
Like in my job and at home, am Ispending the majority of my time
in the things that bring me joyat the in the top two?
And if that's yes, fantastic.
That affirms that you're in theright place, doing the right
(09:38):
things, executing through lifein the right way, and that
you're filling yourself with joyand fulfillment.
But that's what we want forourselves.
That's what we want for thepeople that we work with.
If you have your assessmentresults and you identify with
those, but then you're lookingat your personal life and your
your work life and going, wow,I'm actually spending more time
(10:00):
doing things that frustrate me.
That's a great kind of sign tothen have a conversation.
Is it a conversation with yourspouse about just the
responsibilities at home?
And I'm doing a lot of thethings that frustrate me, and
that could be adding to whywe're having tense situations at
home.
We all have those.
(10:21):
Uh or is it, you know, uh, wow,I the majority of my job is in
my working frustrations.
Maybe I need to share this withmy supervisor, my leader, my who
whoever that I can work throughand and figure out could I
adjust?
Is there a different position?
(10:42):
Is there a different pathway forme?
Because if you're if thatperson's feeling that
frustration at work, theirleader is probably seeing it
too.
So it just is a great vehicle tokind of open the doors to
explain why things are happeningthe way they are, both in very
positive and more frustrating.
SPEAKER_04 (11:04):
I it's interesting to think about the personal side
because I took the test myselfthis past fall, and um I always
joke that I'm gonna do all thepersonality tests on my husband.
I haven't officially diss testhim yet, but I think I know what
he he's a CS for sure.
Like we're so opposite, it's noteven funny.
But I didn't think about likewhat is his working genius, so
(11:25):
now I need to do that becausethere's definitely times where,
and I know um Patrick talksabout this in the book as well,
like at home, how it it comesout in avoidance of tasks and
different things, and maybesometimes two spouses are
actually both bad at somethingand you don't realize it, and
then you get frustrated witheach other.
So it is interesting to thinkabout it from a personal
perspective as well.
(11:46):
Uh my results do make sense tome.
Like that, but I don't know.
I have to do a little bit ofreflecting about the at home.
I guess it probably does theretoo.
Like always the idea and askingquestions everywhere I go, even
with my children.
I'm sure that's one of theirareas of frustration with me.
But um, okay, so we're we'redoing some individual
(12:08):
assessment, comparing that toour personal lives, our work
lives.
Um, how does a leader use thatas a tool then?
SPEAKER_01 (12:15):
That's what I love.
I love that question and lovethat there is a team work
environment, a huge asset tothis assessment.
So all the six working geniusesare critical for all, you know,
like ultimate efficiency withinany industry.
You need someone that'swandering and inventing and
(12:38):
inventing, and then you needsomeone discerning is that a
good decision and galvanizingthe troops, and then you need
the execution.
So when we look at those sixgeniuses, there's there are then
three phases of work.
And we we look at them and andwe want to we need to have all
those three phases of work wherewe're doing the top two in
(13:01):
iteration.
We need to be having thatbrainstorming happen, and then
we need to have the discernmentin the in the center, and then
the execution at the bottomthrough all three of those.
So we need the three stages ofwork.
So as a leader, looking at yourteam as uh results and uh
(13:23):
discerning, I'm a D is my third.
You look at that and you yousay, where are gaps?
Do we have gaps?
If we do, where are they?
Who could we leverage on theteam that we could call into
utilizing maybe their uh workingcompetency that's in that uh
(13:46):
genius to kind of fill in a gap?
Or if you don't have it on yourteam, do you have someone maybe
outside your team but still inyour business that you could
call up to sit in that seat toreally help you make sure that
you're looking at the entirework process of project,
(14:06):
whatever you're working on, sothat you have all voices at the
table.
SPEAKER_04 (14:10):
So do you tend to see consistencies between the
different types of geniuses anddifferent levels of management
or leadership?
SPEAKER_01 (14:17):
No, no, you uh that's the beauty.
You know, we're all made in uhas individuals.
Any combination of genius inthose top two can be in any role
within an organization.
So there's not uh a lot of likein your top leadership team,
you're going to have all W's orall I's or G's or what have you.
(14:42):
You should see, because we areall individual people, some
variety.
Now you will have.
Now let's look for an example,and I was actually listening to
a Working Genius podcast, andthis was the example.
They were working with a lot ofaccountants, a high-level
accounting team.
They had lots of T's on thatteam.
They care about the details,they want to get the details
(15:05):
right, so they have a lot oftenacity there.
So they needed to become alittle bit more diversified so
that they're not just working onthe fine details, that they're
looking being able to step backand again look at the totality
of a work project and bringingin other voices that that is
their working genius and strongsuit to really bring to the
(15:28):
table.
So there are some uh likeworking geniuses that you you
can maybe anticipate on a team,but uh overall you should have
diversity because ofindividuals.
SPEAKER_04 (15:41):
We're all different.
So is that an area like ifyou're a leader and you're
assessing the team and you seegaps, that is that an area you
should be specifically lookingto fill then?
Yes.
Like when you're hiring andyou're looking at those types of
situations, like we might bemissing a galvanizer, and a
galvanizer is a really importantpart of a team.
SPEAKER_01 (16:00):
That is completely accurate.
So if you know you have a gap onthe team, utilizing and seeing,
trying to figure out in thehiring process, how do we ask
questions that really pull out agalvanizing type individual?
Offer the assessment too, andand find out.
But yes, if you do have a a gap,it is a wonderful kind of just
(16:23):
perspective to go, wow, we needto get that filled, either
internally will match or buyhigher.
SPEAKER_04 (16:30):
It'll match where the an organization may be
challenged or having someproblems.
Like if you're like, we alwayshave great ideas, uh, we just
really always have a hard timegetting over the line, then
maybe you don't have a lot of Tor E on your team, right?
SPEAKER_01 (16:42):
That is exactly right.
And that I'm so glad you broughtthat up because that is one of
the wonderful kind of activitiesthat you can go through once you
have your uh assessments, andthen we can do a team map.
You can actually get your teamall mapped out on one map so you
can easily see and discern,decipher where are there our
(17:03):
strengths and where are ouropportunities for improvement.
Um, but it really can uh helpyou figure out um what where to
go to next.
Like where where should we betaking this and where should we
go next with ensuring that wehave a fully represented team?
(17:28):
Which which I just love.
And then you can one of theexamples that an activity you
can do is when you see that,then look at one of your most
recent projects that didn't goso well and go, where was the
fault in in the process?
Where did we fail in thatprocess?
When you look at the stages ofwork, where did we fail?
(17:49):
And then you look at your mapand go, Oh, we didn't have as
much E and T there that we wethought in your example, or
maybe we didn't get enoughmomentum of excitement around
the project and we all just lostinterest, so we didn't have a G
there.
So it is you can really look at,you know, challenging projects
(18:11):
where they just didn't turn outvery well, and then use that as
a tool against your team map andsee is that telling us
something, gives us clarity.
SPEAKER_04 (18:21):
So I know there's different personality types.
We use disk a lot.
Um, we uh use this in the hiringprocess.
We've actually talked with youabout using the working genius
as a complementary tool in ourhiring process as well.
One of the eye-opening things tome in the disk um process is
really to understand howsomebody else communicates.
So, how can I meet them wherethey're at?
(18:43):
Um, how can that be used from aworking genius perspective?
Like, for example, you're a Tand E.
Is it exhausting for you to sitin the room with somebody who is
more a wonder or invention fortoo long?
Do you do you know what I'msaying?
Like, what does that look liketo help understand team
interaction with each other?
SPEAKER_01 (19:01):
Absolutely.
It it so let me say, with it isvery much equips people with
understanding other people.
Helps you understand yourself,but it helps you understand your
team.
And what I love about this toolis that it's pretty simple.
It's it's very straightforward,simple to help you really uh
(19:23):
figure out how to communicatewith others that are different
than you.
And when you understand who theyare and how they approach work,
you can better understand, okay,why are they communicating the
way they are?
Why am I communicating the way Iam?
Why are we having this friction?
Like now we understand we'reapproaching work from two
(19:46):
completely differentperspectives.
So while you may have thatfrustration, you can then gain
appreciation and kind ofunderstanding why is that
friction.
They talk a lot about this toolhelps uh give definition or uh
identify that invisiblefrustration that that those
(20:08):
interpersonal relationships thatwe butt up against in at work
and at home.
Like we just can't understandwhy we're not connecting or
clicking, or we're just we knowwe're different, what but you
can't put your finger on why.
This assessment can kind of helpyou just put language to that
invisible wall to make itvisible to help you understand.
(20:30):
And as the person, circling backto what you said, do I get
frustrated when as an ET in aroom with WIs?
No, I I know it's not my uh mybest work when I'm asked to be a
WI, so I really need to work atit a little bit harder.
But I also know as an ET, I needto appreciate the WIs because I
(20:53):
don't that's not my firstlanguage.
I love and am so grateful forpeople that are WIs because I
need that to make my workbetter.
So Well and they need you to getit done.
Right.
So it's vice versa.
And so I think it really helpsjust uh add appreciation for one
another.
In the graphic of the workinggenius, there the six working
(21:18):
geniuses are gears.
And I love that they're gears uhbecause it just that adds the
reinforces you need each one ofthem to have the best end result
possible.
And you can't take one outwithout not filling some sort of
gap.
(21:39):
Uh and so you it operating as ahighly effective team, having
each one is critical.
And we would advocate, yeah, ifyou don't have one, figure out
how you might supplement to getthat one, that seat filled.
SPEAKER_04 (21:54):
Well, I know we are I'm really excited personally to
understand better about it, tounderstand myself.
Better, but also to look at theteam and maybe just understand
the person, but also is ourexpectations of the role and the
person actually out of alignmentwith what their skill set is.
I because I am a wonder and aninventor.
(22:15):
Um sometimes I think other Iexpect other people to just ask
as many questions as I do, towant to dive deep as I do.
And um so I'm excited for theopportunity to be able to
embrace each other's strengthsand see how we can work to b
together better.
Um it's also nice to I thinksometimes be like, you know, I'm
(22:36):
actually really good at this.
So not to feel bad about thatsometimes.
Sometimes we feel bad about whatwe're good at, if that makes any
sense.
I don't know why.
SPEAKER_01 (22:44):
It does, it does.
And I think also then I we feelbad at what we're not good at.
And we shouldn't.
We just weren't made with thatbeing our strong suit.
So I think it goes both ways.
We feel good about or we feelbad about what we're really good
at when embrace that, love that,get your joy and your
(23:05):
fulfillment from that.
Also, on the reverse, on yourbottom two, that bring you
frustration.
That don't feel guilt, shame,anything about that.
That's not what you were made todo is your that brings you joy
and fulfillment.
There was another example that Iheard that I thought was so good
(23:26):
and it uh was an analogy aboutcars.
You know, there's a thousanddifferent cars out there and all
different kinds of makes andmodels for all different types
of purposes.
If I'm gonna um go off-roading,am I gonna get my little, you
know, convertible coupe out togo off-roading?
(23:47):
No, I'm not gonna do that.
That's not my best, that's notsetting myself up for success.
I'm gonna go get the fourfour-wheeler, the four by four
Jeep that's all tanked out sothat I can get go out and go uh
and experience that to the bestof my ability.
This we as people are the same.
(24:10):
We can't have an expectation forsomeone to be a wonderer and a
dreamer and a creative that ismade to be a details person,
vice versa.
You can't expect an uh wandererand an inventor to love the
details.
I also want to share, you can beat both ends of the spectrum.
(24:32):
There's you can be a W and a Tall wrapped up into one.
SPEAKER_04 (24:36):
That's an interesting combo.
SPEAKER_01 (24:38):
Right?
Right?
That you have all of thesewonderful uh ideas, but then you
love to get into the details.
You can be at both ends and youcan have a lot of diversity
across, because again, we're alldifferent.
We all have different makes andmodels that it's just about
really figuring out what terraindo you work best in?
SPEAKER_04 (25:00):
Is there a good ratio of like if you're looking
at your role, because we do haveto do all of the things, but is
there a good ratio for theamount of time that should be
spent on your geniuses versusyour frustrations to help keep a
healthy balance?
SPEAKER_01 (25:14):
That's such a good question.
I, you know, I don't have offlike a really good set
percentage.
I think the the way I understandit and the way I've interpreted
it is if you're spending themajority of your time in what
brings you joy and fulfillment,is that 50% plus in the things
(25:37):
that bring you joy andfulfillment, you are living a
really great, balanced life.
Now, competencies come in thereand your frustrations come in
there.
Your frustration should be thesmallest percentage of your
time.
You know, is that 10, 15percent?
Could be, but we're also gonnaall use all of those geniuses at
(26:00):
different times.
There's been times in my lifewhere I've been living in my
bottom two for the majority ofmy time.
And I grew a lot, I learned alot, I needed to be there at
that point in time.
And then, you know, it it ebbedand flowed, and then it uh it
worked itself out.
(26:20):
So I don't think um don't Iguess I bring that up as don't
get overly concerned if you dofind yourself spending a lot of
time in your frustrations forcertain periods of time, not
forever.
SPEAKER_04 (26:35):
Not as seasons.
SPEAKER_01 (26:36):
Not forever.
But yes, there's seasons that'slife that we all get to adapt
to.
SPEAKER_04 (26:41):
Yeah, I for us that's budgeting season.
So I am not a T and an E.
Those are my lowest, but duringbudgeting seasons, we gotta be
that.
So gotta be there.
It's a three to four monthperiod that I just know I need
to spend a little bit more timeon the details and getting
things over the finish lines.
SPEAKER_02 (26:56):
So yeah.
SPEAKER_04 (26:57):
That's so good.
SPEAKER_01 (26:58):
I'm so glad you know that about yourself.
I the same, you know, that Iknow where I need to be
sometimes that I just don'tenjoy it as much, but you gotta
jump in and do it.
SPEAKER_04 (27:08):
Well, I'm just learning about this, so I can't
wait to work with you more andcontinue to just have an
expanded knowledge of theworking genius and how to apply
that.
I really appreciate everythingthat you've shared with us
today, Deanna.
If somebody wanted to reach outto you individually or as a
company or a team to do a teamexercise, how would they get a
hold of you?
SPEAKER_01 (27:29):
You all of our information is right on our
website.
So look at for branchesconsulting.
Branches, we're out there, lookfor us.
I'm also on LinkedIn, uh, soyou're welcome to reach out to
me there as well.
SPEAKER_04 (27:41):
And you can always uh leave us a comment or we'll
make sure we get you in touchwith Deanna and the branches
team.
They're a really great andawesome resource for other
business owners in our area.
So we appreciate yourpartnership.
What likewise, we enjoy ourFierce team very much.
Thanks for tuning in to TorchTalk.
If today's story sparkssomething in you, share it with
a colleague, community leader,or future change maker.
(28:04):
Until next time, stay inspired,stay intentional, and keep your
fire burning.
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Betrayal Weekly
Betrayal Weekly is back for a new season. Every Thursday, Betrayal Weekly shares first-hand accounts of broken trust, shocking deceptions, and the trail of destruction they leave behind. Hosted by Andrea Gunning, this weekly ongoing series digs into real-life stories of betrayal and the aftermath. From stories of double lives to dark discoveries, these are cautionary tales and accounts of resilience against all odds. From the producers of the critically acclaimed Betrayal series, Betrayal Weekly drops new episodes every Thursday. If you would like to share your story, you can reach out to the Betrayal Team by emailing them at betrayalpod@gmail.com and follow us on Instagram at @betrayalpod and @glasspodcasts. Please join our Substack for additional exclusive content, curated book recommendations, and community discussions. Sign up FREE by clicking this link Beyond Betrayal Substack. Join our community dedicated to truth, resilience, and healing. Your voice matters! Be a part of our Betrayal journey on Substack.