Coaching practices for Native Genius Wiseman

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Native Genius Wiseman, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• I’ve got talented people but I keep slotting them in by whoever’s free or whatever their title says, and I can feel their real gifts going to waste
• We decide things by group vote and the loud idea-lovers always carry the room, while the one person whose gut is usually right about what won’t work gets drowned out
• I’ve got a new hire starting and the lazy move is to just hand them whatever’s piled up in the backlog
• I keep dragging the big-picture dreamers into the tedious finishing work and asking my finishers to brainstorm wild ideas, and everyone’s miserable and the handoffs are a mess
• I pour my energy into clever little optimizations and edge-case improvements while some giant, obvious way to blow the whole thing up sits there untouched

Practices that may help

1. Become a talent magnet: attract and deploy people at their best
   Multipliers find what people do naturally well and put them in conditions where that genius is essential.
   Multipliers: How Leaders Amplify the Intelligence Around Them
2. Route decisions to your Discernment genius
   Evaluation decisions drain Wonder and Tenacity geniuses — protect your evaluators and route decisions to them.
   The 6 Types of Working Genius (Patrick Lencioni)
3. Use genius mapping in onboarding
   Surface a new hire’s geniuses early so you design their role around energy, not just skills.
   The 6 Types of Working Genius (Patrick Lencioni)
4. The 6 Types of Working Genius (Patrick Lencioni)
   Patrick Lencioni’s Working Genius model describes six activities — Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity — that are required to complete any meaningful work. Each person finds two of these energizing (geniuses), two draining (frustrations), and two neutral (competencies). The model is a practitioner framework; it lacks independent peer-reviewed validation, but it provides a practically useful vocabulary for team role awareness.
5. Assign project phases to genius-matched people
   Route early ideation to Wonder/Invention geniuses and execution phases to Tenacity geniuses.
   The 6 Types of Working Genius (Patrick Lencioni)
6. Optimize for avoiding stupidity, not brilliance
   Munger: "It is remarkable how much long-term advantage people like us have gotten by trying to be consistently not stupid."
   Inversion: Solve Problems Backward
7. Name frustrations without shame
   Frustrations are not weaknesses — they’re a mismatch signal that the team can act on.
   The 6 Types of Working Genius (Patrick Lencioni)
8. Multipliers: How Leaders Amplify the Intelligence Around Them
   Liz Wiseman’s research found that the best leaders — Multipliers — extract far more capability from their people than average leaders do, not by being smarter, but by creating conditions where others’ intelligence can fully operate. Diminishers, the opposite, may be brilliant and well-intentioned but systematically suppress the thinking around them. The research is interview-based across multiple organizations — observational, not experimental — but the mechanisms align with well-established research on autonomy, self-efficacy, and psychological safety.
9. Quantity first: generate the most ideas possible before evaluating any
   The best way to have a good idea is to have many ideas — originality rises with volume, so generate recklessly before selecting.
   The Beginner’s Mind in Creative Practice
10. Identify your two working geniuses
    Name the two of the six activities that consistently energize you, not just where you perform well.
    The 6 Types of Working Genius (Patrick Lencioni)

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