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sonora_jean's review against another edition
informative
fast-paced
2.0
The model the 6 types of working geniuses is intuitive and helpful. Unfortunately this book is mostly an exposition about how the idea was developed and there was little information about how to practically implement it. Essentially a glorified sales pitch.
melanna's review against another edition
informative
reflective
fast-paced
3.0
I think this is a good lens to work through for teams. It feels like a bit of a reworking of strength finder and the ideas in “go out your strengths to work.” But a bit snappier.
I have worked on many lopsided teams and can see how making sure the right geniuses are represented could be helpful.
I got annoyed at the characters in the fable. It felt like it was trying to hard for character development, but maybe it was just fleshed out in unnecessary places to hit a word count quota. I would have preferred more application examples of the geniuses at work.
I also hate that there isn’t a code for the assessment included in the book.
I have worked on many lopsided teams and can see how making sure the right geniuses are represented could be helpful.
I got annoyed at the characters in the fable. It felt like it was trying to hard for character development, but maybe it was just fleshed out in unnecessary places to hit a word count quota. I would have preferred more application examples of the geniuses at work.
I also hate that there isn’t a code for the assessment included in the book.
kepheus's review
3.0
Let me get one thing clear first: this is a review of the book. The Working Genius model is awesome. I love it and have been evangelizing to anyone who will listen. (My only quibble is that the responding versus disrupting grouping of geniuses is a false dichotomy.) The book though...
A number of other reviewers have noted that they have followed along through the podcast. Yes, you can get all the details of the model, the stories, and more for free by listening to the Working Genius podcast. The book closes with a call to action of taking the assessment which, having read the book, you likely don't need. In the event you're not sure what your geniuses are though, the assessment is there... for another $25 USD. No one-time use code, no discount, just a straight ask for more money.
That likely wouldn't bother me if this were another high-level leadership book, but it isn't. This is something I think - and the author reinforces - would be beneficial to a much broader audience, so asking me to double my investment for an assessment which is probably 18 or 24 questions long seems a little opportunistic. Not surprising, mind you - we are dealing with capitalist business consultants here, and they're entitled to solicit a return on their investment - but still disappointing.
And that leads me to the crux of my review: the fable. When we get to the meat of the synthesis of the model, it's pretty decent. However, it's populated with characters who are seemingly exclusively privileged, white, middle-aged people (except poor Javier who Anna can’t remember and is forgotten thereafter). Also, if the younger employees referring to themselves as "the littles" are only referring to their age, it's not great, but if it’s a callback to Bull’s "rapper name"... ugh. The fable part of the writing is pedestrian at best, but so often veers into cringe as to make it unpleasant to read for nearly half the book. Also, the number of wasted pages at the start of the book to preserve the presentation of "chapters" is an insult to the trees that went into producing it. It made me regret not waiting for an ebook.
The thing here is that The Table Group generally advocates for a very humanistic approach to work (for capitalists), and so seeing them stay within their safe space and not engage more thoroughly with the world when I really think this model could help a lot of people is thoroughly disappointing.
A number of other reviewers have noted that they have followed along through the podcast. Yes, you can get all the details of the model, the stories, and more for free by listening to the Working Genius podcast. The book closes with a call to action of taking the assessment which, having read the book, you likely don't need. In the event you're not sure what your geniuses are though, the assessment is there... for another $25 USD. No one-time use code, no discount, just a straight ask for more money.
That likely wouldn't bother me if this were another high-level leadership book, but it isn't. This is something I think - and the author reinforces - would be beneficial to a much broader audience, so asking me to double my investment for an assessment which is probably 18 or 24 questions long seems a little opportunistic. Not surprising, mind you - we are dealing with capitalist business consultants here, and they're entitled to solicit a return on their investment - but still disappointing.
And that leads me to the crux of my review: the fable. When we get to the meat of the synthesis of the model, it's pretty decent. However, it's populated with characters who are seemingly exclusively privileged, white, middle-aged people (except poor Javier who Anna can’t remember and is forgotten thereafter). Also, if the younger employees referring to themselves as "the littles" are only referring to their age, it's not great, but if it’s a callback to Bull’s "rapper name"... ugh. The fable part of the writing is pedestrian at best, but so often veers into cringe as to make it unpleasant to read for nearly half the book. Also, the number of wasted pages at the start of the book to preserve the presentation of "chapters" is an insult to the trees that went into producing it. It made me regret not waiting for an ebook.
The thing here is that The Table Group generally advocates for a very humanistic approach to work (for capitalists), and so seeing them stay within their safe space and not engage more thoroughly with the world when I really think this model could help a lot of people is thoroughly disappointing.
ejhollister's review against another edition
challenging
informative
inspiring
reflective
fast-paced
5.0
So helpful in understanding why I love certain aspects of my career more than others.
10_4tina's review
challenging
emotional
hopeful
informative
inspiring
reflective
fast-paced
4.25
Illuminating. Genius. Fascinating.
Concept is 5/5. Book is 2.5/5.
I loved this concept. It unlocked so many of my frustrations with the way my team functions at work. I don't know that it unlocked a ton for me personally, but some and definitely a ton on the types of teams I like working in.
Julia told me about this concept and I was hooked. I devoured this book in a weekend and sparked several conversations about it throughout the next couple weeks. We knew one of my frustrations and one of my geniuses instantly and through reading the book I feel decently sure of my others. I truly can't get enough of this concept.
The book was fine. It honestly felt so similar to Katelyn and I describing how our idea grew. In retrospect, that doesn't make a great book, but it's fine and the concept is so good I'm okay with mediocrity in the book itself. It's still fun to see where the idea came from.
What did I highlight?
Incrementalism:
-Progressive meetings involve stopping to explain a new idea to new people from scratch. This helps the original team to get clear about what they've come up with and even iterate as they present to new people. This also provides a source of fresh, new input.
Committee:
-Hope is not a strategy.
Diagnosis:
-People paying dues is bullshit, especially if it means doing things they're not good at in order to prove that they're worthy of doing what they're great at.
-They hire people to do one job and the ones who are good at it get promoted to different jobs requiring different skills, often they don't do well in their new jobs because they were much better suited for their old jobs. People who would be great at the new jobs never get promoted because they were bad at the old jobs.
Model and Assessment:
-Responsive (respond to external stimulus) vs. Disruptive (initiate and provoke change when they see a need for it even if others aren't calling for it) genius
-Responsive: Wonder (respond to environment to observe to generate questions - they don't set out to change the world, they simply behold it), Discernment (they respond to inventors' ideas and curate what the world puts in front of them), Enablement (they respond to the stated requests of others, most often someone galvanizing for support, ready to provide what is needed even before it has been completely specified or requested but don't initiate support before it is needed)
-Disruptive: Invention (see a problem and come up with a novel solution to deny the status quo, creating useful havoc and add value to a situation), Galvanizing (initiate change by rallying people, recruiting, organizing, and inspiring others, disrupting others to shift prioritizes around what needs to be done), Tenacity (disrupt by identifying obstacles and moving through them, determined to complete a project regardless of what stands in the way)
-I will look for ways to use my strengths in my frustrations (ie: using invention and discernment in enablement to try to help, withering when being asked to do something a certain way)
Wonder is certainly one of my geniuses. Discernment is one of my frustrations. I think Galvanizing is my second genius and Enablement is my second frustration.
This was a fascinating concept I haven't stopped thinking about.
Concept is 5/5. Book is 2.5/5.
I loved this concept. It unlocked so many of my frustrations with the way my team functions at work. I don't know that it unlocked a ton for me personally, but some and definitely a ton on the types of teams I like working in.
Julia told me about this concept and I was hooked. I devoured this book in a weekend and sparked several conversations about it throughout the next couple weeks. We knew one of my frustrations and one of my geniuses instantly and through reading the book I feel decently sure of my others. I truly can't get enough of this concept.
The book was fine. It honestly felt so similar to Katelyn and I describing how our idea grew. In retrospect, that doesn't make a great book, but it's fine and the concept is so good I'm okay with mediocrity in the book itself. It's still fun to see where the idea came from.
What did I highlight?
Incrementalism:
-Progressive meetings involve stopping to explain a new idea to new people from scratch. This helps the original team to get clear about what they've come up with and even iterate as they present to new people. This also provides a source of fresh, new input.
Committee:
-Hope is not a strategy.
Diagnosis:
-People paying dues is bullshit, especially if it means doing things they're not good at in order to prove that they're worthy of doing what they're great at.
-They hire people to do one job and the ones who are good at it get promoted to different jobs requiring different skills, often they don't do well in their new jobs because they were much better suited for their old jobs. People who would be great at the new jobs never get promoted because they were bad at the old jobs.
Model and Assessment:
-Responsive (respond to external stimulus) vs. Disruptive (initiate and provoke change when they see a need for it even if others aren't calling for it) genius
-Responsive: Wonder (respond to environment to observe to generate questions - they don't set out to change the world, they simply behold it), Discernment (they respond to inventors' ideas and curate what the world puts in front of them), Enablement (they respond to the stated requests of others, most often someone galvanizing for support, ready to provide what is needed even before it has been completely specified or requested but don't initiate support before it is needed)
-Disruptive: Invention (see a problem and come up with a novel solution to deny the status quo, creating useful havoc and add value to a situation), Galvanizing (initiate change by rallying people, recruiting, organizing, and inspiring others, disrupting others to shift prioritizes around what needs to be done), Tenacity (disrupt by identifying obstacles and moving through them, determined to complete a project regardless of what stands in the way)
-I will look for ways to use my strengths in my frustrations (ie: using invention and discernment in enablement to try to help, withering when being asked to do something a certain way)
Wonder is certainly one of my geniuses. Discernment is one of my frustrations. I think Galvanizing is my second genius and Enablement is my second frustration.
This was a fascinating concept I haven't stopped thinking about.
quigkin's review
informative
reflective
fast-paced
4.5
6 Types of Working Genius is a quick read. The author uses narrative in the first 80% of the book, which he titles The Fable, to explain the concept of working geniuses and how they impact and apply to our work and everyday life. In the remaining 20%, the author looks at the 6 types through various lenses helping us to understand their applicability to the success and failure of projects and work conversations. This is a must read for those who find themselves unhappy at work or even wondering why even their dream job isn't as fulfilling as they hoped.