If your team isn’t responding the way you expect, if feedback feels off, alignment is slow, or conversations stay surface-level, you may not have a clarity problem.

You may have a trust problem.

For a long time, I think people have thought about trust the same way they think about charisma. You either have it… or you don’t.

I remember being introduced to a program focused on teaching charisma, and I had this moment where it just kind of hit me:

Wait… this can actually be taught?

I had always assumed charisma was something people either naturally had or didn’t. I didn’t think it was something you could learn.

But it is.

And over time, I’ve come to believe:

Trust works in a very similar way.
When we think about charisma, what we’re really describing is how someone makes us feel.
We feel seen. We feel heard. We feel comfortable. We feel drawn in.
It’s not about being flashy or impressive—it’s about presence.

And when you break it down like that, it starts to look a lot less like a personality trait and a lot more like a set of small, intentional behaviors.  Making eye contact. Asking thoughtful questions. Listening without interrupting. Being fully present.

Not complicated. But noticeable.

And here’s where it gets interesting.

Those same behaviors, the ones that make someone feel comfortable, are also the ones that make someone feel safe.

And that’s the foundation of trust.

To be clear, charisma and trust aren’t the same thing.  Charisma can be about how we’re perceived. Trust is about how we consistently show up.  Not to impress people, but to genuinely connect with them.

And this connects to something I’ve been thinking a lot about lately, clarity.
Clarity is powerful. It drives alignment, accountability, and results.
But here’s what I see over and over again:

Clarity only works when trust is already in place.

Otherwise, that same clarity, feedback, direction, expectations, can feel personal, misinterpreted, or even threatening.
That’s what I mean when I say:

Clarity without trust becomes ammunition.

Not because the clarity is wrong, but because the foundation underneath it isn’t strong enough yet.
So if trust is the foundation, the question becomes:

How do we actually build it?

Because while trust is something most leaders value deeply, it’s not always something we’ve been shown how to build in a practical way.

The good news?  It’s not complicated—but it does require intention.

5 Practical Ways to Build Trust on Your Team

​1. Replace assumptions with curiosity When trust is low, assumptions are high.
We see behavior and jump to conclusions: “They’re disengaged.” “They don’t care.” “They’re slowing things down.”
But often, we’re missing part of the picture.
Pause and ask: “What might be going on here?”
Curiosity creates space—and space builds trust.

2. Be open about how you work Trust grows when people don’t have to guess who you are.
Start simple: “I tend to think things through before I speak.” “I like to move quickly once we’ve decided.” “I ask a lot of questions upfront so I can understand the bigger picture.”
When leaders go first, it gives others permission to do the same.

3. Align work with energy, not just capability Just because someone can do something doesn’t mean it’s where they do their best work.
When people spend too much time in work that drains them, energy drops—and so does trust.
Ask: “Who would actually enjoy owning this?”
That one question can change both performance and trust.

4. Reframe behavior before you react to it A lot of trust breaks down in misinterpretation.
What looks like overthinking might be someone trying to fully understand. What feels like criticism might be someone trying to improve the outcome. What seems like urgency might be someone trying to move things forward.
Instead of reacting, ask: “What might this person be seeing that I’m not?”
That shift builds respect—and trust—quickly.

5. Follow through on small commitments Trust isn’t built in big speeches—it’s built in consistency.
End every meeting with: One clear owner. One clear timeline.
And then—close the loop.
Reliability builds trust faster than almost anything else.

Trust isn’t built in big, dramatic moments.
It’s built in small ones.
Just like that realization I had years ago about charisma, that it’s not something you either have or don’t,
Trust is something you build.
One interaction at a time. One follow-through at a time. One moment of presence at a time.
And when trust is strong:
Clarity lands the way it’s meant to. Feedback feels helpful. And teams start to work the way they’re capable of.

By Kathy Gilmore
​
This year, my word is Clarity. But here’s what I’ve learned facilitating Working Genius team sessions:
Clarity, by itself, is not neutral.

In every session, I show a slide of the Five Dysfunctions of a Team pyramid by Patrick Lencioni. I don’t walk through the entire model.

I highlight one thing. The base. Trust.

And then I say:

“Working Genius is a language. And we are sharing this language on a foundation of trust.”
I say this because clarity without trust becomes ammunition.

When teams first learn their Genius, there’s relief. There’s laughter. There’s recognition.
But if trust isn’t strong, something subtle shifts.

• “He’s Invention — he just throws ideas out there.”
• “That’s Tenacity being stubborn again.”
• “She’s high Wonder — that’s why she slows us down.”

That’s not clarity. That’s judgment dressed up like a framework.

Working Genius is powerful because it names how people naturally contribute to work.

But the Five Dysfunctions model starts with trust for a reason. Without trust, teams avoid real conflict. They hesitate to commit. They soften accountability. Results drift.

Clarity accelerates healthy teams. It exposes fragile ones.
In healthy environments, the conversation sounds different:

“I need more time to think before I commit.”
“I’m generating ideas — I need help refining them.”
“I’m pushing for action — tell me if I’m moving too fast.”

Same wiring. Completely different impact.  If your team is experiencing friction right now, it may not be dysfunction.
It may be clarity introduced without a trust container.

A facilitated Working Genius session doesn’t just reveal wiring. It establishes the foundation that makes clarity safe.
If this feels timely, I have a few openings in the coming weeks.

Let’s start with a conversation.

Interest Form Here (or just send me a note). 

Next: How Working Genius intersects with Fear of Conflict — and why some teams avoid healthy debate without realizing it.

By Kathy Gilmore, President, VIA/GCAMP

Lately, I’ve been thinking about how much teams are being asked to hold.   Not just more work — but more change. More ambiguity. More decisions without clean answers.

We’re no longer in a season of change. Many leaders describe this as an Era of Change — where constant adjustment is simply part of the job. I’ve heard this framing most clearly from our friend Erin Ramirez and it resonates deeply with what I’m seeing in our companies and the teams we work with.

​When pressure increases, something predictable happens: people don’t become different — they become more themselves.

• Some ask bigger questions.
• Some generate ideas quickly.
• Some push for action.
• Some slow things down to get it right.
• Some quietly carry the load so others don’t have to.

​None of these responses are wrong. But without shared understanding, pressure turns difference into friction. 

This is where adaptability and Working Genius intersect for me. Pressure doesn’t create new behaviors — it reveals existing ones.

Healthy teams don’t eliminate pressure. They learn how to navigate it together.
That’s why we’ve been evolving Your Genius Guide to look more closely at how each Working Genius shows up under pressure — not just in theory, but in the real, messy moments teams are living through right now.

It’s also why more teams are booking Working Genius team sessions. When pressure is high, understanding how people naturally contribute — and where frustration builds — is often the fastest way to reduce friction, reset how the team works together, and build shared capacity for what’s ahead.

And for leaders who are carrying the added weight of navigating constant change, we’ve partnered with Erin Ramirez on our Adaptable Manager program — to help leaders build the capacity to hold more, lead through ambiguity, and support their teams without burning out.

Different lenses. Same goal: healthier teams that can navigate this Era of Change together.
If this sounds like what your team is experiencing, we'd love to start with a conversation.

Happy Holidays! 

For those who know me… I’ll say it up front: I’m a little obsessed with Working Genius.
​
Over Thanksgiving, I was reminded that work never really escapes us. Even on our most restful days, there’s still a dishwasher to load, a table to set, garbage to take out, or a store to run to. And while some of that work energizes us, other parts quietly drain us.

That’s where Working Genius has been unexpectedly helpful for me — not as a label, but as language. Language that helps explain why certain tasks feel life-giving, while others feel heavy. And here’s the reframe that’s mattered most to me lately:

​Time spent in our Frustrations isn’t failure — it’s Adaptability. It’s us stretching, helping, and showing up where we’re needed, even when it’s not our natural strength. That doesn’t mean we live there — but it does mean we can give ourselves (and others) a little more grace when we do.
As we move through end-of-year celebrations — holidays, gatherings, and year-end wrap-ups — listen to the phrases people use. They often reveal the Genius they’re bringing:

• “I wonder about this…” → Wonder — seeing both the challenge and the opportunity.
• “What if we…?” → Invention — imagining new possibilities.
• “No, this is the better option…” → Discernment — protecting quality and outcomes - hones ideas
• “Let’s all…” → Galvanizing — rallying people and creating momentum.
• “What could I do to help?” → Enablement — offering support and partnership.
• “I’ll take this.” or “What's left to finish?” → Tenacity — executing and following through.

End-of-Year Insight: When we hear these phrases as contributions instead of interruptions, everything shifts. Irritation gives way to appreciation. Gatherings — whether at work or at home — feel calmer, kinder, and more connected.

Sometimes the kindest thing we can do at the end of the year is simply recognize the Genius in each other… and remember that when you are working outside your Genius, your adaptability opportunities are really soaring.

And if you’re looking for simple ways to invite each Genius into the moment this season, try language like this:

• Wonder: “What do you think about this? Any questions about this?
• Invention: “Want to help us solve this?”
• Discernment: “I’d love your instinct on this.”
• Enablement: “Would you help me sort this out?”
• Tenacity: “Can you help me finish this?” (even if it’s a puzzle 😉)

Wishing you rest, connection, and a little extra grace — for yourself and others — as the year comes to a close. 💛

By Kathy Gilmore, Certified Working Genius Facilitator 

If you’ve ever hosted a family gathering, planned a wedding, or survived December, you already know: holidays are wonderful… and they’re work. There are schedules, emotions, logistics, last-minute changes, and at least one moment when everyone is tired and no one is at their best.

That’s actually where the Six Types of Working Genius shines — not just at work, but at home.
When I first became certified as a Working Genius facilitator, I expected to use it to help leadership teams communicate better and reduce friction. What I didn’t expect was how much it would help me navigate real life — planning my daughter’s wedding, organizing events, and yes, even getting through the holidays with a bit more grace.

Working Genius gives us language.

It helps us understand why some tasks feel joyful while others drain us.
It helps us see the people around us with more patience and ease.
And honestly… it makes us kinder.

That’s why I put together a short guide called:
“How to Use Working Genius at Home and for the Holidays.”
It breaks down each of the six types — Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity — and shows how understanding them can make the season smoother, lighter, and more connected.

In it, you’ll find:

• How Wonder can simplify holiday planning rather than complicate it
• How to channel Invention without letting it derail the day
• Why Discernment often saves the gathering
• How Galvanizers can help (and when they need guardrails)
• How to appreciate the Enablers who hold so much together
• And why Tenacity people need clarity more than anything else

Here’s the truth:
The holidays don’t bring out new problems — they reveal the patterns that are already there. Working Genius gives us a healthier way to talk about those patterns so we can approach each other with a little more compassion and a lot less stress.

Want to learn more about how to navigate home and the stress of the holidays? 
View our Guide at the top of the page and fill out our info form! 

​Ready to Build a Better Team?
Working Genius isn’t just a personality assessment. It’s a conversation starter, a trust accelerator and a way to get unstuck.   But more than that, it  builds a kinder, more generous workplace. One where people are quicker to assume good intent, and more willing to give each other grace.  Because when you understand what someone is wired for, and what wears them down, it's a lot easier to lead with empathy.  

When should you book a Working Genius Team Session? 
If your team is stuck, siloed, tired - or just wants to work on their Emotional Intelligence  — let’s start with a tool that helps everyone work a little more like themselves.

For More Information visit: https://www.valleyindustrialassociation.org/sixtypesofworkinggenius.html