Advertise Your Frustrations

We often think about work in terms of our strengths—our "Working Genius"—but what if we flipped the script? What if we focused just as much on our Working Frustrations? The reality is that knowing what drains you is just as important as understanding what fuels you.

Imagine you're going out to dinner with friends. You ask them, "What's your favorite food?" They excitedly list their top choices. But imagine if you also asked, "What’s your least favorite food?" Suddenly, a whole new level of clarity emerges—maybe someone has an allergy or simply dislikes certain dishes. That bit of knowledge can be the difference between a great dining experience or a disaster. The same applies to work.

The Power of Knowing Your Frustrations

Patrick Lencioni’s The 6 Types of Working Genius highlights the importance of understanding your gifts and your frustrations. It's easy to focus on what energises you, but owning your frustrations creates clarity and trust with those around you. Too often, leaders say, “Oh, I’m pretty good at all six geniuses” or “My letters are all really close together.” The truth? They're not. And pretending otherwise only causes confusion.

In sports, when drafting players, you don’t just look at what they excel at—you consider what they struggle with. If a football team needs a strong defender, they wouldn’t recruit a striker just because they’re great at scoring goals. The same logic applies to hiring and teamwork. Acknowledging limitations helps teams work smarter, not harder.

Own Your Frustrations—and Advertise Them

One of the most liberating steps in professional growth is being transparent about what frustrates you. It’s not about weakness; it’s about clarity. When a team member openly shares their Working Frustrations, they aren’t making excuses—they’re providing a roadmap for success. Instead of agonising over tasks that drain you, you can focus on what energises you.

Think about leadership. If leaders truly understand their teams’ frustrations, they won’t put them in situations that test their perseverance unnecessarily. Sure, we all have moments when we need to push through difficulties, but recognising frustrations allows better delegation, healthier team dynamics, and stronger results.

Vulnerability Builds Trust

The best teams operate on trust. Vulnerability-based trust isn’t about pretending to have all the answers—it’s about creating a space where strengths and weaknesses are openly acknowledged. Imagine a workplace where people can say, “That’s not my genius, and I wouldn’t be great at that.” That kind of honesty fosters collaboration rather than competition.

The worst thing leaders can do is act as though they’re competent in every Working Genius. When leaders say, “I’m pretty good at all six areas,” they unintentionally erode trust. Their team can see the struggle, even if they deny it. Being upfront about frustrations allows for better teamwork and smarter delegation.

The Courage to Advertise Your Frustrations

Is there risk in being open about frustrations? If shared with the wrong people—without the right context—there could be. But in an environment of trust, frustrations aren’t seen as failings. Instead, they become guides—helping teams work in alignment with their strengths.

When your team understands your Frustrations, they don’t mistake them for laziness, lack of effort, or disengagement. They see them for what they are: honest limitations. And in a trusting environment, that honesty leads to better collaboration, greater efficiency, and more fulfilling work.