Working In Your Zone Of Genius

Most people join the non-profit sector because they care. They care about their communities, their clients, their missions. And when you care deeply, it’s easy to slip into “doing whatever needs to be done,” even when it’s outside your skillset or experience. 

That’s how so many people end up exhausted, juggling three job descriptions, and quietly wondering, Is this really the best use of my time? 

One framework I return to again and again with teams is outlined in The Big Leap by Gay Hendricks. It’s simple, memorable, and incredibly helpful for conversations about capacity and leadership.

Zone of Incompetence: Tasks you’re not skilled at: the ones that drain energy, take three times longer than they should, or create avoidable errors.

Zone of Competence: Tasks you can do reasonably well, but so can lots of other people. These are the ones you’re often stuck with because you’re reliable, or because your team is stretched thin.

Zone of Excellence: This is where many leaders live. You’ve spent years building skills, experience, and knowledge. You’re very good at what you do: sometimes so good that your organization structures itself around your strengths.

Zone of Genius: The sweet spot. This is where your natural strengths, lived experience, perspective, and talent converge. The things you do almost effortlessly; the contributions that feel meaningful and energizing, not draining.

The Trap of the Zone of Excellence

Most leaders don’t struggle with poor performance. They struggle because they’re doing excellent work that no longer aligns with their gifts, values, or the impact they want to make. People stay in their Zone of Excellence because:

• They’re rewarded for it

• The organization depends on them for it

• It feels safe and familiar

• There’s no one else to take it on

• It’s hard to imagine a different way of working

For example, having worked for over 20 years in various Communications roles, I developed skills, extensive experience, and a reputation that others could count on. This is my Zone of Excellence.

But my Zone of Genius? That’s in writing, narrative storytelling, and listening deeply to people in ways that make them feel seen and understood. Those gifts supported my work in partnership development, and now shape every coaching session, workshop, and facilitation I lead.

Why Your Zone of Genius Matters

Non-profits are focused and purpose-driven; the mission is clear. But they also run on limited budgets and staffing gaps that never quite close.

When people are operating from their Zones of Incompetence or Competence for too long, exhaustion becomes inevitable. And when leaders operate solely in their Zone of Excellence (the “I’m good at this, but it’s not my purpose” place), they miss opportunities to truly shine.

Building teams around Genius Zones helps organizations:

• Strengthen internal leadership pipelines

• Increase job satisfaction and retention

• Reduce burnout risk

• Distribute work more strategically

• Make better use of limited capacity

When people are doing what they’re uniquely gifted at, the whole team benefits.

This is also a helpful reminder: leadership itself may or may not be your Zone of Genius. And that’s okay! Many people become leaders out of necessity. What matters is understanding your strengths and designing a role that honours them.

How to Identify Your Zone of Genius

You’ve probably completed assessments like CliftonStrengths, DiSC, or Myers-Briggs. These tools are helpful, but unless they’re embedded in a workplace culture to facilitate communication and working styles, they can get forgotten.

The Zones framework is simple, and great for supporting strategic planning, team retreats, and resource reviews.

Here are some reflection prompts to help you explore your Genius Zone:

• Where do you feel uniquely effective?

• What do people consistently come to you for?

• What work feels energizing rather than draining?

• What feels almost too easy; so easy you discount it?

And just as important: What percentage of your week is spent in the wrong zones?

If you’re regularly working in your Incompetence or Competence Zones, you’re sacrificing energy, creativity, and long-term sustainability.

How Teams Can Use This Together

You can turn this into a powerful team exercise. Invite everyone to reflect on:

• What zone am I in most of the week?

• Where would I like to spend more time?

• What would need to shift to make that possible?

Then look at your operations together:

• Are people stuck doing tasks that don’t match their strengths?

• Are certain roles built around historical skill, not current capacity?

• Could cross-training, automation, volunteers, or student placements free up Genius Zone time?

Teams make better decisions when they understand each other’s strengths, and when they can redistribute tasks based not only on ability, but on energy.

A More Sustainable Way to Lead

Honouring your Zone of Genius isn’t about avoiding hard work or chasing perfection.

It’s about aligning your work with your strengths so you can contribute more meaningfully without burning out.

If you can shift even 10–15% of your role toward your Genius Zone (reclaiming the work that feels natural, energizing, and impactful), you’ll feel the difference. And so will your team.

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