Human Design Team

It takes a pretty evolved team to bring Human Design into focus, but if you have the privilege of participating in a team-wide experiment, you may experience:

Astonishing ease in team functioning, like the beauty & grace of a murmuration.

Spontaneous runs of group flow and the self-organizing efficiencies of a super-organism.

Team retention rates that immunize your company from pressures of the Great Resignation.

And productivity gains naturally emerging from a sense of deep belonging.

How does it work?

The Greek word, Ecstasis connotes stepping outside oneself, transcending mundane existence into awareness of a larger, more meaningful pattern.

Like any great sports team or rock band in full flight, we humans can attune like a super-organism by embodying the larger patterns at play in us. It’s the larger patterns that do the deciding. Our role is to sit back and watch the movie; patiently waiting to for a full-body fuck yes to play our unique part… only the part we’re offered; no more. It’s the overplaying that’s created most of our pain.

Now that you’re familiar with the key 4% of your Human Design, here are some additional resources to help you understand and grow your team for optimal group performance by directly tapping everyone’s hardwired Zone of Genius.

Self vs. Not Self

If a team member isn’t a clear, full-body ‘Fuck Yes’ to something, maybe they’re on the wrong bus… or in the wrong seat… or the project is coming out of someone’s mind vs. leading by waiting until the correct path is clear. It’s a hard addiction to break, acting out the Not Self. If someone demonstrates the courage to try, you’ll both be better off to encourage that track wherever it leads, even if it’s super uncomfortable.

Making decisions correctly requires a 180º flip from what most people do, which is making decisions from their mind. Mind is a HORRIBLE place to make decisions. May as well play roulette.

If someone on your team (or family) follows their Strategy & Authority even a little bit in making their decisions on what to do next, do your best to honor their design… or honor that you’re a ‘No’ to them remaining on the team. It’s likely mutual, but too scary to navigate alone.

Ask them: If you had a magic wand, what would be the ideal job role for you?

Help your people find the right seats on the bus, or off the bus in a gentle, appreciative way. Have them help replace themselves with someone more aligned.

Our culture is so hell-bent on speed that we miss the point. The point is to enjoy the ride.

Waiting is the nature of things. Per Lao Tzu:

“Nature never hurries, yet everything is accomplished.“

Since team members need a precise birth time, I recommend against typing anyone until you’re close enough that requesting this level of detail feels natural and easy. Some people are superstitious. Human Design is called the ‘science of self differentiation’ for a reason: It’s about the experiment. But you can’t hit them over the head with this.

For a general online reference you can trust, I recommend HumanDesign.tools

For specific team member reference get their free Bodygraph or IHDS report

Remember: Accurate Birth Time is Key!

Type & Strategy

Each of the 4 Types has its own Strategy and roll in the workforce:

Generators: Here to work! Hard! More efficient with Projector guidance.

Their strategy is to wait to respond and through response to find satisfaction and avoid frustration. They have an open and enveloping aura and are here to know themselves.

Manifesting Generators comprise half of all Generators. The difference is MGs have a channel from a motor to their throat which makes them more articulate about their decisions.

When growing your business, you’re most likely to require Generators/MGs — the energy Type. Don’t ask them to initiate. Just point them in the right direction and they’ll go, go, go! They must burn out all their energy every day or they won’t sleep well. Keep them on track and in flow and you’ll win.

Projectors: NOT HERE TO WORK! Here to guide Generators. Highly perceptive.

Their strategy is to wait for the Invitation to find success and avoid bitterness. They have a focused and absorbing aura and are here to understand the other.

The four invitations Projectors are waiting for include: where to work, where to live, who to love, who to befriend. Meanwhile, use the downtime to recharge, study & master systems and get good at visioning.

Projectors are best 1:1, guiding others just a few hours per day in the role of manager, specialist or professional. Properly invited, they can be an instant force-multiplier for personal & team performance. Use sparingly with clear intent and never burden them with chores or they’ll burn out in about 3-6mos. (If they do, take some accountability and cover a month of paid leave for deep rejuvenation.)

Manifestors: Also not here to work. The true initiators of new projects.

Their strategy is to inform before they act to find peace and avoid anger. They have a closed and repelling aura and are here to understand their impact on others.

Manifestors are the classic ‘my way or the highway’ leaders. Let them know what’s happening and let them inform you what’s next. Don’t ask them to inform you if you aren’t prepared to do what they say.

Reflectors: Here to reflect the health of the work happening around them.

Their strategy is to wait a full cycle of the moon before making decisions to find surprise and avoid disappointment. They have a resistant and sampling aura and are here to see difference.

Reflectors are enigmatic. They don’t gravitate to traditional work roles. The best example I’ve ever heard was a Reflector consultant CEOs could hire to join their executive meetings as a secretary, then tell the CEO where everyone in the room actually stood after the meeting.

Further down, you’ll see how these types link up to form super-organisms called: Penta and Wa

Here’s a handy reference chart on Type:

Authority

What’s the right decision? How do you know?

Once Strategy is clear, the next thing to sort out is Authority — how we make decisions. There’s negative ROI in asking someone to make decisions as their Not Self, so get familiar with your team’s decision making styles and take the lead on encouraging them to only take on work that’s a fuck yes.

When people read their Authority, there’s generally a feeling of relief. They feel understood and appreciate the support to make decisions in their natural mode. Creating a culture of correct decision making is one of the best ways to meet an entire team’s Security & Belonging needs in a single 80/20/20/20 leadership practice.

Start by helping your team self-assess whether they’re on the right bus, in the right seat using their Strategy & Authority to decide. Here’s an overview of the 7 Authorities:

Emotional 47% of the population

The solar plexus operates in a wave that is always moving. As this type rides their emotional wave and experiences all of its nuances, they pick up information over time. When they come to a place of clarity, or little or no nervousness in the body, they can make their decision at that point. If this is you, you’ll always get the better deal for yourself when you wait. Take time to “sleep on it,” and allow yourself to experience the full spectrum of your emotional wave before making decisions.

Sacral 35% of the populationJ

Just under 35 percent of the population has the Sacral Authority; many generators fall here. Your natural tendency is to wait for something/someone to show up in your field so you can respond. Your aura is pulling life to itself all the time. You don’t need to “go and get things.” Instead, get familiar with the many ways in which you are already responding all the time. Your sacral life force energy is a response mechanism—it’s either open to giving its energy to something that is healthy for you in the moment, or closed. A response can be signified by a spontaneous sound or body movement toward something. It’s not always about someone asking you a direct question.

Splenic 11% of the population

This type is more rare, about 11 percent of the population, and is characterized by an intuitive sense or recognition in the moment. The spleen is our oldest awareness center, faster than the mind, and deeply rooted in survival, health, and well-being. Some people describe this authority as a splenic “hit,” or instant, intuitive knowing.

Environment ~3% of the population

This is about 3.53 percent of the population—it is a Mental Projector with a lot of openness. You receive guidance from sensory information through your open centers. Using other people as “sounding boards” in order to hear the truth/not truth in your voice can be helpful here. Being in the right environment for you is important.

Self-Projected ~3% of the population

These Projectors are deeply non-energetic, and powerful, beings. The ability to listen and hear their voice is key. Their truth is expressed through the core of their identity (the G center). Allowing your words to come out unfiltered is key.

Lunar ~1% of the population

Reflectors derive authority from the lunar cycle. They have a special connection with the moon. Before making an important decision, you should wait through a twenty-eight-and-a-half-day moon cycle, which provides a consistent, familiar pattern to work with.

Ego >1% of the population

With ego or heart-centered authority you must trust what you say or do spontaneously, in the moment. The voice of the ego will speak or move the body if you allow it to do so. It’s about letting the words come out unfiltered (as with the Self-Projected Authority), not saying what you think you want to say. This authority has a willpower that is unmistakably engaged, or not.

Profile

Profile is the costume we wear to play in the amusement park of life.

12 profiles are comprised of 6 lines. 1/3, 1/4, 2/4, 2/5, 3/5, 3/6, 4/6, 4/1, 5/1, 5/2, 6/2, 6/3

The number on the left is your personality (what you’re conscious of), the number on the right is your design (your body, your unconscious). Using that information, you can start to get a feel for the 12 profiles by combining the following descriptions.

Line 1: Investigator – student who studies things deeply, needs solid foundation to feel secure
Line 2: Hermit – natural talent, wants to be left alone, waits for the calling
Line 3: Martyr – trial & error, finds out what works by finding all the ways it doesn’t work
Line 4: Opportunist – influential, communicative, network of friends and associates
Line 5: Heretic – seductive, attractive energy that attract projections & expectations from others
Line 6: Role Model – tripartite life development:

first 30 years, Line 6 acts as a Line 3 – trial and error
from 30 to 50, acts as detached authority for others
after 50, finally becomes a role model engaged in life

Couples/Partners

To see relationship dynamics between 2 people, order the Connection Chart module.

Teams of 3-5

Small teams form what’s called a Penta.

This type of team chart reading requires special software and a trained analyst who can explain what’s missing and how filling the gaps in your team will spontaneously create group flow and success with far less strain on everyone’s conjoined nervous systems. (Let me know if you’d like a referral.)

Teams of 9-16

Larger teams form what’s called a Wa.

This is new territory for me, but I’m keen to delve into it.

If that turns your crank, let’s talk.

Okay, that was a lot. Remember: 80/20/20/20

What’s the bottom line on Human Design?