I was raised by a mom who is about as Blue as they come. She plans family events months (or even years) in advance, she is easily moved to tears, and she is passionate about her relationships. What throws me for a loop, though, is her secondary color is Yellow. Blues and Yellows are complementary opposites (emphasis on OPPOSITES), so it’s a combination that is hard for me to grasp. But something my mom always says, which is so true, is that her Yellow really shines through when she is on vacation.  One of my mom’s favorite things to do on vacation is to rent bikes and ride along the beach, park, mountain trail, or wherever it is we ar

It goes without saying that 2020 was a year that we won't ever forget, but there is now some light at the end of the tunnel. The question is, after a year of fear, grief, and solitude, how will we handle a new normal?   Now, halfway into 2021, we see some light at the end of the long, dark tunnel. Many of us are apprehensive, asking ourselves what that light brings. What is the new normal? THE NEW WORKPLACE For some of us, it's time to put away the PJs and sweats, squeeze into our office attire, and head back to the brick and mortar of our jobs. For others, it's possible that your company has embraced the idea of remote working and pla

When I first started using the Color Code in my team-building trainings, I was imparting to individuals this magnificent tool that establishes motive and gives you ideas to help with people unlike you. Each personality type has a bright side and a ‘not so bright’ side.  I’ve witnessed team-building exercises be so helpful for leaders because once they know their company's color portfolio, they have an easier time when team members come to discuss their problems. Usually, they don’t drop in with how happy they are and how great their job is!  So my question to you in the midst of this global shuffle we have been experiencing (i.e.

As an HR professional with years of corporate and consulting experience, I’ve had the privilege of working with some very savvy managers and business owners. Interestingly, it always seems that the number one issue they all face is difficulty understanding and connecting with the very people they are closest to, whether it’s personal or professional.  They all ask, “How do I get better at understanding and communicating with these people that I need in my life?” Just the other day, I had a long-term CEO client call me (we’ll call him Mr. Big), and he was at the end of his rope. He said the key person he’s been working with for

Have you ever watched and listened during a work meeting and wondered about your co-workers? Before learning about Color Code, I did. Years ago, I can remember sitting in a meeting and listening to all the statistical data about the end of the current fiscal year and how it affected the numbers for the next fiscal year budget. My boss at the time was merely giving facts. There was a note of compassion in that he felt we needed to know what was going on with the agency, but the focus was more on what needed to be done, what would be cut out, and how he wasn’t going to be hiring additional staff to keep from being in a position to have

Have you ever thought about your habits and how much they really influence your life? If you’re like me, you might have never given it much thought. However, I recently had the opportunity to do this and can safely say I was surprised to come to the realization that more often than not, it’s been my HABITS which have had the greatest impact on my life in almost every facet. For example: My habits surrounding study and school were ultimately what determined much of my educational success and opportunities—or lack thereof. My habits surrounding eating and exercise have determined much of my health—or lack thereof.  My habit

I was facilitating Color Code workshops in a large organization that had tens of thousands of employees and around 3,000 leaders at various levels. This organization had well over 100 locations and depended on Location Leaders to be in charge of each of those locations.  Location Leaders had hundreds of employees under their purview. They were compensated well, and they carried a massive basket of expectations put upon them by the organization.  The organization worked hard to build a pipeline of lower-level leaders to fill these ranks as spots opened up, and over time, a common thread appeared—the candidates often hired into the Locat

You put a lot of attention into your search and hiring of a high-quality employee. It took 42 days and cost the company $4,129, but it paid off. He accepted your offer. This new employee received a competitive salary and excellent benefits—everything that will make him happy. You put him in a department that best suits his impressive hard skills; confident he will bring much-needed value to the team. At first, he proved to be everything you had hoped for. His enthusiasm was infectious, and the team began outperforming their previous numbers. Then, the subtle changes begin. He still has a strong work ethic but no longer seems excited a

Editor’s Note: Names have been changed in the following story to protect the individual’s identities  In my executive coaching practice, I have found that differences in communication styles can play a larger role in someone's success in an organization more than other skills. That was the case when Barb reached out to me about some difficulties she was having with her boss in her new job.   In addition to training webinars, I use the Color Code as a tool to help solve real-world business problems. Barb was brought into a mid-size industrial organization to lead their HR department.  She was so excited fo

Many of the world’s most successful business people such as John D. Rockefeller and Jack Ma as well as renowned psychologists and researchers including John Mayer, Peter Salovey, and Daniel Goleman, have for years touted the importance of emotional intelligence in leaders as a critical factor for a company’s success. 

But what about the rest of those at a company? 

Does increased emotional intelligence in managers, employees, and staff directly translate into more effective, higher producing, and happier teams at work? 

In an article titled “What Makes a Leader,” written for The Harvard Business Review, D