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

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

How to Hire and Retain Great Employees We’ve all heard the term “a butt for every seat” and it has never been truer than when applied to business. With employment rates climbing and jobs becoming more plentiful, the question is “How can I be sure it’s the right butt, and if it is, how do I keep it in the seat I provide?” Right Butt/Right Seat Finding the right person for the job is half the battle. There’s no doubt that certain jobs are best suited to certain personalities. According to Susan M. Heathfield, Human Resources Expert, you should “Select the right people in the first place through behavior-based testing and compete

Recently, I was on a phone call with a Color Code client. He is the training director for a large corporation that currently has over 200,000 employees. He told the story about being in a meeting with high-level employees from a company his employer was acquiring, when one of the HR people asked him “Why Color Code?” He thought about it for a minute, and then he asked her what her results were on Myers-Briggs. Even though it was the personality assessment she currently used, all she could say was, “I don’t remember, but I think it starts with an I. He responded, “That’s why we use Color Code.” One of the most powerful

Which Color Has the Most Difficult Time Overcoming Its Limitations? My favorite course to teach here at Color Code International is our Trainer Certification Course. The program is available to people who want to really study and understand the Color Code so that they can then teach our workshops. During one of my most recent classes, the following question was asked, "Jeremy, which Color has the most difficult time overcoming its limitations?" Curious as to what the trainer-in-training was thinking, I asked what he thought the answer was, and a wonderful debate ensued. He said, "I think Reds have the hardest time overcom

I recently had the privilege of hearing Alan Horn being interviewed for The Hollywood Reporter. Now, for those of you who don't know who Alan Horn is, let me bring you up to speed. He was one of the founders of Castle Rock Entertainment (Seinfeld, When Harry Met Sally), then went on to become the President and COO of Warner Brothers (where he managed the entire Harry Potter and new Batman Franchises among other things) and now is Chairman of The Walt Disney Company. So, ya, you could say he's a pretty successful guy and might know a thing or two about success and leadership.

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SCENARIO: While the economy seems to be improving, and unemployment numbers are stabilizing, we are still seeing employers that are faced with a reduction in force. As difficult as it is for managers to give this terrible news, it is even more difficult to be on the receiving end. So what can you do as a manager? How can you make the news a little more bearable? Each color will prefer to have this conversation differently. LIKELY REACTION: REDS: In having this difficult conversation with a Red, don’t bother beating around the bush. Reds respond best to direct communication. Don’t ramble on with excuses, personal feelings

SITUATION: The CEO of a software company met with her vice presidents to plan the agenda for the annual all-employee meeting. The purpose of the meeting each year is to update and energize the 120 employees of the organization. The CEO’s address is the capstone of the meeting. One vice president conducted the meeting and it all progressed according to plan until the website update came up. The woman giving the update had worked with the company less than six months. However, she was very experienced, well spoken and clear in her presentation. The sales team started asking questions one after another with increasing criticism about the new d

With a demanding new project on the horizon, you have decided to appoint a group leader to head it up. In the past, employees within the group have worked independently, without any defined leadership. However, you feel it would be beneficial to appoint a formal leader for the group. Each color will bring with it its own set of leadership strengths and limitations. Knowing those characteristics will help you select the person best suited for this project. Red A healthy Red will make a wonderful leader. Reds are visionary; they are always thinking a few steps ahead. They will set a structured course for the team and give clear directions. Team