Dear Jeremy,

I feel that my company has a bias in that they value Red and Blue personality types much more so than Whites and Yellows. Can you please take a moment to articulate the value that Whites and Yellows bring to the workplace that perhaps a lot of people don’t perceive on the surface?

Thanks,

Jackie

___________________________

Dear Jackie,

Unfortunately, it is fairly common for people to view Reds and Blues as valuable in a business setting and Whites and Yellows less so.

Many see the “color” of business as Red. Therefore, they believe that you need to think and act as a Red does to be successful. Even Red limitations in a business environment are often tolerated, and in some cases, desired. For example, the stereotype is that if you are the “boss,” you must be demanding, critical, and well, bossy. The rationalization is that these behaviors are okay, because they get the job done.

Blues generally receive immediate validation in a work environment because they are analytical, organized, and often serious workers. Let’s be real, though, sometimes even Blues get dismissed as being lesser-thans. For instance, Blues’ tendencies to take things personally and their desires to give people second (and third…and fourth…and, well maybe fifth, etc.) chances don’t fit the “strictly business” attitude that the stereotypical enterprise demands.

I’ve found the easiest way to shift this paradigm is to ignore the text book list of White or Yellow strengths and limitations. Instead, think of a White or Yellow that you personally know who is very successful in business, and consider the value that they bring to their respective organizations.

In a recent Trainer Certification course that I was conducting, we were talking about the value of people with White DCM’s in the workplace. Veronica (one of the new trainers) brought up the name of a White store director that everyone knew, and the light bulbs turned on for the others. Veronica reminded the class about how in stressful situations, when the other Colors tend to get reactionary and stressful, this White would stand up with a great sense of calm, and would command the attention of everyone in the room. Then, he would rationally, and clearly lay out the simplest course of action imaginable. He drew on his ability to remain calm in the midst of chaos, his inventiveness, and his logical clarity, to lead his team to success.

With Whites it is also helpful to recognize that while they have a reputation of being “wall-flowers,” when they get into their element of choice, watch out.

Now let’s consider the Yellows. Like the Whites, the limitations of Yellows are what generate bias in a work environment. After all, who would choose “irresponsible” and “disorganized” employees?

The challenge, once again, is to move beyond the “list” of Yellow strengths and limitations, and think of an individual with a Yellow DCM, who has been extremely successful in your industry. They are usually not too difficult to find, because in true Yellow fashion, they tend to make their presence known.

One of the most successful Yellows I know is Dr. Taylor Hartman, author of The Color Code. It is never hard to find the value that he brings professionally. He is charismatic, and sociable, which allows him to give feedback to people in a very direct manner, without damaging relationships because Yellows have a way of making people feel valued regardless of their current behavior. Also, people like to be around him, and it’s a well-known phenomenon that people do business with people they like. Yellows are oftentimes rainmakers. They also have the ability to maintain a sense of morale and optimism upon which you really can’t place a value.

Because Yellows are motivated by “Fun,” others assume that all they want to do is joke around and play games. Not true. What is critically necessary for Yellows, though, is that they do enjoy what they do. So, much like the Whites, when they find a career that interests them and that they enjoy, they truly can be all-star employees.

My hope, Jackie, is that this article will encourage you to help your company find some examples of Whites and Yellows who have been successful, so that everyone can begin to consider their contributions and value. In doing so, I believe, people will move away from simply looking at the black and white list of potential strengths and limitations and start considering real life examples.

Continued Success!

Jeremy Daniel

Jeremy Daniel (Core Color: Yellow) has been working with the Color Code since 1998 in various capacities from training in the field personally with Dr. Taylor Hartman to designing customized corporate solutions and new training programs for various industries.  To ask about Jeremy’s training or speaking services, please email and inquiry to jeremy@colorcodetraining.com.