Month: July 2012

Ask the Expert

Dear Jeremy,

I have a question about the Color Code Personality Assessment. I just took it prior to attending a workshop last week and I came out Blue. I remember taking it back in High School and coming out Yellow. Is it possible that I’ve changed my color, and how does that happen?

Victoria

Dear Victoria,

I get this question a lot. At almost every workshop we teach, someone brings this up, so let me give you the short answer, and then I’ll explain…

The answer is no—it is not possible that you’ve changed your color.

Pretty simple and straightforward, right?

Okay, let me explain. This usually happens, and I don’t mean to embarrass you, when somebody doesn’t follow the instructions while taking the assessment. In the instructions, we ask you to answer the questions on the earliest version of yourself that you can recall. In other words, we want you to answer the questions as a child.

Obviously, the childhood version of you isn’t going to change from today to twenty years from now. You were who you were, so if you answer the questions accurately, the results should never change.

One of the major underlying theories of the Color Code is that you are born with your driving core motive (or color) intact. That is why we ask you to answer the questions as a child. We want the results to reflect the earliest version of you possible. In other words, we are trying to capture a snapshot of what you were like, before the world started telling you how to behave.

We also state that you can never change your color. The fact that anyone might want to is a topic for a completely different column, as we wouldn’t have time to address it here.

That doesn’t mean you can’t learn skills you didn’t come with. Practically every person on this planet has done that. You can learn limitations too, and most of us do.

The key to all of this, is that you first have to be okay with and accept who you are. That’s step one. Once you embrace your driving core motive, you can start to learn the skill sets of the other colors. If you try to cast your own color to the side in an attempt to adopt another, your insecurities will always hold you back from reaching your full potential as a human being.

Now, some people say that they were not themselves as children. Circumstances such as an overly domineering parent, or various forms of child abuse or trauma were present. For these types of situations, we would give alternative instructions for answering the questions on the Color Code Assessment.

We would tell you to answer the questions on the version of yourself you feel is “the real you.” This is harder, because it becomes much more subjective. The tendency to answer the questions on how you want to be (as opposed to how you actually are) is harder to resist, but all in all, your results will feel more correct to you.

If you still want to know how you have changed over time, that is where the Character Code comes in. The Character Code is a completely different assessment that measures what you are like today. It is a follow up to the Color Code Assessment. The Character Code Assessment can and should change over time as you learn new (and drop old) habits. It is the instrument we use when we are helping individuals and work teams put the Color Code into action by working on various development initiatives.

Thanks, Victoria, for your question. Like I mentioned before, we get it all the time. I hope that this explanation helps. In your case, if you are still not sure what color you are, you may want to go back and retake the assessment again with this new perspective in mind.

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.  He currently serves as Executive Director for Color Code International.

 

Appointing a Leader

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 members will never have to wonder what they should be doing, because a Red leader will never let them forget! Reds are very determined and they hate to lose. A Red leader will compel her team to succeed, no matter what the cost. She will relish in being a leader and will do everything in her power to keep her team on task. A Red leader will thrive when challenged. Her team will not only meet the deadline, but will most likely have its project done early. Reds will never let themselves be overpowered—team members will always know who is in charge. A Red leader operating in her strengths will be highly disciplined, goal-oriented, and productive, and will demand the same from her team.

A Red operating in her limitations, although still a powerful leader, runs the risk of offending her team members. Reds are naturally insensitive, which won’t sit well with the other colors (especially Blues). They are impatient and poor listeners. They don’t want to chit-chat and get to know their team members—they just want to get the job done. An unhealthy Red leader may be critical of her team members’ work. A Red leader will also consider herself the ultimate authority. Reds like to be right, so often times theirs is the only opinion that matters. Team members lead by a Red should not expect to have their own voices heard.

Blue

A team lead by a Blue will produce quality work. Blues are perfectionists and will not rest until they are satisfied that they’ve done their best. A Blue leader will put everything he has into helping his team succeed. Blues are very dependable and organized. A Blue leader will produce a detailed, thorough schedule for his team to follow. They are good planners and always follow through with little details that others might forget. A healthy Blue will be a caring, considerate leader. He will nurture individual relationships with each member of his team and take the time to make sure each person’s needs are met. A member of a Blue’s team will feel appreciated and valued. A Blue leader will be extremely loyal to his team—he’ll stick with them no matter how hard things get. Blues often have a deep sense of commitment, so they will never give up on a project. A Blue leader will inspire his team and stand by them.

A Blue leader operating in his limitations may be overly emotional and worried. Blues give a lot of themselves and if they don’t receive the same in return, they are easily hurt emotionally. Naturally unforgiving, a Blue leader may hold a grudge against a team member who has offended him. Blues can also be moody, which will have a negative effect on the group morale. A Blue leader will expect a lot from his team members and will be disappointed if they don’t live up to his very high expectations. A Blue leader may get so caught up in the details of the project that he forgets about the big picture.

White

A healthy White will be a diplomatic and kind leader. Whites are highly compatible with nearly everyone. A White leader will blend well with all of her team members. Whites value diversity. A White leader will be accepting of everyone on her team and will see the value of different opinions. Naturally a good listener, a White leader will be open to suggestions from her team members and thoughtfully consider their input. A White leader will be patient and kind. She will not pressure her team members or make them feel uncomfortable. Rather, her team will be one in which everyone feels welcome and accepted. Whites stay calm under pressure. Their leadership will be a calming influence to a team. A White leader will have great clarity and insight regarding projects. Whites avoid drama at all costs, so the team environment lead by a White will most likely be peaceful. A White leader operating in her strengths will be calm, fair, and reasonable.

A White’s tendency to avoid confrontation can be a huge strength. But, when a White is in a leadership role, it can also be a limitation. A White leader operating in her limitations will not be willing to confront team members. She would rather suffer the consequences later than have to deal with an uncomfortable situation now by offending or angering a team member. Whites are gentle, which means their leadership style may be too quiet for some. An unhealthy White may lack a sense of urgency, creating problems when there are deadlines to be met.

Yellow

Team members under a Yellow leader can be sure of one thing: they are going to have a good time. A Yellow leader will do his best to make every task enjoyable. He wants his team members to like him and he wants to have fun himself, so he’ll create a fun environment no matter what he’s doing. A Yellow leader will be a people-person—he’ll win his team members over immediately. He loves a good adventure and he is very optimistic. His cheerful, playful personality will make his team comfortable and they’ll want to make him happy. Yellows are flexible—they find the unanticipated exciting! They flow easily with negative experiences. A Yellow leader will create a high-energy environment for his team and will be anxious to reward them for a job well done. Like Whites, a Yellow leader will be open to input and suggestions from his team. A Yellow leader will make work exciting for his team and will easily motivate them.

A Yellow leader will face a challenge in organization. Yellows can be impulsive and easily distracted. When faced with mundane or routine tasks, a Yellow will become bored easily. Challenged just by keeping himself on task, a Yellow leader will have a difficult time doing that for the rest of the team. A Yellow leader would rather find something enjoyable to do than have to follow up with his team members. His desire for freedom and fun may outweigh his devotion to the task at hand. A Yellow leader may lack the organizational skills necessary to make a schedule for his team and the determination to make sure they follow through.

 

Lindsay has been working with the Color Code for six years, first as Dr. Hartman’s assistant, then in the trainer services department. She is a graduate of Brigham Young University, where she studied English Language. She is a core Blue with a strong secondary White. 


Tshirt Contest–The Color of Leadership

This month, in honor of Independence Day, the following are some tidbits about presidents that have led the US through good and bad times and are historically considered to be “great presidents”. Identify the color of each President for a chance to win a free t-shirt.

Thomas Jefferson—Man of the People

Thomas Jefferson was the third President of the United States. Known as the “Silent Member” of Congress, he was a reluctant candidate for President. Jefferson was a quiet, but effective manager. He preferred working in the privacy of his own office rather than in the public eye. He did not like to give public addresses, but was more comfortable using his pen than his voice. He often answered the door of the White House himself, wearing his slippers. Jefferson was considered to be a brilliant and cunning politician. He is best known for penning the Declaration of Independence at the age of 33, and writing a bill establishing religious freedom.

Andrew Jackson—Old Hickory

Andrew Jackson was the seventh President of the United States. Renowned for his toughness, he was nicknamed “Old Hickory.” Jackson considered himself the voice of the common man, but in reality, he knew what he wanted to do, did it, and then tried to enlist public support. If his character, honor, or integrity was challenged, Jackson was known to publicly cane or duel the person responsible. He had a furious temper, but knew how to use it to get his way. In meetings he would slam his fist on the table and when the attendees left, he would joke, “They thought I was mad.” In reality the tantrum was just to get his way.

John F. Kennedy—Camelot

Kennedy, the 34th President of the United States, was very social—he had a way with people. His prankish casualness, quick charm, endeared him. He was quick to joke, especially about himself. “I have just received the following telegram from my generous daddy. It says, “Dear Jack: Don’t buy a single vote more than necessary. I’ll be damned if I’m going to pay for a landslide.” When he was first in office, the public was seemed less interested in the problems of the world than what parties the Kennedys went to, or what hairdo Jackie wore. But, his presidency wasn’t all glamour and parties. He tackled many challenges including the Cuban Missile crisis, equal rights, and communism.

George H.W. Bush—Guardian President

George H. W. Bush, the 41st President of the United States was known throughout his career as a decent and generous man who tried to do what he thought was right. As Commander in Chief he was known as a “guardian President”—watching over and protecting what was already in existence. Bush was a highly likeable individual who inspired great loyalty on the part of his staff. He was dedicated to public service. Bush signed a number of major laws in his presidency, including the Americans with Disabilities Act of 1990; this was one of the most pro-civil rights bills in decades. He worked to increase federal spending for education, childcare, and advanced technology research. In dealing with the environment, Bush reauthorized the Clean Air Act, requiring cleaner burning fuels.

 

References

http://millercenter.org/academic/americanpresident/bush/essays/biography/7
http://www.trivia-library.com/a/president-john-f-kennedy-physical-description-behavior-and-personality.htm
http://www.history.com/presidents
http://www.whitehouse.gov/history/presidents
http://www.wikipedia.org/

 

 

 

 

Confessions of a Red—On the Road

I am a very focused driver. I pay attention to the cars around me and try to anticipate what their next move will be, often with open dialog (albeit one-sided) such as, “If you aren’t going to change lanes, turn off your d***ed blinker.” I am courteous to other drivers, always giving them the “thanks” wave when they let me in, or by letting them in when necessary.

I have a Yellow friend who, when driving, tends to feel that the entire road belongs to her and sees nothing wrong with straddling lanes and fluctuating her speed in tandem with the intensity of her constant chatter. Interestingly enough, this doesn’t really frighten me. In my opinion, Yellows have guardian angels, and my proximity to her saves me from being crushed in a horrible fiery accident. I do, however, find her driving habits rude, and don’t mind telling her. She, being Yellow, doesn’t mind my sarcastic comments like, “Are you going to choose a lane anytime soon?” She is oblivious to the middle fingers and curses from other drivers, as well as my constant use of the imaginary break.

My Blue husband is a different matter. Recently, he and I embarked a road trip of nearly 2000 miles. We took my Prius to take advantage of its great gas mileage and the built-in GPS. I drove.

Anyone who has had a Blue in the passenger seat knows that they have a tendency to be a bit judgmental, and a lot worrisome. My husband is no exception. Having said that, he has been married to a Red (whose tendencies are insensitivity and impatience when criticized) long enough to know better than to actually “backseat drive.”  Instead, in a pleasant, conversational tone he will say things like, “Hmm. I think I would have gone the other way, so I could make a left turn at the light,” thus feigning a polite observation in lieu of open criticism. I understand his need to voice his opinion and I really appreciate the fact that he is sensitive enough not to openly judge. Normally these little observations amuse me. Still, in an unfamiliar city at rush hour, these comments would frazzle anyone’s nerves. I finally turned to him and said, “The only running commentary I want to hear is from the chick in the dashboard!” He was quiet for a full minute when he said, “Well, I don’t think it was a running commentary.” I laughed—tension averted.

Just as the world is made up of many personalities, the highways are made up of many different drivers. A billboard might divert a Yellow’s attention, Reds might vent at other drivers, Whites might get lost in their own thoughts and miss an exit—and Blues? Well, they just want all the rules followed (their way).

We made it to and from that unfamiliar city, and needless to say, my husband and I both breathed a sigh of relief when the chick in the dashboard said, “You have reached your final destination.”

 

Teresa Glenn has been working with the Color Code since 2006, where her main focus is product development. She has been in the publishing and product development field for over 20 years. Teresa is a core Red with a strong Yellow secondary.