My Color Code Journey

PamMatherI was blessed to be introduced to The Color Code about 5 years ago.  Prior to the taking the test, I’d struggled my whole life with finding my identity, my opinion, my personality…I wasn’t quite sure who I was and it had a very negative effect on my confidence and self-esteem. Now, you’re probably saying, “Oh, you’re a white personality!” But I had a long road ahead of me before I would embrace this fact.

When I heard about The Color Code, I was excited at the premise of getting a grasp on who I was, who I could become.  When I took the test, I sat near my husband, who also took the test; he is the honest, relational one, always doing the right thing…a blue personality…and my test results stated that I was a blue personality, also. I thought that was fantastic! What a great pair we are! But as we began to explore this personality, my family could see that there was something “off” about my test result. I argued and tried justifying my “blue nature”, only to find that I was lying to myself.  I hadn’t tested according to my own personality, I had answered questions according to what my husband would say, even though he didn’t talk to me while I tested.  We weren’t alike at all, we weren’t motivated by the same things. One of my sisters-in-law was irritated with me because she tried to understand me as a blue, yet I didn’t act according to any of the traits.  It is an obvious white trait—taking on the personality of the people around you—I just didn’t realize it at the time!

I decided I needed to take the test again. This time, I thought more deeply about my childhood…I remembered being playful, mischievous, self-centered. I tested yellow this time! Oh, I liked that result…the fun-motivated life-of-the-party! Sure, that’s me, isn’t it??  Sadly, no, it isn’t.  Again, I dove head-first into studying  yellow characteristics, and I found, without a doubt, that I may have yellow tendencies and I may love attention on occasion, but I am definitely not innately motivated by fun and adventure. Oh my word, I was frustrated! Who was I, anyway?

I finally took the test and talked with my family—my sister and my father—about who I was as a child.  Apparently, I was quiet, I loved to be alone and would escape to secret hiding places in the house, I wanted everything to be peaceful and harmonious. If I was upset with my parents, I would hide in my room and write them notes, explaining my feelings. My memories of mischief or playfulness depended solely on the people I was with at that moment, friends I hung out with…they were situations where I was a chameleon and blended in with the surroundings.  When I took the test this time, I could answer honestly and accurately, and as expected, the result was white. Very white. Not a surprise to anyone who knows about The Color Code, and not a surprise to my family.

I was a little bit upset that this was my personality…boring? Not me! Until I thought about my interests…reading, listening to music, loving my alone time.  I thought about the fact that I tend to be “invisible” in a large crowd, that people tend to overlook my opinion. I’m passive. I don’t like to take risks. I hate making decisions. Ah, yes. I began to understand who I was and find strengths in my personality—my ability to maintain peace, to mediate, to be content.  Even my invisibility can work to my advantage at times.  This new understanding of myself opened up a world of possibilities for me. Once I had accepted myself and my limitations, I was able to work through them. I was able to focus on my strengths as a “peacekeeper” and decide how to become a better wife, mother, friend, and teacher based on those strengths. I am able to identify with my secondary colors—blue and yellow were very close, within a point or two—and look at those aspects of my personality, too. I am well aware that my blue and yellow scores are so close because I do, in fact, blend with my environment. I do enjoy intimacy, I do enjoy having fun with my friends and attending big events where there are large groups of people, shopping and spending money irresponsibly. Haha! These are a part of who I am, as well, but I now have a better understanding of my actual inner motivation…and I can finally say, I like my “white” self! I really, truly do!! As much as I may frustrate my husband with my indecisiveness at times, or struggle with communicating my feelings verbally, The Color Code has helped me to find myself, to celebrate my strengths and to recognize when I need to look at my limitations and adjust my thinking.  I like that I can function in different relationships now, simply by understanding the motivation of others; when I see that someone’s motivation and personality traits are different than my own, I’ve learned not to feel offended or disrespected. I know that it’s just a matter of speaking a different relational language, meeting other people’s needs and helping them to understand what I need, as well.

I have been especially delighted with the effect it’s had on my marriage. My husband and I have reached an understanding of each other that is monumental.  We can literally step away from a disagreement and make a conscious decision to look at things from the perspective of a different personality: As a blue, my husband needs me to understand him, to listen and validate his opinions. As a white, I need peace, I can’t function in chaos, and I need time to process my feelings. It has been amazingly helpful being able to meet each other in neutral territory where we can work through issues with success.

We have also been able to use The Color Code in our parenting.  Although we have not given our children the specific test, we can more easily connect with each of them by understanding that their motivations are completely different.  I can get my yellow son to clean his room by turning it into a game, my blue child by working side by side with him and praising him, and my white son will clean if we give him time and space to get the job done.  If we hadn’t been introduced to The Color Code, I think there would have been a huge amount of frustration in raising such different personalities; I think this is why many parents say to a child, “Why can’t you be like your brother/sister?”  Without an understanding of personality, parents may assume their children should act exactly the same way or be driven by the same things.

As a teacher, you can imagine how helpful The Color Code has been in identifying my students’ motivation; classroom reward/discipline is much more effective when I have a handle on a child’s personality and what makes him or her ‘tick’. To each of them, there is value is something specific, a reason for behaving a certain way, a factor that will motivate them as citizens and learners.  I once had a student with a vibrant red personality—in regards to discipline, taking power from him or calling him out on his behavior in front of others was disastrous; talking to him privately, giving him responsibilities, and even allowing him to share knowledge and information with his classmates (he loved information!!) encouraged him and set him on a path towards success.  Prior to reading The Color Code, the situation may have resulted in nothing less than a year-long power-struggle between teacher and student.

I am eagerly continuing this journey, looking to further explore my personality and those of my husband and my children. I am a firm believer in The Color Code and I am grateful for the opportunity I’ve been given to create more meaningful relationships in my life!



PamMatherPam Mather (core color: white) has worked as an elementary teacher for 11 years.  Her teaching techniques and accomplishments have been featured on Studio Statesboro, an online news program. Her published article, “The A Word”, dedicated to parents with autistic children, can be found in the Connect Statesboro archives online. She is currently writing a blog called “The Recycled Teenager”, devoted to parents and educators.  She lives in southeast Georgia with her husband and 4 children.

 

 

 

From the editor: At Large is a new category for our monthly newsletter. We keep hearing wonderful stories from those of you who have chosen to use Color Code to help you in your life. We are thrilled to share these stories with our readers.  If you would like to share your Color Code story please send 500-800 words, your photo and bio to teresa.glenn@colorcode.com.

Incongruent Behaviors in the Workplace

Every workplace has its issues, and why not? We go to work each day and spend more time with our coworkers than we do with our spouses. And 43 percent of first marriages end in separation or divorce within 15 years! And we choose our spouses. It stands to reason then, that there will be times of friction in the workplace. According to HR.BLR.com, Accountemps conducted a survey of 150 executives that found nearly a fifth of managers’ time is spent sorting out personality conflicts among staff members. That is a lot of time and money spent refereeing rather than on the job for which you were hired.

To help avoid conflict, we decided to practice what we preach. My team got together and each person identified “limitations” that might hinder harmony within our group. We all shared our upgrade report that identifies both the strengths and limitations we possess in each color, based on our answers we provided when we took the Color Code test. Then we each chose limitations from our lists that could potentially cause conflict within our group, and each team member set the goal to work on eliminating the limitation from our personalities.

On the door of my office, I have posted the three limitations that were chosen for me. My driving core motive (DCM) is Power and I have a long list of limitations in the Red category but, interestingly enough, the limitations chosen for me were from the Blue and White categories. They are: silently stubborn, judgemental, and unrealistic expectations. This really illustrates how others are more accepting of limitations from your DCM, and are confused by and unaccepting of the incongruity of displaying limitations from another. Now—among the long list of Red limitations I mentioned above are: overly aggressive, always right, relentless, bossy…well you get the picture. I would have thought that any one of these would have merited a vote, but my team accepts these as Red behaviors.

What they don’t expect from me, and therefore are confused by, the White behavior of silent stubborness, or the Blue behaviors of unrealistic expectations and being judgemental.

There  is often a gap between how we see ourselves and how others see us. We look in the mirror and see the person we think others see. However, there is often a disconnect between our reality and that of others around us.

One of the best sources to bridge the gap of perception to reality is receive feedback from those around you. The path to becoming congruent is a process of self-assessment. You can’t become congruent if you don’t see the ways in which you are incongruent. The lack of congruency sends ineffective and mixed messages illustrated in this example:

The Red boss furiously storms into an employee’s office and berates him because something has not been done right. After he’s done, he walks out of the office and thinks, “Oh, my gosh… how would I have felt if someone had done that to me?” Contrite, he goes back into the office, apologizes, and offers to take the employee to lunch. The employee is confused by the mixed message. He doesn’t know quite where this person is really coming from or what to expect next.

Learning that my team was confused and affected by my incongruent behavior was an eye opener, and like them my goal is to overcome the limitations they have identified. However, that’s not to say I shouldn’t work on my Red limitations as well. I have my work cut out for me! Baby steps. CC

 

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.

 

 

 

Ask the Expert

Dear Jeremy,

If certain countries exhibit a particular color more than others, (e.g. Australia being yellow, or Japan being red) it seems that certain states or regions might as well.  I think of the Northeast being more red, the Southeast being more yellow, the Midwest being more blue and or white, and I am not sure what the west coast would be characterized as.  It tends to be a blend of everything. Thoughts? 

Warm Regards, 

Scott D. McKeon

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Dear Scott,

You are absolutely right in thinking that certain states, regions, or even cities… or even more interestingly–organizations and teams have their own “Color” as a group. It has more to do with culture than anything else, of course, and just because we might characterize Brazil as a Yellow country, I would suspect that the general population would hold more or less the same distribution of Reds, Blues, Whites, and Yellows as the U.S.The examples you mentioned are very good, and of course you would see a city like New York as more of a Red city, or New Orleans more of a White city (“The Big Easy”, right?). You can also see how cultures change over time if you think about it. Southern California back around the 1950’s had more of a Yellow culture. It was all about surf, sun, and fun. Now, I think that most would agree that it has more of a Red culture because it has become much more competitive, and areas within it (think Beverly HIlls, Malibu, etc.) have more of a status appeal to them.One of the reasons, I believe, that the United States has lost some of its international popularity is that others believe we have shifted into acting like more of a Red country. Traditionally, the US has had a solid Blue orientation. In fact, if you look at the principles upon which this country is founded, you would see a very Blue culture. I think most Americans still feel connected with those Blue principles.

Outside of the US, however, I believe our international image is extremely Red. People view us as power-hungry and overly-aggressive.

The same kinds of things happen inside of organizations. The Walt Disney Company has experienced a similar shift. Under Walt’s leadership, it was a very Blue company. Think of the whole concept of Disney Magic–the imagination and extreme attention to detail and aesthetics. That was Walt’s vision. Back in the 1990’s and in particular under the leadership of Michael Eisner, Disney became much more of a Red company and a big player in the business world.

The implications of those kinds of shifts are varied and always bring with them different dynamics and consequently communicate mixed messages to the general public. Sometimes those shifts are needed but not necessarily accepted. Sometimes they are forced and end up creating more problems.

It is simply… fascinating!

Part of what we do when we work with teams is to teach them about how these interpersonal and cultural dynamics will impact both their short- and long-term success. Having that awareness helps people build better organizations and teams.

Thanks so much for taking the time to ask, Scott. I hope that my response is helpful to you.

Very best of living,

Jeremy Daniel
Training Director
Color Code International

 

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