Many organizations have restructured at some point in their history.  Some do it regularly.  Where I work, it was never done, which made this series of events I’m about to tell you about even more impactful.  Our Color Code make up greatly affects how we deal with change.  Let’s go back to February 2020.  Do you remember what it was like back then?  The world had not yet been flipped upside down by Covid.  No lockdowns, no working from home, no constant state of change.

I was working in a team of eight people, with several contract employees and the rest seasoned training professionals. Our corporate director met with us about some changes that were coming soon. He passed out some PowerPoint slides of what our department looked like currently and what the prospective department would look like after….reorganization.

Did you read that word in a deep, evil voice?  That’s the way I heard it when he said it. I looked at his slides showing the structure of our department now and the future structure. I noticed very quickly that my job was not listed on the new structure. I’m not sure I heard his next words, because there was a strange buzzing in my head.  All I could think was, “You will not cry in front of these people!”  I repeated it to myself over and over as he spoke.  As a Blue, I knew I needed to shut off my emotions and think about the facts, be logical.  

My White personality coworker said nothing in the meeting.  He said nothing after the meeting. He retired early before he could be let go. 

The strong Blues in the group (we had several) took it different ways. One freaked out. It was all she could talk about. “What’s going to happen?” “What are we going to do?” “Have you heard anything new?” “This is horrible!”  She couldn’t sleep.  Her work performance suffered.  She thought it was horrible that she had a place in the new department and I didn’t. It wasn’t right. It wasn’t fair. She thought she didn’t deserve to be there if I didn’t. She ultimately found a new job before any of the reorganization happened. Did she do that to free up a spot for me?

Our other Blue pulled inward and concentrated on the routines and the things she could count on, her daily tasks. She didn’t engage in the water cooler rumor mill. She assumed everything was going along as planned and nothing else needed to be mentioned. She had a spot on the new org chart.  

My secondary Red took over very quickly. I wasn’t going down without some further discussion. I met privately with the director. I asked how I could fit in somewhere else.  Were there any other opportunities for me? Turned out that, yes, there were. It was in the works, but he couldn’t talk about it right now, so I had to trust in him and wait. That was nice, but I started thinking of every possible scenario I could. I could get a different job. I applied for five jobs within the company that year. I could do independent consulting and training. I could do something completely different! Maybe this was the push I needed to try something new?

My manager, who was a strong White, did nothing. She had no place on the new org chart and just kept saying, “I don’t know what I’m going to do, but something will come along.” She didn’t think of other scenarios. She didn’t update her resume. She continued on like nothing was changing. She was ultimately let go.

Our Yellow team member tried to lighten our moods. She said things like, “Come on! It’ll never happen. It’s all talk. We are a great department. They don’t want to ruin that!”  She didn’t have a spot on the new organizational chart either. She said, “Looks like I need to update my resume!” with a laugh and a smile. “I’m going to want to practice some interview questions.” She had sympathy for us Blues, but she pivoted effortlessly.  

Ultimately, our department was split, with only the manager losing her job. It left us all a little scarred, though.  My loyalty was rewarded with a new opportunity working in Organizational Development.  My Yellow co-worker slid into a new spot as well.   

Each color personality has a go-to way of dealing with change. We may need to challenge ourselves or others to stretch outside of our normal thought processes.

Red personalities will usually be the first to adopt change as their focus is always the future. Reds, don’t expect everyone to be where you are. Communicate ideas in small, digestible chunks with time in between for others to process and adopt.  

Blue personalities hate when their comfortable routine is upset.  Try to see that there is a possibility of a new and improved routine after this crazy time of change.  

White personalities can use their creative minds to think of possible scenarios and mentally prepare themselves. Take baby steps. It’s ok to ignore the change for a short time, but do not stay stuck there. The change will happen, whether you are ready or not.  

Yellow personalities: remember that humor can seem shallow and disrespectful to other color personalities.  Use it sparingly.  Draw on your collaboration talents to get those around you talking. 

Communication is key.  Sometimes it is venting, sometimes productive brainstorming.  Talking to others helps alleviate any worries or assumptions that you create individually.  Each of the colors needs to communicate to be able to process the change in a positive way that moves everyone forward.

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Mary Frances Mika is a Blue who has been facilitating Color Code classes for years. She has a degree in Psychology and has PHR, SHRM-CP, and CPTD certifications.  When she’s not training, Mary Frances connects with her White secondary self by gardening, bird watching, and reading.  She loves to see the impact the Color Code has on her participants.