Author: teresa.glenn

Ask the Expert

Dear Jeremy,

I recently heard somebody referred to as a “Healthy Blue”. Can you please explain what that means? Does it imply that somebody could be an “Unhealthy Blue,” for instance? Thanks!

Debbie

Dear Debbie,

How very observant of you! Thanks for submitting this question. I would love to explain what this means.

Anyone who has been around the Color Code for very long has heard us speaking in terms of “Healthy,” “Unhealthy,” “Charactered,” and/or “Dysfunctional”. For example, we may refer to somebody as a “Charactered White”.

Whenever you hear any of these terms, we are referring to a part of the growth process Dr. Hartman calls “The Charactered Path”.

Most people reading this will probably be familiar with Dr. Hartman’s first work, “The Color Code” (now available as “The People Code“). A smaller portion of our readers will be familiar with Dr. Hartman’s second book, “The Character Code” (now available as “Color Your Future“) and/or his third book, “Playing Life to Win“.

Those two books are followup works to The Color Code and they build upon Dr. Hartman’s understanding of personality and personal development.

The Color Code is a blueprint for first, understanding yourself and what makes you “tick”. This is accomplished through discovering and learning about your Driving Core Motive – the engine that drives your personality. The Color Code also teaches us about others and what motivates them to do what they do. The understanding of self and others enables people of all walks of life to significantly improve their relationships with others and therefore their own personal and professional effectiveness.

So, what happens after you get the Color Code?

The answer to that question is that you have to learn about how to change and develop yourself; how to break old habits; how to learn new skills, etc. That’s precisely where The Character Code comes in as outlined in Color Your Future and Playing Life to Win.

Obviously, we all change in life. Some changes are for the better, and unfortunately some are not. That’s where the “Charactered Path” picks up. We use the terms, “Charactered,” “Healthy,” “Unhealthy,” and “Dysfunctional” to describe which path an individual might be on at any given time. I’ll give an explanation of those four terms below:

  • A “Charactered” individual is a person who is really working on positive growth. Specifically, what we mean is that this person is developing Color Code strengths outside his/her own Core Color. For instance, if a Red was to learn to be compassionate (a Blue trait) we would consider that kind of growth to be “Charactered”, because the Red is stretching beyond their natural strengths and striving towards positive growth.
  • A “Healthy” individual is a person who is really good at working from his/her own strengths (inside his/her Core Color), but is not necessarily trying to reach beyond them. For example, if a Blue was found to be compassionate – even if that compassion was learned – we would consider that to be “Healthy” behavior. That means that the behavior is still positive, but it didn’t necessarily require someone to go above and beyond our expectations for them in their Core Color.
  • An “Unhealthy” individual, then is a the opposite of a “Healthy” individual. He/She operates out of limitations inside his/her Core Color. An example of this would be an irresponsible Yellow. The behavior is limiting, but it is not necessarily uncommon for a person of that Color Code.
  • Last of all, we have the “Dysfunctional” category. A person in this area is living out of limitations outside his/her Core Color. This becomes very problematic for that person, because their limiting behavior seems so unnatural, forced, or even purposeful. Their thinking is clouded, and they often struggle with carrying deep insecurities as well as appearing to be extremely incongruent in the eyes of others. An example of a “Dysfunctional” individual would be a irresponsible White.

I hope this explanation is helpful to you, Debbie. If you would like to learn more, I would recommend that you read, Color Your Future. It is an excellent book!

Very best of living,

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.

Confessions of a Red—Social Networking

Lately, I have been thinking about social networking and what personalities are drawn to it.

For instance, I have accounts on Facebook, Linkedin, Twitter, Eons, etc.–but don’t really participate. I don’t post, re-post, share, or poke. If anything, I am more of a voyeur. I will toggle through to see if there is anything interesting going on, and I do enjoy reading news from my scattered family. But, I have a hard time getting excited about the hen that my niece just bought for her Farmville farm, or working up a warm-fuzzy feeling about the plethora of cute cat posters that abound. And now, with the election heating up, I really don’t want to watch that train wreck. People can get downright ugly.

Growing up, my brothers were friends with “Bob.” I have always liked Bob and when he asked me to be his “friend” I accepted. I have since learned more about Bob than I wanted to know. I have learned that he has a very crude sense of humor, is quite self-absorbed, has opinions and is not shy about sharing them—probably a fellow Red.

Unlike most people in my family, I am somewhat apolitical. I do vote, but mostly because I’m afraid my mother will haunt me if I don’t. I try to be well-informed before voting and I am willing to listen to well-articulated reasons for backing a candidate. Bob’s definition of well articulated and mine are very different. He thinks he can sway his Facebook friends to his side by calling the candidates he doesn’t like cruel names. Reminds me of when we were little kids. “I’m not voting for him because he’s a stupid-head.” (OK, it wasn’t that juvenile, but close). Like I said, I don’t normally post on Facebook, but when I read this, I wrote one word “boo.” He promptly told me to go do something I’m pretty sure is anatomically impossible. I promptly unfriended him.

I’m not sure Facebook is the best spot for Reds anyway. We are too opinionated and when you aren’t face to face, it is much easier to sling snide or cruel barbs. People forget that when you argue online it’s like being a contender at a prize-fight full of spectators. And, sadly, your insensitive comments are up there forever.

No…I see Facebook as the realm of the Blues and the Yellows. They are social creatures that post often, and in great detail. For example, my Yellow niece posted: “I’m going to the DMV.” Ten minutes later: “I’m at the DMV.” Five minutes later: “I hate the DMV.” She is so full of herself that she assumes we want a blow-by-blow of her day. I have another “friend” who is Blue and an animal (mostly dog) enthusiast. She scours the internet to find all kinds of dog stories, pictures and anecdotes. They are happy, sad, cute, and most of all abundant.

Yellows and Blues are the ones who share pictures and stories of their families, post the cute cat posters, and share the latest find from Pinterest. They hit the like button often, are delighted by posts and reply their delight. They LOL, OMG, ETC. They are who put the “social” in social networking. It is their element.

My White son isn’t interested in the whole Facebook thing. He is quiet, thoughtful, intelligent, and when he finally does says something, it is concise and to the point—all in 140 characters or less. Yes, his networking site of choice it Twitter. What better place for a White?  On Twitter, you “follow” someone, or they follow you. You don’t feel the overwhelming commitment of being “friends.” You can read the tweets if you want, or ignore them if you choose. If you get tired of someone, you just quit following him or her. No big deal. Meh.

And so, I watch. I continue to be amused by my Yellow niece, admire my Blue friend’s charity, and even follow my son’s thoughts of 140 characters or less. Hmmm. Maybe social networking is for me after all.

 

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.  

 

Back to School Tips for Parents

If you have more than one child, you have come to the realization that regardless of the fact that they were raised in the same environment, siblings can be very different. Following are some tips on what you can expect now that the new school year is upon us.

Red Students

Whether in kindergarten or grad school, a Red is only there because they need the experience to further their success. Otherwise, why bother? They already know everything. In fact, Red children are often the ones that leave school too soon because they’re bored.

The biggest problem that teachers (especially Blue teachers) have with Red students is that Red children don’t care who is the adult or who has authority. They are very direct and will challenge anyone. They are highly verbal, so it’s very tough for them just to shut up. When they’re in a debate, they’re going to carry it to the end—even if it means being punished. Typically, they just want to express themselves. Red children are very defiant. They will take you on. A red child will respect appropriate standards, but not roadblocks. Don’t be petty. Throw them a bone once in awhile. If you want to win the war, then let them win some battles.

Blue Students

Blue children, on the other hand are very obedient. They will do what you tell them to do because they should. They come home on time. They do their homework to please their teacher.

They are very loving kids and can get their feelings hurt easily. If you hurt them, they will remember. They seek your approval and physical affection. Take the time to touch them, to talk with them. Share their day with them.

They will also remember, and appreciate that you were a room mother or that you took off work to come to their programs. They’ll let you know, “I want you to be where I am.”

Blue children can be devastated by a scolding. They feel guilty already. Remember, that when you are disciplining them you don’t have to do much, because they punish themselves enough.

White Students

White children are probably the most blessed gift a parent will ever receive. Their needs are so few they are easy to accommodate. They are not demanding. They don’t require great fanfare. There is a quiet, unique gentleness about them. This promotes family harmony. They are the children who travel through life with an even temper. New experiences can traumatize White children however, because they are typically shy. They do not easily step outside of their comfort zone.

White children are often overlooked. If you’re the parent of a White student and are paying taxes, you are not getting your money’s worth. They are the nicest, easiest children in the world. They don’t fight. They don’t cause contention. They don’t get in anyone’s way. But they also get overlooked. If a teacher has thirty kids, she is grateful for the few who will sit quietly at the back of the room while she attends to the others.

One of the problems with White children is that sometimes they approach life too casually. This can be seen in their aimless and misguided natures. For example, White children forget lunches, musical instruments, or that they need two-dozen cookies by tomorrow morning.

Yellow Students

Yellow is the color for kids. Yellow children are quite entertaining, but watch out for your Yellow student. They prioritize play over work. This is very difficult for people to understand, especially Reds and Blues. But Yellows believe that play is productive.

Yellows also have a lot of excuses. They are terrible at being pinned down. You ask where their homework is, and they will make up story after story. They have lots of excuses for everything.

Yellows are also very forgetful people. To complete a task, they need a specific timeline, directions to follow, and constant reminders. Yellows are rather messy and sloppy in their work habits. They produce material that most teachers cringe over and parents are rather embarrassed about. But, teachers will often tell you how much they love your Yellow student and how bad they feel giving them an F.

Conclusion

Keep in mind that all the colors have different study habits, attitudes about school, and  interactions with you and their education provider. Don’t expect each to behave the same. Take the time to learn the needs and wants of each child and create an environment that will help them in their academic success. CC

The Colors of an Olympic Athlete

I love the Olympics. I love everything about them. The spectacle, the strange sports you only see there—or occasionally on obscure cable channels late at night, the world coming together and putting aside their differences if only for a few weeks, etc., etc. But I especially love the athletes. I love them for many reasons. But mostly I love them because they are living, tangible proof that determination and hard work can result in extraordinary things.

These athletes remind us all just how amazing we can be if we are willing to put in the effort. And, since I work at Color Code, they also remind me of motive. Because, while much of their accomplishments have to do with great physical fitness, I would argue that these athletes have had to achieve a great degree of discipline and “mental fitness” as well.

I can’t help but wonder what colors the athletes are and which color personality would make the best Olympian.

Would it be the Reds with their vision and confidence, determination and discipline?

Would it be the Blues with their attention to detail, commitment, ability to make sacrifices, and deep sense of purpose?

Would it be the Whites with their calm under pressure, observant nature, adaptability and focus?

Or would it be the Yellows with their high energy, adventurous, optimistic and flexible nature?

Regardless of what personality color or color combination you think would be the best, it’s fun to meditate on how we can be inspired by these incredible athletes from all over the world. And, if you have Olympic dreams of your own, I know that working on your “mental fitness” will be an important part of making those dreams a reality…oh and you might want to start doing some sit-ups too.

 

Joe England has known about the Color Code ever since 1994 when his Grandpa caused quite a family controversy by “quick coding” everyone.  Luckily, Joe could see the value in what Grandpa Don was going for and years later, when the opportunity arose to work for the Color Code, Joe jumped at the chance. He is a Yellow, enjoys Swedish Fish and typically gets along with children better than adults.

 

 

 

 

Be Congruent

Create Performance in Your Relationships!

Imagine going to bed at night with one person and waking up next to a seemingly different person in the morning. What would it be like never knowing what to expect from the person next to you? Never knowing what kind of mood they’ll be in that day? Even to the most adventurous among us, it would prove tiresome very quickly. We rely on consistency in others in order to know where we stand and what to expect in a relationship. You cannot easily commit to something or someone you cannot understand.

The tremendous power of the Color Code is its offering of truth. It reveals who you are and what others can expect from you. Like all people, you come with duality. First, you have your innate personality, which lies at the very core of your being. It is your driving core motive that inspires your deepest and most natural way of being. Second, you have your character, derived from outside influences and enhanced by personal choice. You are a unique blending of who you were born to be and who you choose to be. Once determined, you must commit to being your best self—authentically and consistently. Then allow people to trust and connect with you without fear of disappointment or betrayal.

Whatever it is you want your relationships to be about, you must personally commit to being yourself. If you want loyalty, be loyal. If you want fun, be fun. If you want kindness, be kind. Don’t desire something from another that you are unwilling to give yourself. When you enter a relationship, have your game plan and stay true to it. Play to your strengths and consistently expect the things you believe are fair and legitimate from the other person. Never apologize when asking for attitudes and/or behaviors that enhance and lift your relationship. However, remember that what you deem appropriate and easy is not necessarily the case for the other person.

Opposites attract. Subsequently you must be patient and persevering in helping others appreciate the things you value in a relationship. Remember what you are about and remain committed to your game plan. If you want to travel, inspire your partner to see its benefits. If you’d rather stay home than go out, then make staying home fun for your partner. Decide what you desire to be about in the relationship. Commit to it and be consistent.

Resonance occurs when what you claim you are about aligns with how you actually behave. It strikes others as genuine, legitimate, and believable. Your actions convince others that you will remain consistent with how you market yourself. Are your personal and professional relationships successful? If so, what are you doing to enhance them? If not, what is it about you that blocks their effectiveness? Can you trust yourself to remain consistent regardless of how the other individual chooses to behave?

One of the great signs of resonant people is their ability to stay true to how they choose to act regardless of others’ inconsistent behavior. Are you capable of exactness when others around you change to accommodate their fears and/or selfish whims? When you can be true to whomever you choose to be, regardless of others’ responses, you can become resonant in your relationships.

The questions remain, “Who do you choose to be? What do you choose to be about?” Eventually, your life becomes about the relationships you create. Relationships demand consistency and commitment. They begin by each individual choosing a source of action—a way of life with which they will become congruent in how they think and behave everyday. In the beginning, we choose who we want to be (or not!) by observing our parents. Eventually our innate personalities weigh in with their influence. Society colors our self-perceptions of what is appropriate and acceptable. In the end, we blend nature and nurture into a unique commitment of what we want to be about and how we want to behave in our relationships.

Ultimately, you are what you do. Congruent people behave as they say they will, which brings trust and confidence to their relationships. Does your behavior bring confidence and trust to others? Can they expect you to behave consistently with the individual you purported yourself to be? Resonance in relationships has little to do with the other person and everything to do with you. Commit to being the person you want to be. Consistently play to your strengths and align daily behavior with your game plan. All life is about relationships. This is your life.

Meeting Mishap

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 direction the website was taking, worried they were not being given their due. The woman responded intelligently but the atmosphere became emotionally charged and time was quickly slipping away. It was clear the sales team was hijacking the meeting.

LIKELY REACTION:

Red

A Red CEO operating in her strengths would quickly take opportunity to stop the “piling on” and redirect the meeting. Reds are not intuitive by nature but they generally keep themselves informed regarding those who work with them. The first question from the sales team would alert her to the direction the meeting might take. After the second or third question, she would interrupt the discussion. With a very direct approach, she would remind everyone of the purpose of the current meeting and suggest scheduling a separate meeting to address the specific concerns of the sales team. Her tone would be professional and matter-of-fact, communicating that she is still in charge of the meeting.

A Red with an abundance of limitations could handle this situation a couple of different ways. As the sales team continued questioning the woman giving the update, the CEO might allow it. She could easily see the piling on but might use it as a test of the new employee. If the woman giving the update was rattled and emotional, the CEO would lose respect for her. If she handled the overload of questions with logic and spunk, the CEO might consider her for promotion. Another possibility is that the CEO would interrupt the questioning but do so with an authoritarian tone. She could take opportunity to put the sales team in its place and she might just step into the argument to teach them a lesson about trying to usurp her authority to run the meeting.

Blue

A Blue CEO operating in her strengths would take the opportunity to remind everyone that being tactful and open is the key to getting solutions. Blues are willing to allow conversations to take their course, as they want everyone to have their say. With that being said, the CEO understands that time is precious in the corporate world. In true Blue fashion, you may see this type of CEO reduce or even eliminate her address in order to make time for this issue. Commitment is key to Blues, and they will go to great lengths to ensure that there is a personal level to all encounters they have. Although the meeting has turned from its original course, the Blue CEO will remain focused in helping her employees gain what is needed to advance.

In the end, the connections made are worth setting aside an address. The Blue CEO will harness the opportunity to connect with her employees, and a situation like this is a perfect example of what drives Blues. In the end, helping supersedes being the center of focus. The Blue CEO will always find a way to help her team succeed, and in doing so, show what a great experience it is to connect. By allowing others to become the focus, the Blue CEO leads toward what is expected and needed, building the cornerstone for success within the company.

White

A White operating from her strengths would be very accommodating in this situation. The clarity of a White is key to their success. It never ceases to amaze me how quickly a White can break something down, especially a situation that is spiraling towards an explosive end. Although Whites are not known to be vocal, when they are vocal they cut through the mud and find solutions in a very peaceful manner. Most likely the White CEO would accommodate both parties in this situation. No White I have ever encountered wants to be put on the spot. They operate from peace and don’t want to be ridiculed publicly. That being the case, the White CEO would make comments commanding respect from both parties.

Because Whites are logic-based, the sales group would probably be asked to direct their questions in a manner that is calm and to the point. This is the beauty of the White, and anyone lucky enough to have a healthy White leading them is in a great place. In the end, the White CEO would allow for Q&A from both sides, but would request a meeting to be set for further discussion. The CEO would then conclude the meeting with her address, and in the true fashion of the White personality, nail the speech, leaving the employees in awe of how the CEO handled what could have been a very messy meeting.

Yellow

A Yellow CEO is armed with a variety of strengths to help her handle the situation positively. For starters, the capacity for Yellows to accept others and see the best in them would help create a positive tone in the meeting. When the questioning of the new employee started the highly verbal Yellow could step into the exchange and, with good humor, bring the discussion to an end. Yellows are often not given credit for their intuitive ability to read others and situations accurately. The Yellow would readily sense the sales team frustration and the discomfort of the woman giving the update. Then with charisma typical of yellows, she could quickly and easily diffuse the difficulty and get the meeting back on track.

Yellow limitations could get in the way of this situation in a number of ways. Yellows avoid confrontation. If the questioning took on a contentious tone, a Yellow with this limitation might just let it go on to avoid getting in the middle of the mess. In doing so she could avoid displeasing both the sales team and the new employee. Another limitation that could yield a poor result is the tendency to interrupt and not stay focused. The Yellow CEO could quickly and easily interrupt the exchange with the sales team. However, just as easily a Yellow might start chattering on about the situation under discussion and lose the focus of the meeting. In this scenario, the meeting time would slip away and the rest of the agenda would be lost.

 

Ask the Expert

Dear Jeremy,

Any tips or experiences about Red-Blue relationships? Do you find that it really is a “Blood, Sweat, and Tears” combination?

Thank you!

Laura

Dear Laura,

Great question! I love it. “Blood, Sweat, and Tears” does just sound so ominous, doesn’t it? I think it gets this nickname because roughly 85% of the conflicts that we deal with in training situations are of a Red-Blue nature. A lot of the personal coaching that we have done also has revolved around these two personalities.

The fact of the matter is, a Red-Blue relationship is typically the hardest relationship to be in because both have a hard time readily accepting the other person. Another name we have for this combination is “Non-Complementary Opposites”. That means that many of their traits are extremely opposite from the other person, but they don’t necessarily mesh together very well without a bit (or several gallons!) of elbow grease. White-Red combinations and Blue-Yellow combinations are an example of more “Complementary Opposites” where their opposite natures actually work extremely well together and produce natural synergy.

What is also true for the Red-Blue relationship is that they have unlimited potential for success. In fact they can be the MOST dynamic of all color combinations if they can just learn how to get over themselves and learn to appreciate and accept the other person. So the term “Blood, Sweat, and Tears, should never be taken to mean the relationship can’t work. It just takes work – like any relationship. If they learn how to get past the conflicts there really is nothing this team cannot accomplish once they get united.

Here is a breakdown of some tendencies of this combination as well as a few tips for you:

  • There is great joint loyalty here that covers all bases. For example, the Blue is fiercely committed to the people and the relationship side of the equation, and the Reds will be just as driven to get things done and take care of important tasks.
  • The Blue will generally take care of quality and details, and the “how-to-get-there” part of any plan, and the Red will stay focused on the big picture. In other words, they help each other in areas where the other person doesn’t particularly care to focus.
  • Mutual dependability is another great plus here. That’s why this relationship happens a lot, actually, because both parties show up, commit, and make things happen.
  • Here’s where things start to get a little tricky. Blues and Reds are both heavyweights – meaning, they both seek to control others. Sometimes people have a hard time believing this, but typically the Blue will be the more controlling person in this relationship because their sense of control is largely based on emotional reactions/feelings. Reds are also controlling, but their control is strictly logical, which is easier to deal with if the Blue can stay rational. When Blues and Reds try to control each other, this relationship will struggle. Instead, they should try to learn to accept one another for who they are as opposed to trying to change each other. Then, they can allow the other person the room to do the things they are best at without offering any negative judgment or criticism.

The last thing I’ll mention here is that while Blues tend to think from their hearts, Reds will always think with their heads. This can work either for or against them depending on whether they are in a synergistic mode or whether they are more concerned with who is right as opposed to what is right.

Very best of living,

Jeremy

 

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.

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/