Weekly Tools and Tips to Improve Any Relationship
Recently, I was on a phone call with a Color Code client. He is the training director for a large corporation that currently has over 200,000 employees. He told the story about being in a meeting with high-level employees from a company his employer was acquiring, when one of the HR people asked him “Why Color Code?” He thought about it for a minute, and then he asked her what her results were on Myers-Briggs. Even though it was the personality assessment she currently used, all she could say was, “I don’t remember, but I think it starts with an I. He responded, “That’s why we use Color Code.” One of the most powerful
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I recently had the privilege of hearing Alan Horn being interviewed for The Hollywood Reporter. Now, for those of you who don't know who Alan Horn is, let me bring you up to speed. He was one of the founders of Castle Rock Entertainment (Seinfeld, When Harry Met Sally), then went on to become the President and COO of Warner Brothers (where he managed the entire Harry Potter and new Batman Franchises among other things) and now is Chairman of The Walt Disney Company. So, ya, you could say he's a pretty successful guy and might know a thing or two about success and leadership.
Life is all about relationships. We have them, to some extent, with everyone we meet, from your best friend, to the person who checks you out at the grocery store. In each situation, we modify our behavior to meet the needs of the person with whom we are in that relationship. After all, you wouldn’t behave the same way in front of your Grandma as you would a peer. Whether you recognize is or not, that is the Color Code in action. There are many factors that come into play that define our outward behavior. Your core motive (color) is innate and will never change. But, what about other behavioral influences that play a part in your personali
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I have been fortunate enough to supervise hundreds of individuals in their daily work over the last fifteen years. This has afforded me the opportunity to learn from many mistakes including underestimating the power and the potential of the Yellow personality type. The reality—if the Yellow finds joy in their work, they can and often will be stars!
To understand why the Yellow personality is often underestimated and even misunderstood, we’ll take a brief look at the Red, Blue and White under a critical but common work condition—stress caused by heavy and challenging worklo Read More
It’s written, tested, and free for educators. Getting It!, Color Code’s new curriculum for secondary school students and teachers, will be made available to all junior high and high schools for the 2013/2014 school year free of the traditional corporate sponsorship requirement. Getting It! is made up of two fifty-minute units that can be integrated into existing social sciences curricula. Unit 1, Getting Yourself educates the students about why they do what they do and how to build on the strengths and eliminate the weaknesses of their innate personality. Unit 2, Getting Others, provides the students wi
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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 pract
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Reds are so easy if you understand how they see life. They are “Power” based people. Reds are productive, they are driven, and they hide their insecurities. They are very easy to build relationships with once you understand them. Here are some helpful suggestions. 1. Present issues logically. Do not whine and cry and complain. They want to know the facts. They are not only unmoved by emotion, they see it as weakness. 2. Demand their attention and respect. Reds know they can run you down if you let them, and they don’t respect you if you do. You must learn how to speak up, present the facts, and chal
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As I write this, I am sitting in a visitor chair at a local hospital. I have been in this chair, and many like it, off and on for six months. From this chair, I have had the opportunity to see healthcare in all its personalities. From this chair, I have observed nurses in action. They are young and old, male and female, and mostly Blue. If you have a loved one who is sick, having a Blue take care of them is a true gift and these nurses have my complete and total admiration. They have the natural gifts of empathy, compassion, sincerity, and strong sense of purpose. When a nurse asks a patient how he feels, she actually wants to know. Not on
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More and more, the idea of teleworkers is appealing to companies both large and small. They can hire talent anywhere in the world without the cost of relocation and providing workers with a physical workspace. The company might have a salesman in Seattle, a web designer in India, a technical writer in New York. The teleworker can work from anywhere that has a plug and wifi. Go into any coffee shop and you’ll see industrious employment at work. A win-win, right? Well, before you go talk to your boss about your new “office space” or let your employees head for home, we’ve got a few things for you to consider. These are all observation
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You see it everyday. People milling around, whispering to each other—complaining about some slight that happened—whether from another employee or from management. It seems harmless, even petty, but these incidences are actually affecting your company’s bottom line. As every manager knows, office conflict not only affects productivity, costing the company in man-hours (approximately 2.8 hours per week per employee), but according to an article published on entrepreneur.com (www.entrepreneur.com/article/207196) , “nearly 10 percent [of employees polled] reported that workplace conflict led to project failure and more than one-third said
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