True Colors
Understanding Yourself and Others
ACA Leadership Institute
July 24, 2103
Dr. Lynn Linde
Workshop Outcomes
Using colors as a metaphor to understand human
characteristics, you will learn:
 Individual strengths, joys, and values
 Stressors and frustrations, a.k.a.
what makes you crazy/how you drive others crazy
 How to modify your style to get the
results you desire
 How to become more effective with
groups and committees
 Strategies to stretch and increase
your communication skills
Look at the color-coded
character cards. Review
each of the illustrations
and arrange the cards from
the one most like you to
the one least like you.
Remember to read the
back of the cards too.
Now do the same thing
with each of the word
clusters below the
drawings of the cards.
Number each statement
from the one most like you
to the one least like you.
(4 highest or most like you
– 1 lowest or least like
you)
Now total all your columns,
including your card sorting
ranks. Your highest
number indicates your
primary or brightest color.
Your lowest number
represents the color least
like you.
CORE
NEEDS & VALUES
Core Needs and Values
GOLD
DUTY AND
RESPONSIBILITY
Core Needs and Values
GREEN
INTELLECTUAL COMPETENCE
(INFORMATION AND
KNOWLEDGE)
Core Needs and Values
BLUE
RELATIONSHIPS AND A
SENSE OF HARMONY
Core Needs and Values
ORANGE
FREEDOM AND ACTION
ATTRIBUTES
GOLD ATTRIBUTES
















“Be Prepared”
Love to plan
Detail oriented
Service oriented
Values family traditions
Helpful and trustworthy
Conservative and stable
“Should” and “should not”
Strives for a sense of
security
Punctual, predictable,
precise
Value order and the status quo
Duty, Loyalty, Usefulness, Responsibility
There is a right way to do everything.
Tends to be left-brained and analytical
Strong belief in policies, procedures, rules
Most comfortable with a formal environment
GREEN ATTRIBUTES
 “Why ?”
 Philosophical
 Idea people  Very complex
 Perfectionists
 “Should be able to”
 Approaches interpersonal
relationships in a logical manner
 Work is play – play is work.
 Need for independence and private time
 Knows how to spell and pronounce “big” words
 Explores all facets before making decisions
 Abstract, conceptual, global
 Can never know enough
 Cool, calm, and collected
 Often not in
mainstream
 Visionaries, futurists  Intellectual
 Standard setters
 Theoretical
BLUE ATTRIBUTES
Mediators
Optimistic
Caretakers
Passionate
Peacemakers
Cause oriented
Need to feel “Special”
Always a kind word
Enjoys symbols of
romance
 Strong sense of
spirituality
Sensitive to needs of others
Peace, harmony, relationships
Motivate and encourage others
Cooperative rather than competitive













ORANGE ATTRIBUTES
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Natural and non-conformist
Thrives on competition
Likes tangible rewards
External focus of control
Stimulates the economy
Impulsive and spontaneous
Appreciates immediate feedback
Tends to be left/right brain integrated
Most productive in informal environments
Playful
Energetic
Charming
Risk taker
“Just Do It”
Tests limits
Quick witted
Master negotiator
Creative, inventive
“Let’s make a deal”
A natural entertainer
High need for mobility
Visual and kinesthetic
Pushes the boundaries
STRESSORS
(Frustrations)
GOLD
Golds are stressed in
environments that reflect:












Incomplete tasks
Disorganization
Irresponsibility
Changing details
Lack of direction
Ambiguous tasks
Waste
Non-Conformity
Lack of structure
Haphazard attitude
Too many things going on at once
People who don’t follow through
BLUE
Blues are stressed in
environments that reflect:











Broken promises and too much negativity
Not being involved and lack of social contact
Too much conformity
Clock watching
Being compared to others
Conflict
Lying
Rejection
Insincerity
Completing paperwork as priority
Placing the “system” before people
GREEN
Greens are stressed in
environments that reflect:










Lack of recognition of their ability
Elaborate use of adjectives
Not being in charge
Lack of independence
Subjective judgment
Emotional displays
Incompetence
Small talk
Routine
Social functions
ORANGE
Oranges are stressed in
environments that reflect:
•
•
•
•
•
•
•
•
•
•
•
•
Too much responsibility
Rules & regulations
Being stuck at a desk
Abstract concepts
Reading manuals
Imposed structure
Repetition and routine
Personal criticism
Deadlines
Inactivity
Following detailed directions
Lack of Fun and lack of variety
COLOR
DISTRIBUTIONS
REFRAMING
Think About and Share What
Others Might Say About Your
Brightest Color
REFRAMING GOLD
Others may see Gold as:












Rigid
Controlling
Dull, boring
Stubborn
Opinionated
Judgmental
Bossy, controlling
Uptight
Predictable
Autocratic
System-bound
Unimaginative
Gold may see self as:
Stable and Dependable
Providing security
Firm
Always have a view
Efficient and Decisive
Realist
Executive type
Good planner
Orderly, neat
Good at sorting,
weeding out
 Organized and Punctual
 Goal oriented
 Seeks closure










REFRAMING BLUE
Others may see Blue as:














Overly emotional
Bleeding Heart
Mushy
Hopelessly naïve
Too tender hearted
Easily duped
Too touchy-feely
Too nice and too trusting
Smothering
Stuck in/lives in the past
Groveling and fawning
Soft
Talks too much
Pushover
Blue may see self as:
 Warm and Compassionate
 Romantic
 Spiritual and Idealistic
 Willing to work tirelessly
for a cause
 Unselfish and a Caretaker
 Empathetic and Affirming
 Promoting growth, wellbeing
 Relates current experiences
to past experiences
 Likes people
 Sympathetic
 Great communicator
REFRAMING GREEN
Others may see Green as:
Green may see self as:
 Intellectual snob












Arrogant and heartless
Doesn’t care about
people and is ruthless
Unrealistic
Eccentric, weird
Emotionally controlled
Cool, aloof, unfeeling
Afraid to open up
Critical, fault finding
Devaluing relational
aspects
Lacking mercy, unfair
Unappreciative of others
and stingy with praise














Superior intellect
98% Right
Powerful
Creative and visionary
Original
Eminently reasonable
Rational
Calm, not emotional
Under control
Precise, not repetitive
Able to find flaws
Objective
Seeking justice
Firm-minded
Able to reprimand
REFRAMING ORANGE
Others may see Orange as:













Irresponsible
Flaky
Goofs off too much
Disobeys rules
Manipulative
Scattered
Cluttered
Uncontrollable
Resists closure or
decisions
Indecisive
Obnoxious
Not able to stay on task
Not to be trusted
Orange may see self as:













Fun-loving, enjoys life
Spontaneous and carefree
Flexible, adaptable
Proficient, capable
Hands-on person
Practical
Problem-solver
Good negotiator
Do many things at once
Eclectic
Can deal with chaos
Curious, welcomes new ideas
Superior ability to
discriminate among options,
see shades of gray
Resist the Temptation
To color bash or to make colors carry a
value
To “fix” any of the other colors
To not use the information
To not stretch to your full potential
To enhance the participation of bright
blues:
• Create a warm/personal working atmosphere
• Interact with openness and honesty
• Establish a harmonious working environment and avoiding
conflict
• Showing support and appreciation by a touch, hug, or
handshake
• Allowing them freedom to express feelings
• Make use of natural gifts of communication, nurturing and
people-oriented ideas
• Provide one-on-one feedback
• Let them know they are appreciated and needed
• Praise their imaginative and creative approach to the task
To enhance the participation of bright
greens:
• Assign projects that require analytical thinking and problem
solving
• Discuss the “big picture” – elicit their outlook
• Inspire with potentials/futuristic ideas
• Respect their inclination to go beyond the established rules
• Allow them freedom to improve the system
• Allow them to take their ideas to the next step/ encourage
them to think independently
• Praise their inventiveness and ingenuity
• Understand their need to avoid redundancy and repetition
• Recognize and appreciate their competence on the job
• Allow them to have autonomy in their work
To enhance the participation of bright To
To enhance the participation of bright
oranges:
anges:
• Assign projects that are action-packed and require a hands-on
approachpr
• Provide opportunities to be skillful and adventurous
• Utilize their natural abilities as a negotiator
• Allow them freedom to do the task in their own non-traditional style
• Allow them to keep their sense of humor and avoid boredom on the
job
• Encourage them to use their gifts of originality and flair
• Provide opportunities for competition
• Allow freedom of movement and understanding their preference for
action over words
• Praise their performance and skillfulness
• Allow spontaneity of action
To enhance the participation of bright
golds:
• Assign work that requires detailed planning and careful
follow-through
• Define the tasks in clear and concrete terms
• Provide well-structured, stable work environment and avoid
abrupt changes; be punctual and reliable
• Give standard rules and regulations
• Share the responsibilities and duties of the workplace and
take the work ethic seriously
• Praise their neatness, organizational skills and efficiency
• Give feedback every step of the way
• Recognize their need to be straightforward, dependable,
responsible, and business-minded
• Give tangible recognition for their work
USING TRUE COLORS
IN COUNSELING
BLUE – NURTURING STYLE
• Demonstrate keen sensitivity and ability to
empathize
• Perceived as approachable, caring and warm
• Follow through until resolutions attained
• Seek to create harmony
• Strengths: patience, trust, sharing, feelings,
communication, closeness
GREEN – CONSULTIVE STYLE
• Use logical and clear approach in counseling;
establish rapport on intellectual level
• Use wisdom and insight, try to foster thinking
• Make quick observations, assessments
• Strengths: logic, self-control, clarity, intelligence,
knowledge, competence, principles
ORANGE – TROUBLE SHOOTING STYLE
•
•
•
•
•
Like to get to the bottom line
Encourage clients to look at here and now
Time is generally unplanned, dynamic
Respond particularly to at-risk clients
Strengths: action, fun, taking risks, variety,
skill, performance
GOLD – ADVISORY STYLE
• Clear sense of right and wrong
• Encourage clients to become contributing
members of society
• Demonstrate sensible, practical solutions
• Tend to foster responsibility and encourage
appropriate behavior
• Strengths: stability, tradition, security,
responsibility, purpose, duty, accountability
Running meetings “True Colors” style
• Take into account the
“colors” of the participants
• Understand and plan for
participants’ needs – play to
members’ strengths
• Ensure there is a rainbow around the table
• Follow the ingredients for successful meetings
– process when task/meeting is completed
Successful meetings
•
•
•
•
•
•
•
•
Need Goals or a Plan
Clearly defined roles
Clear communication
Beneficial team behaviors
Well-defined decision making process
Ground rules
Data-driven decision making
Awareness of group process/personal styles
Planning
• All the things that must be done in
preparation for the meeting
– Logistics (where, when, notices, etc.)
– Agenda (includes goal, plan or outcomes)
– “Niceities” (food, name tags/tents, materials,
handouts, etc.)
Starting
• Setting the tone and climate for the meeting
– Introductions
– Starting on time
– Purpose/goal/objectives
– Agreement on agenda
– Clearly defined roles
– Social time
Focusing
• Keeping the meeting on track
– Clear communication
– Beneficial team behaviors
– Well-defined decision making procedures
– Balanced participation
– Established ground rules
– Bin or car park
Facilitating/Concluding
• The leader must involve the participants, resolve
conflict, and work towards achieving outcomes –
use what you know about colors/behaviors
• End the meeting in such a way that participants
feel satisfied with the outcome, their
participation in the meeting, and the follow-up
steps.
How do your meetings run?
• Take time to reflect and analyze, plan
• Take time at the end of each meeting to talk
about changes for the next meeting, follow-up
and who is going to do what
• Think about what you could do more
effectively or efficiently
Next Steps
• How are you going to use True Colors in
your association work?
• Name one thing you will do differently
for your next meeting or session.
Dr. Lynn Linde
Loyola University Maryland
llinde@loyola.edu