The Vibrant Palette of Teamwork

Unlocking Enterprise Leadership Mastery begins with effective communication within your C-suite and top team. This personality assessment tool goes beyond exploring communication styles to foster a higher level of leadership. By understanding each team member's unique communication preferences and strengths, you can inspire collaboration, innovation, and trust.

In the pursuit of Enterprise Leadership Mastery, your ability to adapt and connect with different communication styles is vital. Recognize the strengths each style brings and leverage them to align the team's efforts. Strategic communication empowers you to deliver key messages, shape culture, and drive transformative initiatives that fuel sustainable growth.

By embracing the diverse communication styles of your team, you foster collaboration, unleash creativity, and achieve breakthrough solutions. This assessment reveals opportunities for synergy and shared ownership, propelling your team to function at an exceptional level. Embrace this exercise to create a high-performing leadership cohort that drives transformative impact, fuels innovation, and leads your organization to unparalleled success

The Strong, Confident Leader.

Also known as "Driven Leaders", Reds excel at taking action and achieving results. They value autonomy, risk-taking, and efficient problem-solving. Their communication is direct, to the point, and focused on practical outcomes. They are self-starters, innovators and love to expend physical energy. They like public recognition, especially for putting what they most value into action and for creating results that make a difference in the world.

Some characteristics of Red:

Concrete, impulsive, risk taker. Likes to get things done and is very action-oriented. Wants to know the short-term objectives of a project. Doesn’t like indecision and vagueness in others, and doesn’t like advice from others. Uninterested in personal feeling. You can rely on Reds for implementing a plan; getting work done quickly; quick decision making; finding simple, practical solutions to a problem; determining realistic parameters of a problem.

• How to effectively engage with Red

  Be concise, business-oriented, and supportive of their objectives. Present well-documented facts and emphasize the tangible impact of proposed ideas. Avoid trying to get personal. If you disagree, argue the facts, not feelings. Be clear, specific, brief and to the point. Stick to business. Be prepared to support your ideas and work. To influence the decisions Reds make, emphasize the practical. Give facts and documentation where possible. Be precise, efficient, and time-disciplined. Do get to business quickly, when interacting with a Red be succinct and precise, give them facts, and avoid the detail, talk to them about results and outcomes, they need to hear this to make quick decisions. Use their time efficiently, they are fast paced thinkers and tend to move quickly in their thoughts, great people to bounce ideas off, be confident when you talk to a Red.

• Factors that will create tension with Red

  Talking about things that are not relevant to the task or issue. Being unprepared or incomplete. Avoiding or beating around the bush. Appearing unsure or disorganized, but not asking for help. Don't waffle, remember, they are less patient and what ever you do, don't be vague or ramble on. They value time, so again don't waste their time, don't get too personal as Reds just like to stick to business. Don't stray from purpose, these personality types are focussed. Don't ask irrelevant questions, they get impatient and it does not fit in with their rational thinking patterns. Lastly don't try to take control, Reds are natural leaders and like to feel they are in control.

  The greatest potential for tension is with Green:

  Red might lose patience and say, "We can't afford to keep dragging our feet! We need to implement the organizational changes immediately, or we'll fall behind the competition!"

  Green, remaining steadfast, counters, "But rushing into change without careful consideration can have negative effects. We must prioritize the well-being of our employees and ensure a smooth transition."

  Their inability to find common ground fuels the tension, highlighting the clash between Red's urgency-driven mindset and Green's emphasis on stakeholder welfare. This conflict reflects the ongoing challenge of balancing the need for swift action with the importance of stakeholder alignment in effective organizational change.

The team player that looks after everyone in the tribe.

Also known as "Collaborative Supporters", Greens prioritize harmony and seek to reduce stress within their teams. They are empathetic, creative, and value personal freedom. They are easy to get along with and informal in their approach, but can be stubborn and non-supportive of pushy people and what they judge to be impulsive ideas. The Green is the go between for the Reds and Yellows who are much faster paced. They act as the facilitator to conflicts.

Some characteristics of Green:

Introspective, creative, conceptual. Makes associations, has insights. Needs personal freedom. Enjoys expressing ideas. Ask questions for understanding. Responds poorly to authoritative management. Can take small pieces of information and form a whole. Bored by routine work. Good listener; need to be unique; often unrealistic. You can rely on Greens for creative thinking; projects involving inductive reasoning, long range planning generating alternatives; projects involving independence.

• How to effectively engage with Green

  Be supportive of Green’s feelings and idealism. Try to show that you are interested in him/her as a person. Make certain that you find out what he/she really wants. Be informal, casual. Allow Green a great deal of personal freedom. Avoid dictating to Green. Begin with a personal comment--break the ice. Present your case smoothly, non-threateningly. Ask “how?” questions to draw their opinions. Be well prepared when dealing with a Green personality, get into detail as they love to get all the facts in their mind. Be factual, specific and logical with your approach. Listening is important to a Green so listen carefully to what they have to say, as they verbalise their thoughts through questioning thoroughly. Give them time to respond as they are slower paced thinkers. Be formal in your approach as they are very business like. 

• Factors that will create tension with Green

  Rushing headlong into business. Creating tension. Being domineering or demanding. Forcing them to respond quickly to your ideas. Demanding change. Don't come across as disorganised with a Green as they are very tidy. Try not to be late as they are sticklers for time keeping. Try not to be flippant or pushy with them. They don't like vagueness so make sure you have lots of detail and be prepared to have lots of questions thrown at you. Don't use testimonials or exaggerate claims as they do not fall for this, they are more facts and figures orientated. Don't be too emotional as they cannot handle emotions.

  The greatest potential for tension is with Red:

  Green might open a meeting by saying, "We need to proceed thoughtfully and consider the potential impact on our employees before rushing into any organizational changes."

  To which Red might respond, "We can't afford to get bogged down in endless discussions. People will adapt, and we need to focus on achieving our goals.”

  Green’s emphasis on thoughtful consideration of people and Red’s focus on decisive action highlights the challenge of integrating efficiency and employee well-being in leadership.

The life of the party.

Also known as "Enthusiastic Promoters", Yellows bring optimism, sociability, and enthusiasm to the table. They thrive in social interactions and value personal connections. They like to verbally process their thoughts and tend to interrupt others, especially when excited. They can appear wishy-washy in their decision-making and may need help keeping deadlines. They desire social interaction, acknowledgment and chances to be creative and have fun. They genuinely like people. However, they might find themselves caught up in drama since they are quick to want to help fix things. Teasing is one of their favorite pastimes.

Some characteristics of Yellow:

Empathetic, personal, intuitive. Emphasis on human relationships and feeling when communicating. Likes to be involved in decision-making process. Enjoys friendly, informal relationships with everyone. Doesn’t like rigid, bureaucratic, unfeeling management. Full of ideas. Dislikes telling people unpleasant things; seeks harmony. You can rely on Yellows for assessing the emotional tone of a situation; getting others involved; generating alternative possibilities and ideas; making people feel at ease; stimulating enthusiasm and support.

• How to effectively engage with Yellow

  Communication with Promoters should be engaging, enthusiastic, and people-focused. Begin with building a rapport, socialize before diving into business matters. Don’t hurry the discussion. Use humor, share ideas, and be open to alternative solutions. Acknowledge their opinions and emphasize the emotional aspect of discussions. Provide a warm and friendly environment. Don’t deal with a lot of details (put them in writing). To get into their good books talk about your contacts, networks and other people you may know in common. Be enthusiastic and energetic when conveying your ideas over to them and be fast paced in delivering them. Offer your ideas and use humour when doing so.

• Factors that will create tension with Yellow

  Being curt or cold. Cutting them off if they have something to say. Controlling the conversation. Not allowing them to talk and express. Focusing on facts and figures. Yellows don't like it when you suppress their opinions or get into intricate details. They are social animals and don't like it when you are too impersonal, business-like or task orientated. Don't try and inhibit their creativity, or appear aloof or detached.

  The greatest potential for tension is with Blue:

  Yellow might eagerly exclaim, "Let's brainstorm and explore all the possibilities! We can come up with innovative ideas and make this project exciting!"

  To which Blue responds, "Hold on, we need to thoroughly analyze and plan every detail. We can't rush into something without a clear strategy and a solid foundation."

  They fail to find common ground and struggle to bridge their different styles, leading to a clash in decision-making and problem-solving approaches.

The deep thinker.

Also known as "Analytical Thinkers", Blues prioritize organization, precision, and logic. They are methodical, detail-oriented, and excel at problem-solving. They take their time and are much slower paced than the Reds or Yellows. Blues can come across as aloof perfectionists due to their logical, precise and deliberate approach. They like to have all the facts, and then logically put together an answer. They desire clear expectations, specific goals and structure. They live by a sense of order, methodology and personal responsibility. They like acknowledgment but won’t ask for it.

Some characteristics of Blue:

Precise, analytical, impersonal. Likes consistency and logic. Prefers clear procedures, rules and regulations. Wants guidelines and structure. Needs to know deadlines. Likes objective, task-oriented work. Not concerned about personal feelings of others. Principled, cautious, prefers working alone; likes problem solving; unemotional. You can rely on Blues for interpreting large amounts of data; designing complex projects or experiments; setting priorities; impartial decision-making; detailed projects.

• How to effectively engage with Blue

  Communication with Blues should be systematic, prepared, and focused on clarity and accuracy. Establish trust by showing genuine interest and being friendly yet professional. Present evidence-based arguments, emphasize principles and logical reasoning, and provide time for thoughtful decision-making. Give Blue time to make a decision. Don’t push for quick action. Stress principles, logic, theoretical, proven ideas. Prepare your “case” in advance. Be prepared for a debate. Stick to business. Be accurate and realistic. Be alert for non verbal signs of concern, remember they can say yes but mean no, but their body language will alay this. If you notice any non verbal signs of concern, uncover their needs with open questions. Allow them to weigh things up for themselves. 

• Factors that will create tension with Blue

  Being giddy, casual, informal, emotional or loud. Pushing too hard for results or being unrealistic with deadlines. Being disorganized or messy. Don't be pushy or put them on a spot, Blues absolutely hate this. Don't try and dominate the discussion or rush things and they do not like when you decide for them so try to avoid this. Don't be abrupt, explain in full and do not make wild claims or demands. They can also tell if you are insincere, so don’t be.

  The greatest potential for tension is with Yellow:

  Blue might say, "Let's not jump the gun here. We need to carefully assess the risks and potential pitfalls before diving into this innovation project. It's crucial to have a solid plan in place."

  Yellow responds, "But we're losing valuable time! We need to embrace the excitement and seize the opportunities that come with exploring new ideas. We can't afford to get stuck in analysis paralysis."

  Their conflicting views on the approach to innovation create tension, as Blue's cautious and meticulous nature clashes with Yellow's desire for spontaneity and fast-paced ideation. This tension highlights the ongoing challenge of finding a middle ground between thorough planning and embracing the creative energy necessary for successful innovation.

What’s your colour?

With a little practice, it’s not hard to guess someone’s communication style. Reds and Blues tend to be more formal, Reds and Yellows tend to be more extroverted.

Unlocking Fluid Communication: The Power of Balancing Leadership Styles in Enterprise Mastery

The most powerful insight in the context of Enterprise Leadership Mastery is that communication styles represented by the quadrants are not fixed or rigid. Seasoned leaders have the ability to develop balance between the styles, similar to working out at the gym. Over their long careers, they have honed their weaker styles, becoming more adaptable and versatile in their approach to leadership.

This fluidity in communication styles is a hallmark of experienced leaders. They have recognized the importance of leveraging the strengths of each quadrant and have actively worked on developing their less dominant styles. This balanced approach allows them to effectively connect with individuals across the organization, adapting their communication to suit different situations and individuals.

By embracing this fluidity, leaders can create a more inclusive and collaborative environment. They are able to bridge gaps between different communication styles, fostering understanding and building stronger relationships with team members. This adaptability and versatility contribute to their overall effectiveness as leaders and their ability to navigate complex challenges in the dynamic business landscape.