Posts Tagged ‘feedback’

Why Colors? Some Feedback

July 1st, 2013

“The daily, continual reiteration of the Colors impact on folks from my shop is phenomenal. I just wanted to take a moment and thank you for your huge impact in making this world a better place to live. Lives have been changed for the better. Couples are more at peace and my agents now understand potential clients/recruits much better. Thank you.” C. M.

“I just wanted to say thank you for the Colors seminar here in Regina. It was absolutely amazing and the girls in my office and I are still talking about it. It relieves a lot of tension because we all make a joke out of it. “Oh she’s having an Orange moment!” or “talk to the Gold guy, he’ll handle it right away. You really helped us understand each other much better.”

“My best friend and I work in the same leasing office. We came to the conclusion the best gift that our company could ever have given us was getting you in to teach Colors. Everyone in the world should listen to you for a few hours. I really think the world would be a better place for it.” S.F.

“George: I just recruited a high Gold that lives on Reliant Close – how appropriate!” (A.W. from the U.K.)

“I can honestly say your Colors seminar is THE most talked about, used and referenced tool I have ever seen in my twenty years of education. Today, three years later, it continues to be the basis of our teamwork, understanding and cooperation.” John Murphy – Principal

“Largely because of Colors, my life is so much better than it ever has been. A good friend told me that he has learned a lot from that book, which is why we are getting along so much better than we ever have. Your book saved a very important friendship. Thank you so much for all that you do for people.” S.V.

“I just want to let you know how much I enjoy your newsletter. I work for a non-profit organization and after attending your Colors seminar, I find myself able to read my volunteers better. One of my executive is a high Orange, very loud. I used to think he was upset with me, a very high Blue, when he would come into my office yelling about something. Now I know that he isn’t mad or unhappy – he’s Orange and louder than me! Another volunteer is a high Green. Once again, I thought his neutral face was because he didn’t like me, but Greens are like that – it’s just a look and nothing more.” D.C.

Care enough to share: What’s the biggest Ah-ha! Moment you got from Colors? Or what’s the one think that had the most lasting impact on you or your relationships?

Feedback Sessions Don’t Have to Be a Nightmare

January 4th, 2011

Ask almost any manager about feedback sessions and you’ll get the response that they’re complaint meetings. Maybe – maybe not.

It’s true, that once they start, you can’t get the toothpaste back into the tube, or retroactively shut people up. And you really have no clue (just fears) what you’re starting, because there isn’t an agenda, mute button, or much control over what can unfold.

Each Color moderating a feedback session will have their own fears of what they may be instigating, and ways to respond. But these types of meetings can also be a huge success:

A number of years ago (I didn’t want to write about it until most people attending the session had forgotten), a large international company held their feedback session right after the Colors seminar. THAT, I wanted to stay for! Not to learn a bunch of company dirt, but to see how this CEO would handle the meeting, and how each Color would react.

Blues: About a third of them left the room when the first voices were raised, just to get away from any potential conflict. Those who did participate made sure that there was something positive included in their feedback or criticism. Their comments included a lot of humor to keep things light, and a number of them were very patient, awaiting their turn – some for over half an hour.

Golds: Their questions almost all related to how they could better get income information on the company site, and a number of structural questions. Almost all of them made sure their feedback and questions were in point form (first, second – no you didn’t cover that yet…) Oh, and some made sure to point out whose turn it was to talk!

Greens: While it’s hard to know what’s going on in their thinking process, it seemed clear they were somewhat amused at many ridiculous questions and mundane issues that seemed to set people off, or appeared to be a big deal to others. This bad form, or that procedure, is something to address in front of a hundred people? Give me a break, was likely their thinking.

Oranges: You could certainly tell their impatience with this whole thing. But many of them got smart and simply stood up to be noticed right away, instead of having their hands up. That meant that they got to talk first, then could leave, because – well…the questions from others probably weren’t that important…

The CEO who ran the session is an Orange/Blue. That made it easy to realize he must have hated that session, too. Neither Color is interested in negativity of any kind! Yet, from an outsider perspective, it went very well because of how he, in his Colors, allowed it to be light, almost fun, and actually very positive, considering the nature of the session.

It needed to be done, it was very worthwhile, and sure didn’t hurt that he was flexible, humorous, and had no problem admitting to a screw up here and there, taking accountability, and handling many issues, instead of blowing them off or stalling.

What are your feedback sessions like? Or, even bigger-picture than that, how do you handle getting or giving feedback that you might not want to hear or lay on someone else? Our four Colors certainly say it and receive it in VERY different ways.

Add a comment or feedback

Getting Feedback from Each Color

September 2nd, 2010

Why don’t most employees offer feedback or ideas for improvement? There are good reasons, according to a new study from Kansas University. It is often because companies can minimize, ignore, or forget, the social ramifications involved.

Their study found that social concerns often have employees choosing not to ever speak up. Feirong Yuan, one of the authors of the study, adds that this trend is more common in companies where, by perception or reality, the firm does not value change. In those instances, even an employee who has a great idea may be reluctant to speak up, fearing that he or she will be seen as disruptive.

But there are things companies can do to become more like I.T. firms, or any start-up, where everyone’s new ideas are actively sought out, and almost mandatory. Some firms create the atmosphere through innovation, others through incorporating it into their employee evaluations. But the study also found that one of the core ways to have someone volunteer ideas, suggestions, and feedback, is to first have a manager who will actually listen well, and welcome feedback.

Blue can supply powerful insights into the teamwork, or customer service areas, because they certainly do know way more of what’s going on than other Color.

Greens are constantly thinking of new and better ways some things could me managed, implemented, or streamlined. While they are the least likely to be discouraged from providing their feedback, they stop being interested when they reason that nobody is listening or implementing any of them.

Oranges have extensive shortcuts to get things done. They’re using them, so why would others not want to implement these? Oranges are also incredibly creative, if someone just challenged them, and gave them a reason.

Of course, Golds may not like change much, but they are the best source for tweaking efficiencies, finding redundant work that can be eliminated, or other huge cost-cutting measures. They see them, they tell their friends, but won’t share it publicly more times than not.

But then, without knowing Colors, most companies wouldn’t even know how to ask, who to ask, or how to make it a safe environment for each Color to contribute their unique strengths in powerful feedback and suggestions.

Nobody Is Perfect

May 1st, 2009

Nobody Is Perfect

Ok, that’s an old adage, and we know that it is certainly true. But just trying to get to perfection can lead to a lot of stress and health problems, according to psychologist Dr. Gordon Flett at Toronto’s York University.

Greens are generally driven to find the perfect answer, product, research, or solution. Oranges quickly find the fine line (and balance) between perfect, or right, expedient and good enough. Blues are also not that concerned with perfectionism. After all, they build strong relationships, because Blues will let others see them for who they really are, in genuine ways, and will cry with someone, just as easily as laugh with them.

That leaves our Gold friends, who can tend to values perfectionism in themselves. While this drive serves Golds well, it can also lead to challenges if it involves setting unrealistic standards. Flett has even developed a questionnaire for it, but it will end up being Golds who score high in this area.

Flett also believes the drive for perfectionism can be traced back to childhood. But if that is really the case, was it because of high expectations of a parent, or was it already in the Gold child’s DNA to want to draw that picture perfect, and get a little stressed when coloring outside the lines? With a Gold child, it is important to keep reassuring your son or daughter that they are loved for who they really are, and not as a result of doing something right.

This becomes just as valuable at work, with our staff, and in all of our relationships. For Golds to hear and to believe that letting their best be good enough can be really valuable. It also helps when Golds honestly ask themselves whether the need for perfection is necessary all the time. In fact, just learning to ask for help is often a huge positive, because others on our team will feel included and valuable, rather than shut out, and “not good enough.”

Nobody’s perfect. We all know that. But even making the journey towards that goal can come with some harmful side effects along the way. There is a time and a place for everything, but it sure can be hard to find an on-off switch for many of our Colors’ strengths and behaviors.

©George Boelcke, CCP

Advice For Your Color

April 1st, 2009

Fortune Magazine runs an annual “Best Advice I Ever Got” story and this past edition had some great feedback for all of our Colors. The advice isn’t necessarily about that person’s Colors, but it sure gives us all some great food for thought:

  • First, always ask for the order, and second, when the customer says yes, stop talking. Michael Bloomberg, New York City Mayor
  • Focus on the substance. There’s just no way to disguise poor performance. Mark Hurd, CEO of Hewlett-Packard
  • Whatever anybody says or does, assume positive intent. Indra Nooyi, CEO of Pepsico
  • Some of the most effective leaders don’t make themselves the center of attention. Sam Palmisano, CEO of IBM
  • Experiencing that not everyone saw the world the same way was good preparation. Gen. David Patraeus, US General
  • Don’t spend your time on things you can’t control. Instead, spend your time thinking about what you can. Thomas Murphy, former CEO of Capital Cities/ABC
  • I had a manager who told me that aside from my technical knowledge, my sense of humor was my saving grace. Craig Newmark, founder of Craigslist
  • You have to be wary of emotion clouding your decision-making that you’ll regret later. Elon Musk, founder of Spacex
  • As much as it makes me super-sleepy, when my business manager talks about taxes, etc. I listen! Tina Fey, actress
  • My experience is that when people are trying ambitious things, they’re all worried about failing when they start. Larry Page, founder of Google

©George Boelcke, CCP

Green Feedback

January 1st, 2009

Dear George: Thank you very much for sending the Colors newsletter every month. I enjoy reading it. I have long been thinking about responding to some of the things you wrote about Greens and since you wrote that you like feedback, I decided to write to you. (re: last years’ Colors of Christians booklet excerpt)

I disagree with you on what you wrote about high Greens and the bible. It bothers me when people assume that everybody believes in God. Believing does not fit in the definition of Greens. I know high Green people who believe in God, but that is because nobody is only one Color. Each person has his or her own unique combination of the Colors.

But why should a rational person who wants to understand, explore, and verify everything, have faith in a book that was written almost 2000 years ago? We don’t know much about the people who lived in that time, and since their stories are not verifiable, it doesn’t make sense that high Greens live their lives guided by that book. Historian have even demonstrated that bible stories must have been propagated by word of mouth for a while, which really decreases the credibility of these stories.

For Greens everything has to make sense. Well, it doesn’t make sense that for people born in a Christian family, the bible is the truth and for people born in a Muslim family, the Koran is the truth.

Some knowledge of both books and simple logic can prove that it is impossible that both books are right. So at least one of them must be wrong…Sorry if that hurts, but it bothers me when people assume that everybody believes. If you want to understand more about how Green people think about faith, research some of the documentaries from scientist Richard Dawkins.  He explains it clearly how he thinks. E-mail feedback