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Insights Discovery Colour Energies: A Beginners Guide

A Beginners Guide

What is your preferred Insights Discovery Colour Energy?

Follow this guide to find out how Insights Discovery can transform teams and leaders through an understanding of the four Colour Energies.

The Benefits of the Insights Colour Model

One of the main benefits of the Insights Discovery Model is its accessibility – the Insights Colours are so easy to grasp and recognise in the everyday behaviours displayed by those around you. The Discovery Colour Model also benefits from its memorability – enabling behaviour to remain front-of-brain in our efforts to get the best out of ourselves and those with whom we come into contact.

Red_Fire_Energy-01

Fiery Red

Appears: Business-like, functional
Wants to be: In control
Primary focus: Results
Likes YOU to be: Brief
Fears: Losing control
Can be irritated by: Inefficiency, indecision
Under pressure may: Dictate
Decisions are: Pragmatic
Sunshine_Yellow-01

Sunshine yellow

Appears: Informal, outgoing
Wants to be: Admired
Primary focus: Interaction
Likes YOU to be: Engaging
Fears: Disapproval
Can be irritated by: Rules, routine
Under pressure may: Dramatise or over-react
Decisions are: Spontaneous
Earth_Green_icon-01

Earth Green

Appears: Casual, conforming
Wants to be: Liked
Primary Focus: Maintaining harmony
Likes YOU to be: Pleasant
Fears: Confrontation
Can be irritated by: Insensitivity, impatience
Under pressure may: Feel over-burdened
Decisions are: Considered
Cool_Blue_icon-01

Cool Blue

Appears: Formal, conservative
Wants to be: Correct
Primary focus: Problem solving
Likes YOU to be: Precise
Fears: Embarassment
Can be irritated by: Carelessness, vagueness
Under pressure may: Withdraw
Decisions are: Logical and deliberate

Working With the Colour Energies

Recognising the Insights Discovery colour energies in others is only part of the battle – adapting your own behaviour to better meet others’ needs is the key. So here’s a handy guide to remind you of the basics when preparing for and executing that critical performance review meeting to ensure that feedback is delivered respectfully and received well:

Red Energy
Preparation

Have clear objectives in mind and be prepared to share them. Have a concise overview of the area of under-performance that needs addressing.

Environment

Keep it formal and business-like.

Communication

Get to the point without waffle or trying to ‘pad’ the bad news. Link performance to success criteria and emphasise what success would mean to them.

Yellow Energy
Preparation

Allow plenty of time to talk things through. Have clear examples of the under performance as evidence.

Environment

Casual and informal – maybe out of the office in a cafe or coffee shop.

Communication

Frame the issue within the wider picture and use stories to illustrate the under-performance. Acknowledge and praise areas where performance has been good. Watch out for blame being passed. Use Humour.

Green Energy
Preparation

Don’t expect buy-in to be complete after one meeting. Consider the impact on the wider team as a result of the under-performance. If possible, provide some information up-front so that they have time to reflect on what you have to say before they respond.

Environment

Relaxed and comfortable, if possible over coffee, and not across a desk. Somewhere quiet and private is best.

Communication

Take it slowly and allow time for a response. Frame the issue sensitively and avoid allocating blame. Stress the benefits to the team as a whole.

Blue Energy
Preparation

Be well prepared and factual. Ensure that you have enough evidence to support your claims of under-performance and that these are based in logic and fact. Use actual examples to demonstrate the issues. Provide a written agenda with plenty of information before the meeting.

Environment

Formal and correct, demonstrating competence, orderliness and professionalism. Somewhere quiet and private, away from prying eyes.

Communication

Present the facts in an orderly and timely manner. Have the information written down for analysis later on. Allow for periods of silence and reflection.

The Insights Discovery Colour Energies Under Stress

However much we may try to adapt our behaviours to connect better with colleagues, other stress-inducing events are out of our control. Our colleagues, like us, can succumb to these pressures by behaving in unhelpful and, at times, inappropriate ways. By recognising what causes stress in each colour energy and what signals will be visible, you can implement solutions to minimise the disruption – see below:

Fiery_Red

Stress Triggers
Lack of focus
Indecisiveness
Being out of control

Stress Signals
Becomes aggressive
Impatient
Irritable, demanding

Remedy
Allow for fast action
Take decisions or time out
Put them in control

Sunshine_Yellow_

Stress Triggers
Restriction on flexibility
No interaction or fun
Personal rejection

Stress Signals
Over responsive
Appears opinionated
Argumentative

Remedy
Allow room for manoeuvre
Save face
Distract onto something different

Earth_Green

Stress Triggers
Unfair or impersonal treatment
Violation of values
Interruptions or time pressures

Stress Signals
Becomes silent, withdrawn or hurt
Judgmental, impersonal, resistant
Stubborn and over cautious

Remedy
Personal contact to restore trust
Understanding sincerity
Put the task aside for another day

Cool_Blue

Stress Triggers
Lack of information, structure and logic
Poor quality work
Time wasted or task rushed

Stress Signals
Becomes questioning and deliberate
Nit picking
Aloof, withdrawn and resentful

Remedy
Get their feedback on the way forward
Informational and emotional support
Go back and analyse more carefully

The Insights Discovery Colour Energies Uncovered

If you’re becoming an expert at the 4-colour energy level, unconsciously competent at being able to recognise and value behavioural differences for the benefit of everyone concerned, remember you can take things to the next level, the Insights Discovery 8 Types:

Reformer
On a Good Day:
Self-disciplined, Dedicated, Pragmatic
 
On a Bad Day:
Blunt, Insensitive, Critical
 
Likes:
Rigorous thinking, Problem solving
 
Goals:
Excellence, Perfection
 
Fears
Criticism, Lack of respect
Observer
On a Good Day:
Consistent, Precise, Organised
 
On a Bad Day:
Reserved, Defensive, Detached
 
Likes:
Logic, Facts
 
Goals:
Understanding, Objective truth
 
Fears:
Confusion, Time pressure
Coordinator
On a Good Day:
Thoughtful, Diplomatic, Dependable
 
On a Bad Day:
Anxious, Withdrawn, Hesitant
 
Likes:
Order, Security
 
Goals:
Correctness, Duty
 
Fears:
Disorder, Risk
Supporter
On a Good Day:
Caring, Cooperative, Patient
 
On a Bad Day:
Compliant, Passive, Stubborn
 
Likes:
Being of service, Accommodating others’ needs
 
Goals:
Harmony
 
Fears:
Change, Conflict
Helper
On a Good Day:
Engaging, Encouraging, Empathetic
 
On a Bad Day:
Over-emotional, Gullible, Needy
 
Likes:
Intimacy, Affection
 
Goals: 
Making a difference, Connection
 
Fears:
Isolation, Rejection
Inspirer
On a Good Day:
Sociable, Optimistic, Expressive
 
On a Bad Day:
Unreliable, Unpredictable, Too talkative
 
Likes:
Interaction, Getting involved
 
Goals:
Popularity, Approval
 
Fears:
Disapproval, Loneliness
Motivator
On a Good Day:
Assertive, Dynamic, Enthusiastic
 
On a Bad Day:
Indiscreet, Hasty, Manipulative
 
Likes:
Adventure, Unlimited opportunities
 
Goals:
Prestige, Respect
 
Fears:
Being restrained, Lack of recognition
Director
On a Good Day:
Decisive, Self-reliant, Courageous
 
On a Bad Day:
Impatient, Forcing, Aggressive
 
Likes:
Competition, Being In Control
 
Goals:
Success, Progress
 
Fears:
Losing control, Failure

How to use our Colour Insights

Do:

  1. Treat everyone as a unique individual – remembering we are a blend of ALL the colour energies – not just one.
  2. Be mindful of other factors in an individual’s life which could affect their choices – take a holistic approach where necessary.
  3. Identify, and draw attention to, the difference between your opinions (or personal judgements) – and facts.
  4. Keep your input as general as possible – it’s easy to prejudice others’ opinions. Far better to ask more questions than you answer.
  5. Jung said “Every individual is an exception to the rule”. Understand and allow for this.
  6. Remember this is a behavioural model – it is about preference, not capability. It is not a measure of skill or intelligence. It describes but does not define.

Don’t:

  1. Box anyone in – ever!
  2. ‘Diagnose’ or interpret ‘facts’ using the colours. The expert is the individual.
  3. Make suppositions about a given colour spread.
  4. Use the colours in a belittling or pejorative way – or ‘hide’ behind your own colour spread (e.g. just because you have Blue as least preferred, doesn’t mean you ‘can’t’ do a spreadsheet!).
  5. Restrict anyone’s ability to have transcended their behavioural preferences by experience, education and perseverance.
  6. Say someone is ‘wrong’ or demean their choice of colour spread (even to someone else) or tell someone what colour you believe they are before they have chosen for themselves.

Recommended: View our Insights Discovery Team Exercises.

The 8 Types of Behaviour – Colour Energy Masterclass

The ‘8 Types of Behaviour – Colour Energy Masterclass’ introduces the Insights model of behaviours through the eyes of the eight behavioural types. We investigate who we are as individuals: our strengths and challenges, our communication preferences, our motivations and how our behaviour may affect those around us. This interactive self assessment and experiential programme is regularly described by delegates as thought-provoking, insightful and inspirational, accompanied by light-bulb moments of “Ah, now I understand why …!”

Solutions

Why not view our solutions on leadership today?

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