Change Management Colour Model Change Management today has become more relevant as businesses re-invent themselves to achieve the competitive edge over their competitors in a challenging economic climate.

As such, the need to embed organisational change effectively has never been greater. Whilst it is important to have clear objectives that deliver value adding change effectively within budget, to an agreed quality and within an agreed timescale, research continues to highlight that the biggest enabler of success is the effective relationship with the people who are affected by the change.

Whether it is the change/project team who are driving forward the change, staff impacted by the change or the stakeholders who have a vested interest in the success of the change, it is important to know the value different people add in times of change and also the challenges they face in order to make use of their skills and manage their needs effectively.

Everyone knows that people are different, yet organisations often make and implement change plans as though everyone were the same. At extremes, one person may find change stimulating and exciting, responding energetically and creatively to new challenges, while another may feel depressed and stuck, unable to let go of the past and adjust to new realities. Organisations with many employees will have people who demonstrate both extremes and all the possibilities in between.

The following provides some high-level information about the 8-types in a changing environment, their needs, their skills and challenges based on empirical research and is provided to you to support you in times of change within your organisation, whether you are responsible for implementing the change or are affected by it.

The Observer: Set Standards – Product Knowledge – Analysis

Colour Model Change Management

The observer can write a book on the product knowledge required for the job. When others need the facts to make a decision they know them. They set the standards for others and analyse and collects the data.

The Co-ordinator: Planning – Organisation – Time Management

Colour test

The Co-ordinator can pull all the loose ends together to organise themselves and others in a structured approach. Their planning and time management skills make them thorough and reliable.

The Supporter: Listens – Loyal – Team Approach

Change Management Supporter

The Supporter has a true team approach. Their expert listening skills can uncover others’ true needs and they are loyal to both their colleagues and the organisation.

The Helper: Helps Others – Flexible – Shares Ideas

flexible and adaptable change management

The Helper has a genuine desire to help others and put their needs first. This makes them flexible and adaptable with a natural ability to share ideas and knowledge.

The Inspirer: Persuasive – Creative – People Skills

people skills change management

The Inspirer has well-developed people skills and has a constant need to enjoy interactions with others. They are persuasive and their quick mind produces creative solutions to others’ problems.

The Motivator: Drive – Enthusiasm – Positive Thinking

think positively change management

The Motivator has enormous enthusiasm that they spread to those around them. Their drive to succeed gives them a high level of motivation to achieve their dreams. They are not easily put off and find it easy to think positively about every situation.


The Director: Results Focused – Decisive – Assertive

results change management

The Director has the ability to focus on results. They decide what it is they wants from life and sets a strategy to achieve it. Their natural assertiveness means they will push both themselves and others to achieve goals. They are not put off by setbacks.

The Reformer: Determination – Monitoring Performance – Discipline


The Reformer has a natural desire to monitor and judge performance. Their own approach is disciplined and logical and they back this up with a determination to succeed.


Creative Types have their first and second preferences in opposition (i.e. Red followed by Green or vice versa, OR Blue followed by Yellow or vice versa).

This is relatively unusual – only around 1 in 25 people show this preference. Creative Types balance opposing energies and literally create their own style of being. Harder to read than many, such people are often genuinely creative (arts, music etc) or/and are experiencing (or have just experienced) a great change in their lives.


Read about successful change, leading positive change with influence, stress, a guide to the Discovery colour energies and 8-types and team-working

Why not view our solutions on teamwork today?

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