The benefits of the Insights colour model

Two of the main benefits of the Insights colour model are a) its accessibility – so easy to grasp and have evidenced by everyday behaviours displayed by those around you – and b) its memorability, enabling behaviour (yours and others’) to remain front of brain in our efforts to get the best out of ourselves and those we come into contact with. As such, it does no harm to be reminded of a few headlines (left-hand column) for each of the 4 colour energies:

 

Table 1: The Insights Discovery® Colour Energies

Insights Discovery communication guide

 

Recognising the colour energies in others is, of course, only part of the battle – adapting your own behaviour to better meet their needs is the key, so here’s a handy guide to remind you about the basics when preparing for and executing that critical performance review meeting:

 

Table 2: An Awkward Meeting Guide – ensure feedback and criticism is delivered respectfully

 

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

 

 Table 3: The Energies Under Stress – and what you can do to remedy the situation

The Insights Discovery® 8-Types

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:

 

 Table 4: The Insights Discovery® 8-Types

Insights Discovery 8-Type

REMEMBER! When working with the colour model…

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 an 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 inever!
  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, 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.

 

The Colour Works 8 Types Masterclass  introduces the Insights model of behaviours through the eyes of the 8-types. We investigate who we are as individuals – our strengths and challenges, our communication preferences and motivations – and how our behaviour may affect those around us.

This interactive self assessment, experiential programme is regularly described by delegates as thought-provoking, insightful and inspirational, accompanied by light-bulb moments of “Ah, now I understand why …!”

 

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