< 4 Characters

Practical “Blue” Character

Operating System:  Left Brain Dominant: sensor thinker (ST)

 

Identifying “Blue” Characters:

Naturally inclined towards:  Operations
Contribution to team:  Practical and precise
Facial expression:  Impersonal and nondescript
Relates to others by:   Listening
Work style:  "Filer" - orderly and tidy
Level of affection:  NPDA - no public displays of affection
Words that resonate: Details, facts, processes, rules 

 

Listen to a "Blue" Character:

Extraverted model, in Kick Starter mode: Hear how he sees himself and views others (N.B. Not all Blue Characters are Extraverted and Kick Starter, some are Introverted models and some are Just-in-Timers).

Preferences of “Blue” Characters:

See people as:  Logical machines – they often judge others without 
  considering ‘harmony’ needs of Yellow Characters
Comfort with change:  Late adopters – one step at a time
Favourite iPhone app: Pocket Tape Measure   


Dislikes:               

  • Typos, factual errors
  • Reference to ‘feelings’ and displays of emotions
  • Bold change initiatives that they often perceive as impulsive
  • Generalisations, stories, metaphors, and language relating to visions and dreams
  • Getting started without plans and specifics
  • Working on projects without clear instructions and reporting lines
  • Taking uncalculated risks

Shows affection by: Picking up at the airport, preparing a dinner, turning on electric blanket

Under stress:  

  • Critical, cold and unapproachable
  • Checks and re-checks
  • Breaks own rules
  • Irrational fear of the unknown

Influencing “Blue” Characters:

Facts and numbers – provide Blue Characters with specifics, evidence, logic, and practical aspects
Step-by-step - walk them through the plan and details using a logical  structured process
Value-for-money - show the returns
Risk averse - uncertainty represents risk – they seek stability
Realistic - goals should be achievable
Hierarchy - gives sense of order
Measured - stay with what works, change cautiously
Traditions - honour rituals and respect hierarchy

“Blue Language” Practical, concrete, realistic, down-to-earth, black & white, processes, time-lines

Coaching a "Blue" Character

  • Allow time for extended meetings
  • Have an agenda and put things in writing
  • Keep focused on the agenda and recap at the end
  • Outline the facts before drawing conclusions
  • Emphasise quality and reliability
  • Recognise their dislike of change
  • Encourage them to 'lighten up' and to include others in projects
  • Ask - "How can we improve the quality of our products/services?"
  • Ask - "How does it operate?"
  • Ask - "How can we improve it?"
  • Ask - "What cross checks are required?"


Helpful “Green” Character

Operating System:  Left Brain Dominant: sensor feeler (SF)

 

Identifying “Green” Characters:

Naturally inclined towards:  Client Relations
Contribution to team:  Helpful and nurturing 
Facial expression:  Caring
Relates to others by:   Observing
Work style:  "Filer" - orderly and tidy
Level of affection:  Comfortable with touch and hugs
Words that resonate: Caring, loyal, discrete, stubborn

 

Listen to a "Green" Character:

Introverted model, in Just-in-Time mode: Hear how he sees himself and views others (N.B. Not all Green Characters are Introverted and Just-in-Time, some are Extravert models and some are Kick Starters).

Listen to another Green character in Extraverted, Kickstarter mode:

Preferences of “Green” Characters: 

See people as:  Human beings
Comfort with change:  Late adopters – one step at a time
Favourite iPhone app: Talking Tom


Dislikes:                

  • People being impersonal and uncaring
  • Lots of talk, stories and big ideas with no specifics or facts
  • Big change without considering impact on people and traditions
  • Putting profit before people
  • Generalisations about people
  • Giving or receiving critical feedback to people
  • Lack of harmony

Shows affection by:  Cooking and providing comfortable "nest"

Under stress:  

  • Expresses self doubt
  • Becomes pessimistic and sensitive
  • Passive resistant
  • Defiant
  • Closes down and goes AWOL
  • Over controls and overworks

Influencing “Green” Characters:

Focus on people - remember and use names
Disclose – provide personal information about yourself
Etiquette – practical attention showing “care”
Personal – names, direct eye contact, ask about “Green’s” family
Similarities – identify common interests and background
Written documents - black and white with facts and checklists (especially about people related matters)
Emphasis on – service, hygiene, food quality
Facts first - then conclusion and recommendations

“Green Language” Impact on customers, man/woman-in-the-street, care, feel/feelings, support, common sense, processes, time-lines.

Coaching a "Green" Character

  • Maintain a steady pace during sessions/meetings
  • Acknowledge their focus on customer-care
  • Focus on how the project helps others
  • Ask for their support and endorse the value of their support
  • Suggest potential action steps
  • Avoid coercive behavior - don't be too 'pushy'
  • Ask - "How is the project being handles by your team?"
  • Ask - "Who needs support?"
  • Ask - "How can you make it work better for customers, company and team?"
  • Ask - "How are we going to achieve this?"


Insightful “Yellow” Character 

Operating System:  Right Brain Dominant: intuitive feeler (NF)

 

Identifying “Yellow” Characters: 

Naturally inclined towards:  People Development
Contribution to team:  Insightful and relationship focus
Facial expression:  Engaging
Relates to others by:   Talking (often about self)
Work style:  "Piler" - Paperwork ready at hand
Level of affection:  Loves hugs
Words that resonate: Fun, laughter, relationships, love

 

Listen to a "Yellow" Character:

Extraverted model, in Just-in-Time mode:  Hear how she sees herself and views others. (N.B. Not all Yellow Characters are Extraverted and Just-in-Time, some are Introvert models and some are Kick Starters).

Listen to another Yellow character in Extraverted, Just-in-Time mode:

Preferences of “Yellow” Characters: 

See people as: Relationships
Comfort with change:  Early Adopters - best practice
Favourite iPhone app: 4 Characters personality profiler


Dislikes:

  • Being in a ‘meritocratic’/‘mercenary’ culture driven entirely by profit motives
  • Being in a team of serious, unfriendly, driven and competitive executives
  • Working with others who they perceive as not being team players
  • Being treated as human resource and not a person
  • A culture that puts business imperatives and numbers ahead of people
  • Being pushed into implementing a strategy without considering people consequences
  • Hard people decisions and critical feedback that may hurt peoples’ feelings
  • Giving and receiving critical feedback
  • Adopting “best practice” without considering “what’s new and cutting edge”

Shows affection by: Hugs and affirmation

Under stress:

  • Over-emotional response
  • May become critical
  • Worry about small things
  • Busy with irrelevancies
  • Rush into decisions
  • Blame

Influencing “Yellow” Characters:

Vision – take time to ask about “Vision” and "Values"
Illustrate – how the proposal will add value to people
Disclose – be open about own values and ideals
Sincerity – be authentic
Build – add to “Yellow” Character’s ideas
Newness – emphasise what is new and unique
Avoid detail – leave practicalities until last
Pictures - people, metaphors, stories, “imagine if”

“Yellow Language” Vision, values, dream, feel/feeling, possibility, fun, harmony, connect, personality profiles, frameworks, intuitive, fair, teams

Coaching a "Yellow" Character

  • Make sessions/meetings warm and friendly
  • Model good listening skills
  • Emphasise aspects that make them stand out positively
  • Focus on their importance in the project / situation
  • Help them discover a way to involve their associates in the project
  • Help them establish a focus and structure to achieve results
  • Provide follow-up
  • Ask - "What are your top priorities?"
  • Ask - "What are your main challenges?"
  • Ask - "How might best you go about that?"
  • Ask - "Who do you think is the best person for the role?"
  • Ask - "Who will want to hear about this?"
  • Ask - "Who do you want to involve?"


Forceful “Red” Character 

Operating System:  Right Brain Dominant: intuitive thinker (NT)

 

Identifying “Red” Characters: 

Naturally inclined towards:  Strategy and Innovation
Contribution to team:  Big ideas, innovators
Facial expression:  Powerul, challenging, critical
Relates to others by:   Talking (usually about big ideas)
Work style:  "Piler" - paperwork ready at hand
Level of affection:  NPDA - no public display of affection
Words that resonate: Action, innovation, change, risk

 

Listen to a "Red" Character:

Extraverted model, in Just-in-Time mode:  Hear how he sees himself and views others. (N.B. Not all Red Characters are Extraverted and Just-in-Time, some are Introvert models and some are Kick Starters).

Listen to another Red character in Extraverted, Just-in-Time mode:

Preferences of “Red” Characters: 

See people as: People Machines
Comfort with change:  Initiators - next practice; Movers & Shakers
Favourite iPhone app: Pocket Whip


Dislikes:   

  • Being directed by those they perceive as “light weight”
  • Status quo and mediocrity
  • Being bogged down with details and too much focus on risk
  • Being asked to justify everything they do
  • Any expectation of them to accept ideas without cross examination
  • Not being able to use and show personal flair
  • Slow incremental change

Shows affection by:  Giving advice on getting an A+ or winning the race

Under stress:

  • Becomes competitive and raises standards unrealistically
  • Becomes emotional and “pays back”
  • Obsessed by one detail and works long hours
  • Attacks soundness of ideas
  • Paralysis through over-analysis

Influencing “Red” Characters:

Space – leave room for freedom (don’t quote rules)
Ask – invite them to contribute ideas early on
Uniqueness – offer chance to be unique (… the first… the only)
Acknowledge – highlight their competence (don’t patronise)
Summary first – then detail
Pictures - graphs, metaphors, stories, “imagine if”

“Red Language”  Theory, analyse, future, longer-term, implications, intuitive, strategy, systems, think, performance, ideas

Coaching a "Red" Character

  • Maintain a fast action-oriented pace
  • Genuinely acknowledge their competence
  • Start with the "big picture" or "bottom line"
  • Focus on outcomes
  • Use brainstorming for discovering new ideas and opportunities
  • Share 'hot' new concepts that keep them at the 'cutting edge'
  • Draw attention to practical aspects that may otherwise be overlooked
  • Encourage them to consider that team members may have different preferences to theirs
  • Ask - "What's the big picture?"
  • Ask - "What is the overall purpose?"
  • Ask - "Whar's the best solution?"
  • Ask - "When is the deadline?"
  • Ask - "What support do you need in implementing?"


 



Context: This questionnaire endeavours to identify your innate (born with) 'hard-wiring' rather than the way your preferences have been influenced by work (which may have been shaped by role, norms, expectations and organisation culture). So when answering these questions, consider how a family member might answer them on your behalf based on what they have noticed about you in a non -work situation when you are at home, such as on a weekend.

Accuracy: For accurate results, complete this questionnaire when you are home and your mind-set is an 'at-home' rather than in an 'at-work' setting.

Timing: Complete the fourteen questions within five minutes.

Questions: Answer every one of the fourteen questions. Tick the response that comes first to mind and the answer (a or b) that is the best fit of the two. You can't chose both or leave any questions blank. Don't analyse the questions. Remember there are no right or wrong answers – top executives typically answer these questions very differently and can be any one of the four Characters.

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You are most likely a Blue Character.
Implementer
Read more about the Practical "Blue" Character.
You are quite likely a Blue Character with shades of Red.
Implementer
Read more about the Practical "Blue" Character.
Read more about the Forceful "Red" Character.
You are quite likely a Blue Character with shades of Green.
Implementer
Read more about the Practical "Blue" Character.
Read more about the Helpful "Green" Character.
You are most likely a Green Character.
Helpful
Read more about the Helpful "Green" Character.
You are quite likely a Green Character with shades of Yellow.
Helpful
Read more about the Helpful "Green" Character.
Read more about the Insightful "Yellow" Character.
You are quite likely a Green Character with shades of Blue.
Helpful
Read more about the Helpful "Green" Character.
Read more about the Practical "Blue" Character.
You are most likely a Yellow Character.
Insightful
Read more about the Insightful "Yellow" Character.
You are quite likely a Yellow Character with shades of Green.
Insightful
Read more about the Insightful "Yellow" Character.
Read more about the Helpful "Green" Character.
You are quite likely a Yellow Character with shades of Red.
Insightful
Read more about the Insightful "Yellow" Character.
Read more about the Forceful "Red" Character.
You are most likely a Red Character.
Strategist
Read more about the Forceful "Red" Character.
You are quite likely a Red Character with shades of Blue.
forceful
Read more about the Forceful "Red" Character.
Read more about the Practical "Blue" Character.
You are quite likely a Red Character with shades of Yellow.
forceful
Read more about the Forceful "Red" Character.
Read more about the Insightful "Yellow" Character.
You are quite likely a Multicolour Character - based on your answers, your core colour is quite likely a Blue Character.
Multicolour

To identify your 'best-fit', look at each of the four Characters and choose the one that is more like you than the others. Take a look at the set of word choice descriptors - they will provide you with another set of clues that should help you decide which of the 4 Characters represent your innate core colour. You might also ask a close friend or colleague to answer the questions on your behalf to see if they can help you clarify your core colour. Click on the multicolour link to read about Multicolour Characters.
You are quite likely a Multicolour Character - based on your answers, your core colour is quite likely a Green Character.
Multicolour

To identify your 'best-fit', look at each of the four Characters and choose the one that is more like you than the others. Take a look at the set of word choice descriptors - they will provide you with another set of clues that should help you decide which of the 4 Characters represent your innate core colour. You might also ask a close friend or colleague to answer the questions on your behalf to see if they can help you clarify your core colour. Click on the multicolour link to read about Multicolour Characters.
You are quite likely a Multicolour Character - based on your answers, your core colour is quite likely a Red Character.
Multicolour

To identify your 'best-fit', look at each of the four Characters and choose the one that is more like you than the others. Take a look at the set of word choice descriptors - they will provide you with another set of clues that should help you decide which of the 4 Characters represent your innate core colour. You might also ask a close friend or colleague to answer the questions on your behalf to see if they can help you clarify your core colour. Click on the multicolour link to read about Multicolour Characters.
You are quite likely a Multicolour Character - based on your answers, your core colour is quite likely a Yellow Character.
Multicolour

To identify your 'best-fit', look at each of the four Characters and choose the one that is more like you than the others. Take a look at the set of word choice descriptors - they will provide you with another set of clues that should help you decide which of the 4 Characters represent your innate core colour. You might also ask a close friend or colleague to answer the questions on your behalf to see if they can help you clarify your core colour. Click on the multicolour link to read about Multicolour Characters.


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Stress-o-meter

Context

This Stress-O-meter is designed to measure your level of stress. Stress is a normal function for all of us. However, there are positive and negative levels and it is useful for all of us to check in on what our stress levels are from time-to-time (especially when we have been under pressure at work and/or home). The advantage of the Stress-O-Meter is that it enables you to privately, anonymously and 'safely' check on what level of stress you are at without alerting others.

Accuracy

You will get very accurate and reliable results if you answer the questions quickly and honestly - "how you have been feeling in the last week" rather than "how you would like others to think you might have felt". The questionnaire is based on a well tested and validated instrument that is used by clinical psychologists.

Timing

Complete the 14 questions within five minutes.

Instructions

Please read each statement and select an option which indicates how much the statement applied to you over the past week. There are no right or wrong answers. Do not spend too much time on any statement.

Questionnaire

1) I found myself getting upset by quite trivial things





2) I tended to over-react to situations





3) I found it difficult to relax





4) I found myself getting upset rather easily





5) I felt that I was using a lot of nervous energy





6) I found myself getting impatient when I was delayed in any way (eg lifts, traffic lights, being kept waiting)





7) I felt that I was rather touchy





8) I found it hard to wind down





9) I found that I was very irritable





10) I found it hard to calm down after something upset me





11) I found it difficult to tolerate interruptions to what I was doing





12) I was in a state of nervous tension





13) I was intolerant of anything that kept me from getting on with what I was doing





14) I found myself getting agitated





AD-o-meter

Context

This AD-o-meter is designed to measure your level of anxiety and depression. Stress is a normal function for all of us but when it reaches a very high or extreme level, anxiety and possibly depression can be a consequence. If that is the case, support from trusted friends, a counsellor and/or a doctor will be important to get back to normal. The advantage of the AD-o-meter is that it enables you to privately, anonymously and 'safely' check on what level of anxiety and depression you are at without alerting others.

Accuracy

You will get accurate and reliable results if you answer the questions quickly and honestly - "how you have been feeling in the last week" rather than "how you would like others to think you might have felt". The questionnaire is based on a well tested and validated instrument that is used by clinical psychologists.

Timing

Complete the 28 questions within ten minutes.

Instructions

Please read each statement and select an option that indicates how much the statement applied to you over the past week. Do not spend too much time on any statement.

Questionnaire

1) I was aware of dryness of my mouth





2) I couldn't seem to experience any positive feeling at all





3) experienced breathing difficulty (eg excessively rapid breathing, breathlessness in the absence of physical exertion)





4) I just couldn't seem to get going





5) I had a feeling of shakiness (eg legs going to give way)





6) I found myself in situations that made me so anxious I was most relived when they ended





7) I felt that I had nothing to look forward to





8) I felt sad and depressed





9) I had a feeling of faintness





10) I felt that I had lost interest in just about everything





11) I felt I wasn't worth much as a person





12) I perspired noticeably (eg hands sweaty) in the absence of high temperatures or physical exertion





13) I felt scared without any good reason





14) I felt that life wasn't worthwhile





15) I had difficulty in swallowing





16) I couldn't seem to get any enjoyment out of the things I did





17) I was aware of the action of my heart in the absence of physical exertion (eg sense of heart rate increase, heart missing a beat)





18) I felt down-hearted and blue





19) I felt I was close to panic





20) I feared that I would be 'thrown' by some trivial but unfamiliar task





21) I was unable to become enthusiastic about anything





22) I felt I was pretty worthless





23) I felt terrified





24) I could see nothing in the future to be hopeful about





25) I felt that life was meaningless





26) I was worried about situations in which I might panic and make a fool of myself





27) I experienced trembling (eg in the hands)





28) I found it difficult to work up the initiative to do things





Mojo-meter

Context

This Mojo-meter is designed to measure your level of energy, passion and life-balance. Competent performers are typically competitive, diligent and take their work very seriously. As time goes by, especially as they step up to more senior leadership roles, they 'marry their job' and 'estrange their family'. This leads to a life that is characterised by stress, anxiety and myopic behaviour - impacting seriously on leadership style (micromanagement), and health (them and their colleagues). It also puts family life, company performance and career at risk. The advantage of the Mojo-meter is that it enables you to privately and anonymously check on your level of 'energy' passion and 'life-balance' without alerting others. If your results suggest you need to give attention to "life-balance", we will prompt you to also complete the Stress-o-meter.

Accuracy

You will receive very accurate and reliable results if you answer the questions quickly and honestly - how you have been functioning and allocating time and energy over the last three months and what family, friends and colleagues are noticing about you in this regard? The questionnaire is based on a simple set of questions that serve to measure how well you are functioning.

Timing

Complete the 20 questions within five minutes.

Instructions

Please read each statement and tick the boxes that sound like you. Do not spend too much time on any statement.

Questionnaire

1) I usually don't get eight hours sleep and often wake up tired



2) I am always online - I use my mobile on the way home, and often answer emails in the evenings and over the weekend



3) My work is not aligned with my passions



4) I rarely give time and thought to writing a thank you note or celebrating my success



5) I often have an unwholesome breakfast, or skip it altogether



6) I rarely exercise to the point of getting my heart pumping (at least three times per week for 30 minutes or more) or do weight training (at least once per week)



7) I often feel upset easily by trivial things and over-react to situations



8) I don't get a sense of 'making a difference' or 'leaving positive footsteps'



9) I find that my work drives me to put 'profit' or 'business imperatives' before 'people'



10) I multi-task and don't give attention to one thing at a time



11) I work 'flat out' all day and don't stop regularly to drink water, breath deeply, stretch and recharge



12) I don't spend much time with family and close friends



13) I don't schedule time out to get away from the office to 'sit-on-a-rock', reflect, distil insights and gain a holistic view of current circumstances



14) I rarely take time out to meditate, walk in the forest, visit a gallery, or 'smell the roses'



15) Immediate issues often get my priority and I don't take much time to consider longer term strategic matters



16) When I am with family and friends I am often distracted and 'not present'



17) Quite often I 'wolf down' lunch at my desk, or just go without



18) I rarely take time out to enjoy sports and hobbies



19) I work long hours and don't plan ahead to get regular breaks without interruptions from work (calls, email, texts)



20) There is a misalignment between what I consider important to my life and how I allocate my time, energy and focus



© 2017 Institute for Strategic Leadership .