performance in a
friendly, but frank way.
Identify rewards for
and in teams.This builds cooperation and excitement.
Couch our comments in
feelings terms. "I value
your uniqueness and your contribution. You are
important to me as a
person, and I care
about how you feel."
Provide personal contact
through pats on the back
or a light touch of
Recognize their creativity
and the depth of feeling
they put into their work.
based short-term goals will be most effective.
Focus on behavior and performance more than
the finished products.
Reward by freeing them
to act on their own
Tangible rewards and competitive situations
create stronger incentives.
Set high expectations,
which challenge their skills casing them, to know they
have really earned the recognition received.
Clearly identify the impact
their performance has on
project outcomes with the latitude to figure out how to accomplish them
Provide sincere recognition only when warranted. This color group does not
Assign tasks requiring designing new models or
thing up new approaches.
Compliments relating to
his/her intelligence are the greatest source of esteem.
Reinforce through the contributions their
knowledge provides for completing projects.
established expectations short and long- term goals, and plans for achieving
them give specific measures of their performance and achievement.
Tangible rewards have the greatest appeal.
Provide clear, specific feedback regarding the work accomplished and its
contribution to the
Traditions, rituals and ceremonies are meaningful. When pre-planned, they
provide incentives for performance.
Hierarchical structure and clearly defined roles aid Gold performance.
that are valued and
Honesty and sincerity
Energetic and enthusiastic manner
Contributions to the performance of the
group and the
Quick and timely
Quality of work
Independent initiative Ingenuity
Clear, logical explanations
in precise terms
Good ideas and
Thoroughness and sense
Provide a "pat on the back" regularly and consistently
Contributions to the
growth and development
of the organization and its performance traditions
The highest color score is your PRIMARY color,
or the kind of personality that you mainly operate in.
Your lowest scored color is your SHADOW color.
These are the kinds of personalities that you will struggle to deal with, and
FIND VALUE IN EVERY PERSONALITY COLOR! Do not condemn or criticize. If you
can learn to appreciate and accept people, whose primary color is your shadow
color, it will strengthen your shadow color. By finding value in people with
your shadow color will help create the ability to work through difficulties,
and remain in community with people. Remember that no matter what color your
personality is, always be content with which personality you are so,
One color is not above another personality color. The hope of this test is
to teach us to communicate, and gives us the ability to honor all of the colors,
by bringing people together with appreciation and understanding for one another,
and not separation from misunderstanding and judgment. This is the challenge
that we all face.
REMEMBER:We all have EVERY ONE OF THESE COLOURS IN OUR PERSONALITY. Sometimes
we operate in higher degrees of other colors than our primary color, depending
on fun, stress, relaxation, and sickness.
Finally, I hope you had fun and learned something at the same time. Use the
above chart as a quick aid when dealing with family, friends and co-workers.