Results through Relationships Steve Lloyd Removing the blockers to innovation, change and personal growth

Purpose of this session To know ourselves & one another better Using a colourful model of human behaviour Understand behavioural styles strengths, weaknesses & impact Recognise similarities & value differences within teams Enhance personal effectiveness & working relationships Motivate you to take action 2

Emotional Intelligence Framework Self Awareness Social Awareness Self Management Relationship Management Being the best I can be Positive impact on others

Psychological Preferences Introversion & Extraversion Carl Jung 1875 – 1961 Introversion & Extraversion Sensing & Intuition Thinking & Feeling ~how we take in and process information ~the way we react to outer and inner experiences ~how we make decisions

The Insights Colour Energies Cautious Precise Deliberate Questioning Formal Competitive Demanding Determined Strong-willed Purposeful Caring Encouraging Sharing Patient Relaxed Sociable Dynamic Demonstrative Enthusiastic Persuasive Hippocrates was born around 460BC Known as the father of modern medicine – was the first to dismiss the belief that illness was caused by curses, evil spirits or the will of the gods – but by physical problems with the body itself He was also the first to theorise that thoughts and feelings came from the brain and not the heart He also was the first to notice that people had different behavioural traits – which he believed were caused by excesses of bodily fluids. Nothing of Hippocrates writings survive but his work was taken and expanded on by Aristotle and Plato and eventually by a Roman physician called Galen, (AD 190) who came up with the ‘choleric’, ‘sanguine’ etc labels. The Four Humours theories were still believed up until the 1840’s (1865 in America) and blood letting, emetics, blistering, purges etc were used to treat illnesses by attempting to address imbalances in the humours. Human Behaviour Hippocrates saw a basic four behaviours which were adopted and described as Choleric, Sanguine, Phlegmatic and Melancholic. He also grouped together the types of behaviour that these types of people could be predicted to show.   Jung the psychologist picked up on these behavioural types and studied them carefully and it is his work on which the colour model is based. Which type are you? Fiery Red? Sunshine Yellow? Earth Green? Cool Blue? Or perhaps you see yourself as a combination? Whichever you are – recognise that your clients may be another type altogether – making their behaviour and reactions very different to your own.

Perception

Perception: key learning points Perception is not always reality I see myself and others based on who I am My perception of myself is not necessarily how others see me It can be difficult to change initial perceptions More than one perception is valid & may be invaluable 7

Behaviour

The Insights Colour Energies On a GOOD day… Cautious Precise Deliberate Questioning Formal Competitive Demanding Determined Strong-willed Purposeful Caring Encouraging Sharing Patient Relaxed Sociable Dynamic Demonstrative Enthusiastic Persuasive Hippocrates was born around 460BC Known as the father of modern medicine – was the first to dismiss the belief that illness was caused by curses, evil spirits or the will of the gods – but by physical problems with the body itself He was also the first to theorise that thoughts and feelings came from the brain and not the heart He also was the first to notice that people had different behavioural traits – which he believed were caused by excesses of bodily fluids. Nothing of Hippocrates writings survive but his work was taken and expanded on by Aristotle and Plato and eventually by a Roman physician called Galen, (AD 190) who came up with the ‘choleric’, ‘sanguine’ etc labels. The Four Humours theories were still believed up until the 1840’s (1865 in America) and blood letting, emetics, blistering, purges etc were used to treat illnesses by attempting to address imbalances in the humours. Human Behaviour Hippocrates saw a basic four behaviours which were adopted and described as Choleric, Sanguine, Phlegmatic and Melancholic. He also grouped together the types of behaviour that these types of people could be predicted to show.   Jung the psychologist picked up on these behavioural types and studied them carefully and it is his work on which the colour model is based. Which type are you? Fiery Red? Sunshine Yellow? Earth Green? Cool Blue? Or perhaps you see yourself as a combination? Whichever you are – recognise that your clients may be another type altogether – making their behaviour and reactions very different to your own.

The Insights Colour Energies On a BAD day… Stuffy Indecisive Suspicious Cold Reserved Aggressive Domineering Intolerant Controlling Inflexible Bland Plodding Reliant Stubborn Compliant Excitable Frantic Indiscreet Flamboyant Hasty Hippocrates was born around 460BC Known as the father of modern medicine – was the first to dismiss the belief that illness was caused by curses, evil spirits or the will of the gods – but by physical problems with the body itself He was also the first to theorise that thoughts and feelings came from the brain and not the heart He also was the first to notice that people had different behavioural traits – which he believed were caused by excesses of bodily fluids. Nothing of Hippocrates writings survive but his work was taken and expanded on by Aristotle and Plato and eventually by a Roman physician called Galen, (AD 190) who came up with the ‘choleric’, ‘sanguine’ etc labels. The Four Humours theories were still believed up until the 1840’s (1865 in America) and blood letting, emetics, blistering, purges etc were used to treat illnesses by attempting to address imbalances in the humours. Human Behaviour Hippocrates saw a basic four behaviours which were adopted and described as Choleric, Sanguine, Phlegmatic and Melancholic. He also grouped together the types of behaviour that these types of people could be predicted to show.   Jung the psychologist picked up on these behavioural types and studied them carefully and it is his work on which the colour model is based. Which type are you? Fiery Red? Sunshine Yellow? Earth Green? Cool Blue? Or perhaps you see yourself as a combination? Whichever you are – recognise that your clients may be another type altogether – making their behaviour and reactions very different to your own.

Resonance versus Dissonance “When emotionally upset, people cannot remember, attend, learn or make decisions clearly.” ~Daniel Goleman

Clash or Complement? Strengths Weaknesses Weaknesses Strengths Quick to build relationships Large network of contacts Adaptable, imaginative Usually see the big picture Strengths Often quite reserved at first Somewhat remote from others May be rigid & unimaginative Can focus on unimportant details Weaknesses Often have too much going on Rather vague & imprecise Can lose interest & focus Too casual & flippant for some Weaknesses Focused concentration Strong on logic, detail & accuracy Very thorough right to the end Conscientious & business-like Strengths

Clash or Complement? Strengths Weaknesses Weaknesses Strengths Build intimate relationships Natural listeners Sincere & warm Usually calm & patient Strengths Can seem aloof, arrogant even Impatient, may interrupt others Can be remote & abrupt Restless & eager to get on Weaknesses Often slow to adapt to change Seem to lack enthusiasm Reluctant to make decisions Hesitant - can be overly democratic Weaknesses Love new challenges High energy & drive Confident in their ability Independent self-starters Strengths

Key Learning Points we are a mixture of ALL FOUR colour energies most people favour two, or three each energy has strengths and weaknesses none is better or worse than another we often find our opposites quite difficult we must value the differences between us to build more effective relationships we use the colours to describe our behaviour – not to define us

Adapting & Connecting

Do Don’t GIVE ME THE DETAILS be well-prepared & thorough put things in writing first be objective & logical give me time to go into detail GIVE ME THE DETAILS Don’t be over-familiar or flippant come with foregone conclusions gloss over vague issues give me empty sales patter Read Value to the Team – page 10 Lists the attributes you bring to any team or organisation Are these being used to the full? 16

Do Don’t SHOW ME YOU CARE encourage me to speak out listen patiently appeal to my values encourage me to speak out listen patiently give me time to reflect & answer SHOW ME YOU CARE Don’t spring last-minute surprises push me to make quick decisions be abrupt or over-familiar be too flippant Read Value to the Team – page 10 Lists the attributes you bring to any team or organisation Are these being used to the full? 17

Do Don’t BE BRIEF, BE BRIGHT, BE GONE be direct & to the point keep it pacy & action-based focus on facts and results offer solutions not problems Don’t hesitate, waffle be dull, vague or woolly get over-emotional try to dominate their meeting Read Value to the Team – page 10 Lists the attributes you bring to any team or organisation Are these being used to the full? 18

Do Don’t INVOLVE ME be friendly & sociable be entertaining & stimulating keep things high level focus on relationships INVOLVE ME Don’t focus on process bore me with details demand that I be specific shoot down my ideas Read Value to the Team – page 10 Lists the attributes you bring to any team or organisation Are these being used to the full? 19

So what?!

Emotional Intelligence Framework Self Awareness What area do I know I need to work on to improve my own effectiveness? It could be an untapped strength I need to use more, or a “fatal flaw” that lets me down from time to time. Self Management Being the best I can be

do unto others as they would as you would be done unto Issue Adapting & Connecting Template & relate back to Recognising Type Exercise What can we do more of to improve working relationships? Foot on the peddle – foot off

Profiles

John Smith Personal Profile Foundation Management Personal Achievement Effective Selling Interview Focus on the Left hand graph this is your preference in the work place. It gives the preference order of each colour, and the relative strength of each colour. The team wheel is made up of 8 core types with subdivisions. Each segment has its own colour order ! Outer ring - One colour above the mid-point - (Focussed) approx. 10% of those profiled Middle ring – Two colours above mid point – (Classic) approx. 60% of those profiled Inner ring – Three colours above mid-point – (Accommodating) approx, 30% of those profiled Colours above the mid-point are most used (described as inclined energies)

Insights Colour Dynamics

Recent Special schools engagement ACE MAT Plymouth – Case study Woodlands, Plymouth Dame Hannah Rogers School Ysgol Ty Coch, RCT - Case study Greenfield School, Merthyr Ysgol Hen Felin, RCT Central South Consortium, Wales - Special Schools Middle Leadership development South East Wales Educational Achievement Service – Coaching and Mentoring – NQT, Headteachers Torbay school

Contact details Steve Lloyd Senior Facilitator/Consultant/Coach Head Office: 0345 045 0933 Direct Line: 01579 370611 Mobile: 07730599929 Email: steve@thecolourworks.com Web: www.thecolourworks.com