What fills one colleague with enthusiasm can cause another to feel put out. Motivating every member of the team is challenging, but it's a skill that can be learned.
In this article, we look at how to assign work to different personality types using the four Insights Discovery colour energies.
We’ll explore what certain colleagues might need from their manager or team leader to feel comfortable getting started, what questions they might ask and the type of work that may suit them best...
First of all, we need to understand how the four colour energies (Fiery Red, Sunshine Yellow, Cool Blue and Earth Green) can influence how we behave in our work environment. We all have a unique blend of all four colour energies, but we tend to sit most comfortably with one or two over the others.
As a manager, you have a better chance of connecting with different personality types and fully engaging with colleagues if you can recognise these colour preferences in yourself, then gently flex your own style to accommodate others
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Cool Blue energy may be motivated by facts, logic, details and process |
Fiery Red energy may be motivated by goals, action plans, accountability and results |
| Earth Green energy may be motivated by fairness, harmonious teamwork and the human impact of decisions | Sunshine Yellow energy may be motivated by interaction, collaboration, ideas and positivity |
With these colour energy clues in mind, you have an opportunity to motivate your whole team. You will start to recognise that assigning certain requests or tasks to certain people will enthuse them if it appeals to their strengths and behavioural preferences. And recognising the colour clues in your team is an important management skill to add to your toolkit!
As mentioned above, while each person has a dominant or preferred colour energy, they still have three other energies that can be drawn on and developed. It’s your role as manager to consider which tasks and focus areas would sit well in a colleague’s comfort zone, and which ones might stretch them, gently and with support, without alienating them or causing them to lose confidence. (Note: If you haven't already, ask your team members to share their colour graphs from their Insights Discovery profile at their next one-to-one.)
So, now we have the basics, let’s delve in a little deeper and look at how you can frame task requests to each of the colour energies in turn.
Fiery Red
Tips for communication:
This colour energy is motivated by action, so try and get straight to the point. Cut the small talk – they will see it as wasting time. Set out a definite timeline and be clear about the goals and priorities of the task or project. Clearly communicate their roles and responsibilities then step back and let them take ownership.
What kind of tasks might appeal most to Fiery Red energy?
Assign tasks that require quick decisions, strategic planning and good organisational skills. Fiery Red energy is energised by solving problems and delivering results. They’re happy to take the lead, are comfortable taking on responsibility and securing resources, and will likely view any obstacles as welcome challenges. Tasks should be practical, hands-on and action-oriented. Avoid tasks that involve a lot of consultation or gathering details from multiple team members: they may see this as time-wasting and become impatient. Fiery Red energy is keen to get going, deliver results and see the success of their efforts.
Questions they might ask:
"When can I get started?"
"What's the plan of action?"
"What resources are available to get this job done quickly and efficiently?”
"What does success look like?"
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Sunshine Yellow
Tips for communication:
Keep your interactions informal and allow them to brainstorm ideas with you. Emphasise how you’d like their involvement to look but ask them who else they’d like to involve and what they’d add to the approach you’ve suggested. Try to include opportunities to be creative, have fun and build in freedom and ideas-sharing time into the schedule if possible.
What kind of tasks might appeal most to Sunshine Yellow energy?
Assign tasks that involve innovation, brainstorming, and motivating others. Colleagues who lead with Sunshine Yellow energy are generally good at rallying people around a cause and bringing lightness and positivity. They are often inspirational communicators and likely to be well networked to people who can help with multiple aspects of the project. They are forward-looking, focused on the big picture and bring strong unifying energy to the team. Tasks should be people-focused rather than task-focused and involve imagination and vision. Avoid assigning more granular tasks that require close attention to detail or analysing data.
Questions they might ask:
"Who will I be working with?"
"Who can I brainstorm some ideas with?"
"How can we be creative and have fun?"
"Can we talk more about the future vision?"
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Tips for communication:
Show your appreciation for their commitment and ask them if they have any concerns about the project or its impact on their existing workload. Let them know how the project or task will affect the other team members. Reassure them that their feedback is valued and will be acted on. Create a safe space for regular check-ins and provide examples of how similar tasks have been dealt with in the past. Emphasise how this project will align with organisational values and the values of their team members.
What kind of tasks might appeal most to Earth Green energy?
Assign tasks that require empathy and relationship-building. Earth Green energy is interested in helping to grow and develop those around them, as well as themselves. They tend to be focused on the present and are strong team players. Avoid assigning tasks that need quick decisions are or likely to generate multiple differences of opinion. Allow time for thinking and information gathering.
Questions they might ask:
“What impact will this project have on the team dynamics?"
"is everyone in the team happy with this approach?”
"Has this been tried and tested before?"
"Can I have some time for reflection?"
Tips for communication:
Make it clear (in written form as well as in person) why the project needs to happen, what difference it will make to the organisation and where their contribution fits in. Provide as much background information as possible, outline the process and acknowledge potential barriers. Give timelines and a step-by-step plan for each stage. Offer plenty of time for them to digest the initial brief and be prepared for them to ask a lot of detailed, possibly challenging, questions. Keep your style steady and measured and don’t try to rush them or be flippant. Be honest from the start about your expectations so they can be fully prepared for any eventuality.
What kind of tasks might appeal most to Cool Blue energy?
Assign tasks that require detailed planning, analysis and accuracy. You can rely on Cool Blue’s conscientious approach to deliver on time and as promised. Cool Blue energy dislikes compromise and delivering imperfect work – they’ll want to feel equipped to get it right first time and they’ll want to eliminate potential obstacles quickly. They’ll be concerned with facts, systems and processes. Their gift for objective thinking means they’re unlikely to get swept up in group-think, and they’re likely to ask the hard questions if they don’t see the logic in something. Avoid involving them in too many group discussions or creative brainstorms that could involve too many tangents. Avoid assigning tasks that require on-the-spot decisions. Cool Blue needs time to reflect so they can meet their own high standards.
Questions they might ask:
“What’s the logic and rationale for this project?"
"What will it achieve?”
"How does it fit in with the team's and/or organisation's goals?"
"Do we have all the information we need to get started?"
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Recognising what motivates our team members is invaluable when it comes to assigning work.
As we've seen, we can use Insights Discovery to bring out the best in people on a deeper level. And if we recognise our colleagues’ colour energies and understand how they prefer to work, we’re more likely to build the trust and connections we need to make projects and teamwork a success.
The Insights Discovery language of colour energies provides managers with a handy framework for understanding ourselves and others. It can make our dealings with people who are different from us feel a lot less overwhelming and offers an invaluable source of perspective.
Whether you're a new manager looking for some handy tips, or a seasoned manager navigating a new team, recognising what motivates your co-workers is a valuable skill to have in your toolkit.
As with any new skill, learning to recognise behavioural cues takes practice. The good news is that we can develop this skill over time and apply it every day in the workplace – with amazing results.
Insights Discovery is a simple and easy-to-apply technique with plenty of resources available to help you on your journey to becoming a great manager and brilliant co-worker.
Insights Discovery is an L&D training system that creates high-performing teams by enhancing awareness and workplace relationships. Using a memorable four-colour model to illustrate different behavioural styles, it creates a common language that connects colleagues across geographical and cultural boundaries, fostering collaboration, driving productivity and transforming workplaces.