In a recent post I introduced the concept of DISC profiling which is a way of understanding the different behaviours that often cause conflict in the workplace or in our personal lives. Understanding these different behaviour profiles can help us understand our own weaknesses and help us to adjust our behaviours when dealing with conflicting profile types. It would be better to read the introduction post first to make sense of this post.
I have also written a post to introduce the Reds, to introduce the Yellows and a post to introduce the Greens
Today, I want to introduce you to the blues who are the C's - the compliant type.
Before we start off, just a reminder that this is not black and white. It is just a guide to help us understand the world we interact in. There is no right answer either. Each type has its strengths and weaknesses - just as we all do.
Introducing the Blues
The blues are analytical, objective and diplomatic. They are also quite reserved and like their privacy.
Their analytical minds need to be fed with details. The more detail the better. If you know someone who likes crunching numbers in Excel then they are quite likely to be a blue. The more columns and the more cells the better in the mind of a blue. Their attention to detail and analytical minds make them really good for many jobs. Nothing will get past a blue.
The blues also like structure, process and controls. They love rules and regulations and will struggle to understand why people may not just follow the rules.
They are not ones for making quick decisions. They will methodically and painstakingly go through all the detail to make the right decision.
The blues value accuracy and quality. They take great pride in their work and they are motivated by doing the job right, with quality and being able to show their expertise.
My father is a blue. In his workshop, he has a place for every single tool. He has drawn around the hanging position for each tool so that it can be hung in the correct position each time. Blues don't like mess and disorder. I can drive him crazy by not putting a tool back in its right place.
Weakness of the Blues
The blues fear being wrong and doing botched quick jobs of low quality. They fear being criticised and their slowness to get things done may really irritate other types. They just want to keep polishing and tweaking to try to improve the quality. They seek perfection rather than just finding a solution that is workable.
They also feel the urge to criticise others when they don't follow the same high standards that they judge themselves by. They expect all of us to follow high-quality standards, the process and every policy precisely.
They can also drive others crazy by asking far too many questions as they drive deeper and deeper into a subject. As such, they are slow to make a final decision, there is always a need for more detail first.
Handling Blues
When dealing with a blue, you need to be precise and you need to bring the detail to back up your argument. Don't think a high-level PowerPoint will satisfy a blue - you will need detailed Excels that the blue can take away and analyse.
Prepare your meetings with a formal and concise schedule. Keep on topic and be factual and precise. A blue will smell if there is any ambiguity in your ideas or the story behind what you are selling.
The blues are not emotional beings so don't be overly friendly or joke too much. You need to be formal and serious with blues. They generally like to work by themselves so keep the face-to-face meetings to a minimum and let them crack on ploughing through their lovely detail.
Blues find it hard to receive constructive feedback because they are so proud of the quality that they produce. If you need to give feedback to a blue you will need to be very objective, precise and formal. Emotion is not going to help you with a blue.
Example of a Blue
One of the famous examples of blue is Bill Gates. He is a high C, the blue type. Another example was Albert Einstien. I wonder if you can see any of the attributes I have provided above in this type of person?
Next Post
I have now been through all the different colours. In my final post, I will cover more information on the interaction between the different colour types and will point you to where you can find more information and carry out your own assessment.
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What an excellent color guide, I think I am blue.-
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Blue is a great colour my friend. A lot of good business leaders are blue because they have the eye for the detail. They are also good at research and analytical work.
It is a useful model as it helps to understand how to interact with people that we may naturally find it more difficult to deal with.
Thanks for your comment my friend.
Hello dear friend, the truth is that I have not read the rest of the colors, it looks interesting, in psychology the colors have a great meaning although many people do not believe in it. Thank you for giving us such valuable information.
It is worth reading the first post to work out which colour you think you are and then reading the post on your colour. Then if you struggle with particular character types then read their colour too. The model is useful because it exposes our weaknesses and helps us to think about how to deal with people that are naturally opposite to us (rather than just thinking they are idiots).
Receive a very cordial greeting from afar.
Reading your publication led me to inquire a little more about the author of whom you have written various publications. This led me to know that the author of this theory that you share was the creator of the Wonder Woman character, which I loved when I was a child.
The DISC theoretical model, in addition to relating it to colors (which I was unaware of), this author relates it to elements, where the letter D for domain is fire, The tetra I for influence represents air, the letter S represents water and the letter C, represents the element earth.
But also, over the years and after several investigations, Moulton adds another variable to the aforementioned, which is: Emotional intelligence, which in turn relates it to balance. I have not read the book but I can infer that the author within his studies found that each of the DISC variables are not separate but that each one is integrated therefore, the management of intelligence is important to achieve control of the themselves. But what does this mean within an organization? Beyond studying each employee and knowing the character of each one, I think that having the quality of managing with emotional intelligence helps future company leaders to manage knowledge and therefore, they can be profiled as possible visionaries because they come to know the reactions of your staff to a variety of situations and knowing how far you can go, you could say something close to being in control. Because knowledge is power.
It pleased me to read you and also to be able to encourage myself to read a little further. Thank you and I share a virtual coffee with cookies.
Good vibes.
hi @angelica7
Thank you for your comment. You are indeed right that in the organisation the use of DISC profiling is closely related to that of emotional intelligence. It is something that I practice regularly because my job is all about building relationships with people within business. By understanding our own imperfections and the profiles of others, it gives us a degree of self-awareness that allows us to adjust our behaviours to suit the interaction that we are in. For example, if we are dealing with the Blue type from this post, we need to be prepared to be precise and detailed.
You are right, the author created Wonder Woman - amazing how many things some people accomplish.
I too the colours and the titles from a book mentioned in my first post on DISC called "Surrounded by idiots". It gives a great incite into the different types and how to interact with them.
Hello @awah
Knowing the emotional profile, and the behavior of the people with whom we interact, is in a way a vital element to maintain in balance our work space, certainly the analytical people live behind every detail, because it is their way of presenting objective answers, as well described by this type of people, often frustrated when they receive criticism for their performance. Thank you for continuing to educate us with this internship theme series.