BLUE
Clearly
outline your
expectations for
performance in a
friendly, but frank way.
Recognize their
contribution often.
Identify rewards for
achievement individually
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
approval.
Recognize their creativity
and the depth of feeling
they put into their work.
Praise
Their:
Unique contributions
Personal achievements
Personal characteristics
that are valued and
meaningful
Honesty and sincerity
Energetic and enthusiastic manner
Contributions to the performance of the
group and the
organization
They
Dislike:
Insincerity
Hypocrisy
Deception
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ORANGE
Outcome
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
initiative
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
the organization.
Praise
Their:
Cleverness
Skill
Quickness
Spontaneity
Versatility
Quick and timely
responses
Creativity
Motivational skills
They Dislike:
Rigidness
Authority
Rules
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GOLD
Clearly
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
organization.
Traditions, rituals and ceremonies are meaningful.
When pre-planned, they
provide incentives for performance.
Hierarchical structure and clearly defined
roles aid Gold performance.
Praise
Their:
Accomplishments
Thoroughness and sense
of responsibility
Provide a "pat on the back" regularly and
consistently
Contributions to the
growth and development
of the organization and its performance traditions
They Dislike:
Non-conformity
Ambiguity
Waste
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GREEN
Clear
expectations and
project outcomes with the latitude to figure
out how to accomplish them works well.
Provide sincere recognition only when warranted.
This color group does not appreciate "hoopla".
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.
Praise
Their:
Competence
Quality of work
Language capabilities
Independent initiative Ingenuity
Analysis abilities
Clear, logical explanations
in precise terms
Good ideas and
capabilities
They Dislike:
Incompetence
Unfairness
Injustice
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