E Colours and You: A Pathway to Improved Communication and Relationships

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Jun 26, 2024

E Colours and You: Personality Diversity

We all react differently in a crisis or failure. Have you ever wondered what is behind that and why we tend to respond in our way and others react very differently?

Imagine a failure where someone was severely injured by a pipe falling on top of them.

  • Some people rush toward the body and try to identify them; their reaction is to find out who has been injured.
  • Another group might notice the gathering of other people and implore others to explain why this happened.
  • Some people might be driven to act after asking, “What happened here?”
  • Lastly, some people might look at this situation and wonder, “How did this happen?” and want details and/or data.

Have you noticed how the different initial gut reactions people have to situations, that is, who, what, why, and how, indicate a fascinating diversity in people’s personality tendencies and the thoughts, feelings, and behaviours that are associated with them?

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Image: ©️ Equilibria Services Pte Ltd

This was a discussion between four oil and gas workers on a rig in 2004. Wanting to know more and understand how we can get hurt based on our gut reactions, the Personality Diversity Indicator was created.

Their vision was centred on ascertaining each personality type's potential limiters and strengths to help people increase awareness of their natural tendencies and better understand how they and others view and interact with the world.

We are E Colours practitioners and have witnessed many positive impacts on individuals and teams when teams understand themselves and those they work with.

Why Know More about Yourself & Your Teams?

Knowing your personality diversity and those in your team is not about putting on labels, boxing, or judging others. We will look into guiding principles and ethics further down.

It is about developing an understanding of how we communicate, how we work, how we best build teams, and how we best grow ourselves. We are a rich tapestry of all our experiences combined with our personality diversity. While your personality may influence your initial reactions in certain situations, you can respond differently or expand upon your preferences based on your learning and understanding.

When we develop an understanding of ourselves and others, we can genuinely start to appreciate and recognise that people are not trying to be difficult; we are just different.

Assume Lack of Context

The person you're working with might not know what you know, might not see what you see.
It's tempting to begin where we are.
But it's more useful to begin where they are.

~ Seth's Blog

This quote from Seth Godin this week could not have been better timed for our conversation on personality diversity.

We have all heard the saying, "Treat others as you want to be treated."

However, if you consider what we have briefly covered, this could be perceived as incredibly selfish and short-sighted… as none of us is the same, so how could we assume that it is okay to treat others the way we experience the world?

How do we change this to be more inclusive and avoid seeing people as difficult?

"Treat others as they NEED to be treated"

I (Nuala) am a Yellow/Blue [E Colours], which means I can be sociable, relatable and friendly.

I can show sincere interest in the person I am speaking with. Also, I may not particularly like dealing with too much detail. If I treat everyone as I want to be treated, I may be seen as difficult, annoying, all over the place… etc.

I don’t intentionally make others uncomfortable, but if I am only reacting through my lenses, it could cause frustration and conflict in my team.

Does this mean I need to change who I am?

What is important is learning to be intentional in beginning where others are. This enables us to choose how we respond and not just react.

When I am dealing with people who are different from me, I may need to press pause on my sociable, relatable, and friendly mannerisms and press play on being clearer, more specific, and more straightforward.

I may need to dig deep, give more detail, and accept that not everyone responds excitedly with “AWESOME!!!”

On the other hand, when my team understand what works well when connecting with me, they can press play or pause with intentionality.

I think of being intentional as being in a fluid dance with the team, rather than opposing magnets that push apart rather than working in flow together.

Understanding ourselves and others leads to a heightened awareness that we do not all think and act the same and that we all have different communication styles and behavioural tendencies.

When understood and embraced, this brings strength to a team.

In Episode 029 of The Safety Collaborators podcast, we explored How Important are Personality Diversity Tools in Learning About Yourself?” Listen here to learn more [also find and follow us on your favourite platform].

How Does this Play Out in High-Hazard Environments?

When working in high-hazard industries, we use many tools to keep ourselves and our people safe; we have:

  • Job Risk Assessments
  • Prompt Cards
  • Risk Assessments
  • Tool Box Talks
  • Time Out For Safety
  • Standard Operating Procedures
  • Barriers
  • Posters
  • Alarms
  • Audits
  • Posters remind us to look above, below, in front, behind, etc.

The list can go on!

These tools are in place to keep us out of harm's way, reduce risk, and have safe and efficient operations.

In conversations, there are times of frustration when people complain about the paperwork required to do a job. I have always used three questions to consider before a task:

  1. What am I about to do?
  2. What could go wrong?
  3. How do I prevent these from happening?

In discussion with the Equilibria team as an E Colours practitioner, I have added the most critical and crucial question to ask for my safety:

"How Can I Get Hurt?"

The question is not about technical safety; it is core to our being and understanding of ourselves. How can I, as Nuala Gage, get hurt by just being me and reacting instead of responding intentionally?

For those who know me, I am an outgoing, sociable person. If I see someone struggling, my natural tendency is to jump in and help. What could go wrong? After all, I want to help!

If I am reacting, I could cause a greater risk to myself and others if I have not paused to consider what else could go wrong by trying to help. Could I make the situation worse and cause an incident?

I had an opportunity to listen to Jason Anker talk about the totally avoidable workplace accident he had suffered in 1993, which had left him paralysed from the waist down and confined to a wheelchair at just 24 years old.

All because he jumped in to help without considering the unintentional consequences.

Jason mentioned that he wished someone had asked him this question before that fateful day and that he had understood how his reactions could cause him to fall and have a life-changing accident.

Which statements resonate with you when considering “How can I get hurt?”

  • Rushing and taking a perceived calculated risk.
  • Being unaware of my surroundings.
  • Jumping in to help other people.
  • Getting distracted.
  • Being rushed or relying on others.
  • Not asking questions.
  • Lack of information and time to process.
  • When taking something for granted.

When we make the invisible visible and become aware of our natural tendencies, strengths and potential limiters, we can make better, safer and more intentional choices.

Being curious about our strengths and potential limiters enables us to expand, grow and become the best version of ourselves.

A Strength May Be:

  • Talkative
  • Strong Willed
  • Accurate
  • Supportive

A Potential Limiter May Be:

  • Undisciplined
  • Impatient
  • Judgemental
  • Reluctant to speak up

We can then ask questions and explore what this means for us and our teams at work, such as: Have you considered what makes it difficult to follow procedures?

Could it be:

  • I prefer verbal instructions.
  • I would rather do it my way. I know better.
  • When the procedure is badly written.
  • If I don’t know the background - the why.

Do any of these sound familiar?

Having conversations in your teams can help bring alignment and, as a supervisor, help get buy-in by approaching each team member as they need to be approached.

At Safety Collaborations, we know that awareness and conversations that matter are critical to keeping us, our crew and our teams safe.

The E Colours personality diversity tools allow you to be intentional about your interactions and plan the positive outcomes you want to achieve individually and within a team environment.

Keeping you safe, reducing conflict and cultivating the organisational and safety culture you wish through intentional design, not by accident.

As an individual, do you want to:

  • Become highly self-aware about many aspects of your personality style, including leveraging your strengths and managing your potential limiters.
  • Understand Personal Intervention, a tool to manage individual behaviour to make the right choices, enhancing deliberate actions and personal leadership.
  • Grow beyond tolerating your loved ones, team members and those you interact with - become a catalyst for high performance by celebrating diversity of thought.
  • Understand the top E Colours triggers to apply the information learned in every situation, even if you do not know the other person’s E Colours.
  • Learn communication protocols to apply the new concepts and enhance your personal effectiveness.

In your team, how much more effective will you be if you:

  • Learn about the basics of the Intentionality approach and how the E Colours can help you and your team realise your potential.
  • Access tools that help you improve daily communication immediately.
  • Understand Personal Intervention, a tool to manage individual behaviour to make the right choices, enhancing deliberate actions and leadership.
  • Experience a new perspective on self and team awareness regarding removing barriers to achieve high performance.
  • Understand the next steps to implement the E Colours and Personal Intervention to generate the desired organisational benefits.
  • Have fun learning about different personality styles.

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Image: ©️ Equilibria Services Pte Ltd

Why E Colours and Personal Intervention?

The E Colours process identifies different personality styles, developing an understanding of self and others' communication styles and behavioural tendencies.

This awareness of personality diversity, coupled with managing tendencies through Personal Intervention, enhances individual and organisational performance.

The E Colours are deliberately designed as a simple indicator that will quickly identify your and others' natural personality tendencies, including strengths and potential limiters.

The E Colours give users an immediate indication of their personality styles and others that are part of their system; this knowledge can then be applied in terms of behavioural management (Personal Intervention), allowing users to tailor their approach, communication and relationship-building with people.

A significant benefit of E Colours and Personal Intervention is the speed at which they can have an impact, typically due to their simplicity and applicability.

Tools "For Life"

Through our experience, we've understood that E Colours and Personal Intervention are tools for life. They help users become the people they want to be at home and work and develop skills to deal effectively with others.

We've found in many cases that using these tools at home impacts family life favourably, positively influencing workplace performance.

We use the indicator as a tool for coaching, self-awareness and self-management. Users who utilise E Colours and Personal Intervention can manage their behaviour and develop their approach to fit the requirements of the specific situation.

E Colours Guiding Principles & Ethics

We highly value inclusivity and unlocking potential through understanding personality diversity.

It is vital to remember that E Colours represent tendencies and not to ignore character traits like beliefs, values, ethics, and moods that influence our responses.

Our personality reflects our biology, experiences, and more. We must:

  • Appreciate everyone's individuality.
  • Avoid using personality diversity to justify poor behaviour.
  • Refrain from making assumptions or labelling people.
  • Not imply superiority based on the E Colours combination.
  • Avoid using others' E Colours to discriminate or exclude.
  • Never use E Colours for job placements or promotions.

E Colours is your Personality Diversity Swiss Army Knife… bringing awareness to every situation and enabling you to intentionally respond for improved relationships and safer operations.

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Image: ©️ Equilibria Services Pte Ltd.

Are you ready to enhance your team's safety and performance by understanding personality diversity?

Discover your E Colours Basic for FREE by visiting Equilibria Services Ltd.

To download your Premium Report use the code: SAFETYCOLLABORATIONS
for a 20% discount and gain more in-depth insights.

Book your complimentary discovery call with us to discuss your results
and organise an E Colours Awareness Event for your team.

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