This fifth and final article in a series on the Real Colors personality temperament tool explores the Real Color Blue and what it means to be dominant in that color.
Understanding our own personality temperament is important when working with others and when working through differences. Michigan 4-H Youth ProgramandMichigan State University Extensionuses a tool calledReal Colorsto help youth and adults discover their personality strengths. There are four different colors that represent characteristic categories. Everyone has each color, but one color may be more dominate than any of the others in your personality. The four colors includeGold,Green, Blue and Orange.
Those with Blue color personality strengths tend to be enthusiastic, sympathetic, communicative, compassionate, idealistic, sincere and imaginative. They care and want to contribute to everything they are a part of. Relationships are important to blues.
Blue personality temperaments can be good listeners, talk about the possibilities and like to do new things. Conflict or disharmony can upset a Blue. They show concern for feelings in others and have tactful ways of communicating.
When working with Blues, it is important to reassure them of their self-worth and recognize their accomplishments. It is also important to be empathetic with them as well as believe and trust them. Give Blues opportunities to demonstrate creativity, work with and mentor others and communicate.
It is important to remember that people are not all one color, but have all four colors. Some people are more dominate in one Real Color. Learning to observe clues can be helpful when working with people to figure out what color they may be. Clues can come in what you hear and what you see.
To review the other colors and information about Real Color, read the rest of the articles in this series listed below.
If you are interested in learning more about Real Colors workshops and howMSUExtension can help your organization work together as a team, please contact yourlocalMSUExtension office.
