With very little imagination one can easily see that the illustration above with a strong Red, and a strong Blue leaves a ProZone of Green. First let's define the ProZone as an overlap of two Profiles. It is a common ground territory. From an argumentative standpoint if each of the strong colors were used exclusively as the context for argument, the progress toward a collaborative settlement would be negligible. However, if both parties recognized this phenomena for its realistic potential a switch to a Green perspective would go a long ways.
Rather than comparing two different people, it is also possible to compare the same person with profiles taken a different times and perhaps a different context - there may have been a job change or team transfer, for example. Is the Individual Profile consistent, or nearly so, over time and conditions? If the answer is YES, the consistency is likely a good thing for everyone concerned. A shift may signal the development of a stressful situation or the opposite - perhaps the situation shift is creating a calmer more satisfied person. The review of these conditions is often what prompts the discovery and the follow-through. In the illustration provided, Elizabeth is highly consistent over a five year period. In fact the precise level of consistency is 99%. That's reliable.
C. Individual versus an MTT Compatibility Composite Comparison. Next we'll display the level of compatibility between Joe's RGB Individual Profile and his Task Matching - that is to say, how compatible is his natural talent with the tasks required of him? Both have been measured using the same RGB protocols. The raw compatibility score is 91%
TM Software. To create this analysis all 35 modules were given a Red, Green, and Blue component. Joe was assigned to the primary Module Task in those cases where he felt most comfortable with the content and interaction required of the Task or Tasks associated with each Module. Therefore the all-important "context" was carefully controlled and calculated. This is not to say that ALL of Joe's Tasks are created in this same context. Nor would the context of his entire work be at a 91% level of compatibility. In fact, he would tell you that not all of his job is of equal satisfaction. Yet that part that is before guests at a foundational workshop is considered to be most important from a effectiveness standpoint.
D. Individual versus a Group Composite Comparison. There are times when it is imperative to determine the potential "fit" of an individual in a group of coworkers, for example. There are several conditions that fit this scenario completely.
In this case Debbie is nearing a transfer to a department some distance away. She has about 30 days to work on this project which is likely about the right amount of time. The questions is, "Will she fit in the current culture and be able to make a contribution quickly, all else being equal?" The team already has several strong dominant Red participants that had a difficult time assimilating. Will they be able to help her get in step quickly? On the surface this seems like a fit that would take too long to cultivate.
E. Composite Comparisons. It is not unusual for reorganizations and acquisitions to combine two otherwise independent work groups into a singe function. It is always advisable to take a look at the separate and forecast combination of these groups before making decisions about their merger.
At the left is an illustration of a Division of an organization with 30 people assigned to it. The group is responsible for Customer Service. There are sufficient numbers of each RGB color in dominance yet the composite is a dominant Green with the Red, and Blue sufficiently close that they could easily swing to either in the secondary position. A second group, Customer Support, which has little contact with the actual customers is being considered for consolidation. As part of the decision-making process the second group composite is created and is illustrated below, right.
But what if the Customer Support group profile were significantly different as illustrated at the left. Strictly from a composite standpoint the decision might be a "NO GO" to avoid what might become a strong cultural division. If it were an imperative to consolidate, it might be worth the effort to go further and consider individual transfers rather than a group merger.
The following illustrations combine the first and second then the first and third alternatives in graphics that better illustrate a traditional comparison option.
F. Second Party Composite Profile. The final RGB graphic illustration is not necessarily new, rather it is a deviation of the source - the Inventory is completed by a second party as opposed to the individual it represents. In some cases, for example, the primary individual may not be able or willing to complete the Inventory. In this case one or more individuals will complete Inventory based on their observations of the individual - a College professor, or the President of the United States.
When a Second Party Inventory (SPI) is used, it is desirable to ask balanced or nearly so individuals to complete the SPI. In the alternative it would be desirable to have a dominant of each color do SPI and compare the results of complete a Composite Profile as a means of averaging the results.
Any Composite illustration above will suffice for the Second Party Composite Profile.
If knowing one's self is the first priority then knowing those around you, people that you interact with routinely, is a clear second priority. A clear third priority is to confirm that the culture created by a group of people takes on the characteristics of a preponderance of those in the group. To what degree and under what circumstances does the RGB Color Pattern of a group leader become a pervasive influence on the group behavior? When are these phenomena functional or dysfunctional? Can the group itself monitor these influences and make decisions to rectify disadvantages when they exist?