CapacityWareTM - Red Features You Might Like - Precision Measures

As you might have imagined, CapacityWareTM products and services can be color coded based on features that would appeal to one or more of the specific RGB color preferences.  The Red features tend to appeal to the need for and appreciation of precisions measures.  The following five illustrations are linked to this "Red - Precision Measures" category. 

A.  Individual Profile.  When an individual takes the RGB WorkStyle Preference Inventory, they take it within a context (work, home, social, volunteer, etc.), and they take it with a current lens.  This produces a graphic which equates to a pie chart that depicts a slice of Red, Green, and Blue in a real (or default) order sequence based on the dominant color first (on the right), followed by the second priority color next in immediate counterclockwise position, followed by the last color in the lower left.  It is possible for two of the three colors to be equal in score, for example, 33 and 33.  The thinking patterns of these two colors would seem interchangeable.  The dominant color and secondary color might be functionally interchangeable and would be referred to as a Bi-Color Swing or simply as a Swing.  When all three colors are within 5 points of each other this is referred to as a Tri-Color Swing or Full Swing.  Any dominant color at or above 45 points is likely to a hard dominant - less likely to adjust to a secondary or tertiary color when needed.  Either Red or Blue are far more likely to be the dominant color.  In any natural group there are likely to be more Reds, followed by Blues, and least color would likely be Greens.  The advantage of knowing one's Individual Profile is that it will tend to explain thinking patterns and therefore behavior.  This Individual Profile has a number of applications that will be covered briefly below.  Knowing your own Profile and the Profile of those with whom you regularly come is contact is settling. 

B.  Individual Profiles Comparison.  There are times when it is beneficial to make a graphic comparison of two Individual Profiles.  This provides some insight into how well a duo might work together on a project, or in a marriage, for example.  Do the colors have a natural tendency to complete?  Yes, but the number might give a clearer picture of the intensity of that competition.  Do the colors have a natural tendency to collaborate?  Yes and No!  It depends on a preparatory approach to the collaborative effort.  If there is no preparation, opposite colors might clash.  If preparation is meaningful, the opposing colors might produce what is smilingly referred to as creative tension. 

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% 

These calculations were based on an analysis completed over time wherein the tasks during a 2-hour RGB FastTrack Workshop were carefully measured and entered into CapacityWareTM 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.

First among the alternatives when considering a person for inclusion in a group working on a specific project.  In this case the individual, if selected, will be a member of a team that will be contributing to the overall work the group does.  The compatibility between the new individual and the existing members as an already functioning group would be important to know.

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. 

For all practical purposes, the two composite profiles are identical.  The number vary slightly but the sequence of identical and the numbers are within 5 points of each other.  The merger appears to be a "GO" based on this simple comparison. 

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. 

Summary

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?