Chapter 5: Yellow Behavior
The Yellow personality type, which is energetic, talkative, and full of optimism. Yellows love being around people, telling stories, and sharing ideas. Thomas Erikson uses his own sister as an example of a Yellow.she’s lively, fun, and always the center of attention at family gatherings. He explains how she can light up a room, jump between topics quickly, and get very excited about new ideas but rarely follows through with all of them. In meetings, Yellows often go off-topic, focus more on fun than structure, and can be seen as disorganized. They dislike strict rules, routines, or criticism and prefer environments where they feel free and inspired. Even though they may seem scattered or unreliable, their strength lies in their creativity, charm, and ability to motivate others. To communicate well with a Yellow, you should be positive, enthusiastic, and open to conversation,they thrive on connection and hate being ignored or shut down.
Chapter 6: Green Behavior
In Chapter 6, Thomas Erikson turns to the Green personality, the type he calls the “glue” of any group and also the most common personality type in society. Greens are steady, calm, and quietly dependable. They’re the ones who rarely make a fuss but are always there when you need them. They prefer life to move at a comfortable pace and don’t see the point in rushing or constantly changing things. Erikson points out that Greens can be incredibly loyal sometimes to the point of staying in situations long after they should have left because they value security so highly. In a team, they might not fight for the spotlight, but they keep everyone grounded and working together. The flip side? They can dig in their heels when pushed out of their comfort zone, and their reluctance to speak up can sometimes be mistaken for agreement. Greens thrive when they’re given time to adjust, treated with respect, and allowed to avoid unnecessary conflict.
Chapter 7: The Blue Personality
In this chapter, Erikson talks about the Blue personality type, who are careful, organized, and love details. Blues like rules and want things done perfectly. For example, Erikson describes a Blue person who spends hours checking a report to make sure there are no mistakes. They don’t like surprises and prefer to plan everything in advance. Sometimes, Blues can seem serious or quiet because they focus on facts more than feelings. Erikson also shares how Blues can feel frustrated when others are messy or careless. To get along with Blues, it’s good to be clear, patient, and give them time to think.
Chapter 8: How the Four Colors Work Together
This chapter shows how Reds, Yellows, Greens, and Blues act when they work or talk together and why they sometimes don’t understand each other. Erikson gives an example of a Red boss who wants quick answers but a Blue employee who needs time to check details. The Red gets impatient, and the Blue feels pressured. Or a Yellow who loves chatting and jokes, but the Green prefers quiet and calm. Erikson explains that each color sees the world differently, and problems happen when we expect others to be like us. The key is to know what each person likes and change how you talk to them. For example, be quick and clear with Reds, but slow and gentle with Greens. This helps everyone work better and avoid fights
Chapter 9: How to Handle Different Personality Types
This chapter teaches how to adjust your behavior to communicate better with the four personality types: Red, Yellow, Green, and Blue.
Red (Dominant): The book says Reds like to be in control and get things done fast. For example, the author shares a story about a boss who is a Red type and just wants results quickly, without long explanations. So, when dealing with a Red, you should be brief and confident.
Yellow (Influential): Yellows love fun and socializing. The book gives an example of a Yellow who was excited about a new idea and talked a lot in meetings. To connect with them, you need to be energetic and positive, and encourage their creativity.
Green (Stable): Greens prefer peace and dislike conflict or sudden changes. The book tells about a Green employee who felt stressed when their company made quick changes without explanation. The advice is to be patient with Greens, explain changes carefully, and offer support.
Blue (Analytical): Blues want facts and precision. The author describes a Blue person who always double-checked every detail before making a decision. When talking to Blues, give them data and avoid vague language.
