Today I'm going to talk about a key concept around color code. It's this idea of a hundred percent responsibility, so what do I mean by that? Well, most of us consider relationships kind of a 50 50 2-way street, right? We are taught to believe that if you bring 50% to the relationship, hopefully, your partner or your colleague will bring 50% that isn't always the case. In fact, color-code is turning that on its head and saying, no, you need to bring 100% responsibility to the relationship. You may think that's not fair. That seems like a lot of work. What about the other person? Well, most people in life know that you really can't change other people. ----more----The only thing you can change is your behavior and isn't that pretty cool that you can change up to a hundred percent of your behavior and have incredible impacts on the quality of your relationships with your coworkers? So how do you do that? Well, it really goes back to self-awareness, awareness of your core motive and awareness of others. And hopefully, if you listen to my podcast, you're beginning to identify some people in your life as certain colors. They have certain traits and personalities and innate qualities that identify them as one of the four colors. That is a huge gift that color-code brings to you, that you have some awareness of what drives other people's behaviors, what their motives are, what their needs are, what their wants are, and that can really boil down to how they want to be talked to, how they want to receive information as they go about their work in a healthcare setting. We're going to go into that a little bit more as far as tips that you should know about how to talk to various colors. Red, blue, white and yellow because they like to receive their information in different ways. I think back to one of my very first professional jobs where I worked as a communications director and my boss was a very strong red, so if you remember, reds are motivated by power. They want to get things done. They're movers and shakers and they don't have a lot of patients. I look back to my relationship with her and I did everything wrong when it came to communicating with her. I found her pretty intimidating and hard to talk to, but what I should've done and with the knowledge I have today, I could have had some really good relationships and conversations with this gal. She needed information very quickly and concisely and I did the exact opposite. I would often want to talk to her and process things out loud, kind of him and ha or talk through the pros and cons of a decision. That's about the worst thing you can do with a red because they want to know that you had done your homework and that you're coming to them with a recommendation. They respect that you are bringing them information and an opinion, that's what they expect from you. So for someone like myself who's a blue, I tend to want to process out loud. I want, I tend to want to be collaborative and hopefully make those decisions together. That's not a red style. Now I know when I work with a red how to present information to them very factually. Bottom line, if I present different sides of a case, I need to do it concisely and I need to spell it out and then I need to boil it down to here is my opinion on what we should do. Reds really respect that. So that's a little nugget. Think about people in your life who might be a red people that you work with and think about how are you going to take a hundred percent responsibility for the quality of that relationship? They might be totally different than you, but they're not going to change. You're the only one who can make the relationship better. So what relationships in your workplace are less than what you want them to be? Can you identify them? Are you ready to take a hundred percent responsibility for the quality of that relationship with color code and tips that I'll be presenting in future podcasts? You can. Until next time, thanks for listening.