Jesse Ferrell leads a Color Code workshop for Robert Lee & Associates, teaching personality types through color language: red, yellow, blue, and white. The session includes breakout exercises on applying the system and compares it to DISC and Myers-Briggs, arguing that understanding why people behave differently improves communication and client retention.
Chapters
Why did we decide to do this? First of all, you will hear us talk about colors in the firm on a regular basis and people will say, oh, that person's red. Oh, that person's yellow, that person's blue. And so, you know, it's a language that we use on a regular basis.
Ruben, can you tell us what you've taken so far?
Yeah.
So what I've taken so far is.
That.
Learning the color code isn't just going to benefit me, but it's also going to benefit everyone. It'll like literally everyone. And they'll know not only how to communicate with me, but I'll know how to communicate with them. So I'm not just winning for myself. I'm waiting for everybody.
I like it. Very good. Awesome. Get a round of applause for that one team, please. That was good.
And you're talking about how we can best. And then third base was funny. You said to get over yourself. Because that's probably the most important part, I think, in that analogy.
But I believe that Sarah Wilcox just earned a $2 bill on that analogy. You guys agree? So we're going to see if we can do a breakout session. We want you to answer the question of how to use this intelligence for yourself and rlm. I'll give you about eight minutes to do that. Let me stop sharing the screen. So write that question down. How to use this intelligence for yourself and Robert Lee and associates. That's what we want to do. Pick a group leader when you go into the group. Thank you, Megan, for that. Pick a group leader when you go into group really, really quickly. Don't hassle around because you don't have that long. I'm going to give you just eight minutes to do that and then you'll see a two minute warning when it's time for you to close that down. So go into your rooms. Just get to sneak in and say hello. Just popping in.
Is this like you walking around the tables and like seeing what we're writing down and reading over?
You're such a smarty pants. I love it, Beverly.
I remember that.
Love it. You posed that question and picked someone at random. I think Beverly just voluntold. Do you know the word voluntold.
Means I need to keep my big mouth shut?
So go ahead. Megan's our leader and she's gonna pose the question Beverly first and then rifle it around and then bring it back to yourself in the sharing.
And hopefully that's working both ways. Right? You're being cognizant of it and you're hoping that the other person is equally sweet. Everybody's kind of meeting at the middle, trying to work together in the same common language.
Hey, Jesse, are you familiar with the disc training?
Very much, yes.
Okay, I'll say. We were just kind of talking about that before you hopped in there.
What was the synopsis of what you said about disc? I'm curious.
It's kind of. I mean, we were just kind of bringing up that, you know, it is pretty similar in a way to it. But I feel like the color codes kind of do grab different aspects of each of those categories.
And if you add the Myers Briggs. Myers Briggs is 16 different classifications.
I was just gonna say that was super helpful because I'm used to where I came from. We did discover heavily did disc.
Yep.
And so I'm sitting here trying to correlate and that helps that color is the why, whereas disc is the behavior. Yes, that is very helpful.
And every. And every. If you take the disc today and you take it in six months and your behavior changes, the disc changes.
No, I was writing stuff down. It just seems like everything we've already covered.
So what she was really saying, Jesse was, okay, I need to think about it.
Good comeback, Bob. Thank you. Thank you for catching me with that. That was the master. Catching the master.
But she just. She just gave us that insight. So I stole it.
I just told them that. That I. The white, the piece in me says okay, but the blue in me, I'm like, I have to come back to you. That doesn't mean I agree with everything you just said. I need to think about it.
Right, right.
Right. You're just.
As a blue, you're going to be like, oh, man, I'm already beating myself up for this. And now you did it, too.
This is going to be terrible. So we have to be careful.
I hate when that happens.
Let's see who's back. Almost looks just one more group to come back in.
The value of the exercise is we were able to learn each other's color code system. First and foremost. We all agreed that in order to use the intelligence for ourselves, we have to be a little bit more sensitive to our own color code. And in order to use it in an RLA with the whole company, we have to understand everyone's core personality and what their drive is.
I want to just in closing, thank you everybody for. For taking the time to join in on this. I know we've got all kinds of stuff on our schedules right at the moment, but this is really important for us as a firm. We think that education in a professional services firm is not just about the technical things that we need to learn. It's not just about coming up with the code sections or the FASB pronouncements or whatever the latest software is on how to get your data into QuickBooks. That's not what we're all about. We think those things are important, but we also think it's important to learn how to better communicate as a team and how to better understand ourselves because it makes us stronger, helps us be able to retain our folks, because that's really important to us. And it also helps us retain our clients. So this is why we do this. And I wish we could have done it in person, but I really want to just thank you for all for spending the time with it. And Jesse, thanks for doing an excellent job. I really appreciate it.
Thank you, thank you, thank you. You guys are awesome. Go out there and make it a great rest of the day. I can't wait to connect with you again.
