How Green People Are Perceived
Erikson describes Greens as often perceived by Reds and Yellows as pleasant but indirect or resistant to change. He distinguishes those perceptions from a person’s intention to avoid conflict.
THE IDEA
How Green People Are Perceived
So what do others—other colors—think about Greens? The picture is ambivalent. Besides the fact that they are considered pleasant, friendly, and caring, there are other opinions. A person who, out of fear of conflict, says yes but means no—how do you handle him? How do you know what he really thinks?
Reds and Yellows especially have problems with what I call the silent resistance. Remaining silent rather than speaking out. Certain Greens, however, tend to tell the truth behind the back of the person concerned. Therefore, others can perceive a Green as dishonest, even though their intention is only to avoid conflict. In general, Greens always expect the worst and therefore tend to lie low.
Then we have the Green’s inability to change. When a Green understands the need for change but still says no thanks, that leads those closest to him to think that he is afraid of change, stubborn, unconcerned, and indifferent. As usual, we are talking about perceptions. If we ask Reds what they think about Greens, there will be some heavy opinions.
When to use it
Leading a team that includes Green members: foster an environment where honest feedback is safe and indirect communication is understood.
Giving performance feedback to a Green: combine reassurance with clear expectations to reduce defensiveness.
Implementing change in an organization with many Greens: involve them early, address worst-case scenarios, and allow gradual transition.
Navigating conflict between a Green and a Red: mediate by translating the Green's indirect concerns into direct points the Red can address.
FROM THEORY TO EVERYDAY LIFE
In practice
Silent Resistance in a Meeting
A Green team member nods along during a meeting but later expresses disagreement privately to a colleague. Others perceive this as dishonest or passive-aggressive, weakening trust within the team.
Resistance to Organizational Change
When a company announces a new workflow, a Green manager understands the rationale but hesitates to implement it, fearing negative outcomes. Colleagues view this as stubbornness or lack of commitment, straining relationships.
A MOMENT TO REFLECT
Put it to work.
How can you encourage a Green colleague to express their true opinions without fear of conflict?
What strategies could a Green use to adapt to change while still honoring their need for stability?
In a team with diverse personality types, how might you bridge the perception gap between Greens and more direct colors like Reds and Yellows?
CONTINUE THE CONVERSATION
Source texts
- Surrounded By Idiots (Thomas Erikson)