This course is intended for those who want to know how the Diversity Icebreaker cognitive / social style categories of Red, Blue and Green can be applied in leadership.
This course is intended for those who want to know how the Diversity Icebreaker categories of Red, Blue, and Green can be applied in leadership. This is one out of four video courses here at LearnFormula where Red, Blue, and Green are categories in a metaphorical model.
The Red, Blue, and Green model originated in Norway in 1995. Since then, the concept has gradually been refined into a training and developmental concept applied by more than 300 000 worldwide.
At the end of this course, you will be able to see how the Diversity Icebreaker categories of Red, Blue, and Green can be applied in multiple functions in an organization. This will empower you as a leader and others in the organization, resulting in better growth and results.
This course starts by defining the leadership role before presenting Diversity Icebreaker as a non-confidential testing tool relevant to collaboration in the workplace. Next, I present how Diversity Icebreaker has been introduced by facilitators as a test in a subsequent seminar where the participants develop an understanding of the colors Red, Blue, and Green. I offer some guidelines if you want to run this seminar yourself as a leader for your own employees.
Red is about emotions, relations, and communication. Blue preferences indicate interest in analysis, numbers, and practical issues. Green is about seeing opportunities, connections, and a global perspective.
Red, Blue, and Green describe three different cognitive and social styles. They have similarities to classical leadership dimensions like people, tasks, and change. The Red, Blue, and Green represent opposites, and the challenges are to use these dilemmas in a constructive way.
The three colors also can be used to explain and describe different work cultures in different departments in organizations. This is essential in promoting better communication and understanding across the organization. In the same way, there are also various management challenges at different management levels. An understanding of this can contribute to a better understanding of yourself and your challenges depending on where you are in your career.
People have different needs when changes are introduced. The colors can be used to understand individual differences as well as how to succeed in major strategic change processes by answering Why, What, and Who.
Red, Blue, and Green have often been perceived as team role models. I introduce the main dilemmas between people with different colors as well as what you do when you have too little color in your team.
Diversity Icebreaker is first of all a tool and model for creating a language with employees, a language that promotes learning and development. As a leader, you can give employees a language that helps them solve problems. Diversity Icebreaker as a concept invites employees to help shape the language and thereby achieve ownership that has specific positive effects in terms of their ability to solve problems together.
Norwegian business consultant. Psychologist (1983), Univ. of Oslo, Norway, MBA (1997), Henley Management College, London, UK. Studies in International Management (2006/7), University of Agder, Norway. He has been leading consultant organisations since 1987, at the same time doing extensive consultative work focused on interpersonal interaction, team analysis, innovation and cross-cultural challenges. Since 1993 he has been the principal owner and managing director of Human Factors AS in Norway. From 2015 he is the chairman of the board and senior consultant in the same company. He has in all years worked close with the academic and professional institutions in order to leverage the quality of his own consultancy and increase the practical relevance of academic knowledge. In his consultation business, he has used numerous academic measurements/concepts and in that way created a shared platform for academics and practitioners to create knowledge. He is most known for creating the Diversity Icebreaker – a concept that combines assessment of cognitive styles with an experiential learning seminar. Besides running his own companies, he has been lecturing at management schools in organisational psychology and international management. He has been leading professional bodies in organisational psychology in Scandinavia and as a consequence he has built an extensive network among consultants in these countries. He has published articles, books and presented his work and views on the field in different international conferences; worked with cross-cultural issues since early 90-ies and certified more than 700 consultants in the use of different psychological tests applied in analysis and development. He has been member of multiple professional and academic organizations in psychology and management.
Provincial regulators of CPAs in Canada do not require that independent providers of CPD be approved to offer courses. Instead, individual CPAs are responsible for assessing whether a CPD activity meets their requirements, and may take activities from any source provided those requirements are met.
Every course offered on LearnFormula is delivered by a qualified subject matter expert or learning organization, and advances learning objectives that are relevant to the responsibilities or professional competencies of Canadian CPAs. All activities on LearnFormula are quantifiable in terms of hours, and are also verifiable, in that users receive documented evidence of their attendance via a certificate of completion after finishing a course (and this certificate is stored by LearnFormula indefinitely). Nearly 100,000 Canadian CPAs successfully satisfy their CPD requirements via LearnFormula on an annual basis.
