Furthermore, we need to know what kind of information we are collecting and for what purpose—valid information is of no use if it is not goal-specific. The extraverted Thoughtful Golden Yellow preference is also important and must be engaged (even if those with this orientation are reticent to get engaged in these collective endeavors). Without Golden Yellow, a team can charge out of the foxhole without adequate ammunition (Ruby Red) or can remain in the foxhole or never get to the foxhole while espousing a dream of peace that is unrealistic and unattainable (Azure Blue).
A clear articulation of the contributions to be made by each perspective, as well as recognition of the other two-color blends (to which we turn shortly) help to make the Integration possible. An even more important process is required, which is often associated with the introverted attitude. This is something often called “process consultation.” (Schein, 1998)
A team that is seeking to operate in an Integrative manner should periodically stop its work and focus on the way in which the team is operating. Some of the questions to be asked are:
- How are we making use of each orientation? Have we ignored one or more of the three domains (information, intentions, and ideas), while focusing on only one? [Teams frequently fail to return to the domains of information or intentions once they move on to the domain of ideas. Once an idea is being entertained, it is often critical to return to the domain of information to see if this idea is realistic. It is also critical to return to the domain of intentions to see if this idea is actually aligned with our intended purposes. Information/Intentions/Ideas should be engaged in a reiterative process: one can begin in any one of the three domains and return to it many times.]
- Have we failed to elicit contributions from the quieter or less active members of our team who might represent one of the three orientations that we are inclined to ignore? [Teams will often “plop” (ignore or talk over) members who are less likely to assert themselves. These members often are women or minorities–and may come from a culture that does not promote individual assertiveness. A team should never assume that someone who has been plopped with ask to be heard—for this request is often plopped itself, or the team becomes condescending in its compliance with the request. The monitoring of plops is the responsibility of all team members, as is the commitment to minimize this very destructive process.]
- Have we articulated our appreciation for contributions made by those members who represent an orientation that is in the minority (and is therefore particularly important)? [It is hard being in the minority and contributions by these members should be honored]
The answers to these questions are frequently found in the insightful analysis provided by an observant introvert. It is the introverted Ruby Red who can comment on a failure to consider all of the ideas being contributed by members of the team, while it is the introverted Golden Yellow who can offer their observations regarding how the team has solicited and managed information regarding the issue being addressed. Most importantly, the introverted Azure Blue can offer their observations and recommendations about the way in which the team has, has not, or could be effective in making this team a safe and inviting setting for all team members.
