Essentially, this concern about team process is founded on the principle that with diversity of perspectives comes both creativity and clarity. (Page, 2011) This is a principle that is championed by both the introverted Ruby Red (creativity) and the introverted Golden Yellow (clarity). These members of a team often find that they are frustrated while sitting back and watching their team’s failure to ensure clarity (Golden Yellow). Or they find that their own ideas are ignored when they do reluctantly speak up, reducing the diversity of ideas being presented, and thereby also reducing the team’s potential for creativity.
Furthermore, diversity is only engaged in a constructive manner if a process is in place that ensures safety, respect, and sustained communication. This principle is championed by introverted Azure Blues in part because they, and other introverts, are often ignored in teams and find that this setting is not safe for them. When engaged in a constructive manner, the engagement of diversity leads to the surfacing of underlying assumptions and biases (an introverted Golden Yellow priority), as well as shared appreciation for the strengths inherent in the team’s membership (an introverted Ruby Red priority).
The principles just articulated are brought together in a concept and strategy called “constructive dialogue” (Gergen and Gergen, 2004). It is a matter of the team engaging in dialogue (respectful hearing of alternative perspectives) rather than engaging in discussion (determining who has the best argument). It is a matter of “constructive” dialogue because the purpose is to move beyond rhetoric to action. This requires that the team constructs a shared perspective on reality (domain of information)—which is best achieved through collaborative, appreciative dialogue. The introverted Rainbow participant will often be particularly gifted in either providing skillful facilitation of this constructive dialogue or providing insight and guidance for their fellow (extraverted) Rainbow who is more prone to assuming some leadership.
Constructive dialogue is achieved through the composition of a shared, compelling vision (domain of intentions) that accounts for the interests of all relevant stakeholders. The introverted Azure Blue can be a valuable contributor to this composition. Constructive dialogue is also achieved through the construction of a viable plan of action (domain of ideas). Here is where an introverted Ruby Red can enter the picture. Constructive dialogue also requires a clear and accurate sense of the real world in which the team is operating (domain of information). The introverted Golden Yellow should be invited to be an active participant in this testing of reality. The “construction” to be done not by “constructing” an alternative reality; rather, it involves constructing alternative pathways to the achievement of clearly articulated and shared outcomes. Rather than determining who is the winner and who is the loser of a contentious discussion (often based on poorly understood versions of reality and unclear or conflicting goals), we “lean into the future” by engaging in and completing an appreciative and constructive dialogue (Bergquist and Mura, 2011).
Moving to Initiation and Insight
The pot of gold is attained by a team seeking Integration and Collaboration when the constructive and appreciative dialogue leads to movement beyond the three domains to two other “I’s” – Initiation and Insight. This means that we must go beyond information, intentions, and ideas. We must try out the idea. Hopefully, this occurs in a setting that is safe and a setting that yields important new insights about the information still needed and greater clarification of intentions that are also required. It is when we move to Initiation that the three domains of Information, Intentions, and Ideas become fully engaged. It is at the point of Initiation that the distinctive strengths of extraverted Ruby Red, Azure Blue, and Golden Yellow are most needed.
