Color of Each Domain
I have chosen to assign each domain one of the three primary colors on the spectrum: red, blue and yellow. I am assigning the color red to the Domain of Ideas. In fact, it is a ruby red– for as we are about to see this is the domain that is glowing with energy and vitality. The Domain of Intentions has been assigned the color of blue (and more intensely Azure Blue). This is a color that represents sky. Azure Blue suggests a quite beautiful sky that inspires us to look upward and outward into the future. Finally, the Domain of Information is represented by yellow. Golden Yellow represents the intense light emanating from the sun. We must be illuminated by light if we are to find our way forward.
The Ruby Red Leader of Dominance
I begin with insights offered by the DISC model of leadership. I borrow from the DISC website and specifically their presentation of the DISC profile (DISC, 2024). As noted by McKenna and Pugno, the Dominant (D) leader likes challenging assignments and is driven to attain results. A set of characteristics (managerial strengths) regarding the Dominant leadership style is provided on the DISC website (2024):
“willingness to take risks
comfort with being in charge
confidence in their opinions
persistent through failure
competitive spirit
ability to find effective shortcuts
ability to create a sense of urgency in others
A key to developing these managers is helping them truly appreciate the value of empathy in leadership. By understanding other perspectives, they see that not everyone shares their sense of urgency. They can often get better results in the end by showing compassion in the moment.”
Fiery Leadership
I would specifically suggest that the Dominant leader is fiery—hence the vivid red. Resources are consumed at a rapid rate, generating a great deal of energy. We need this energy if we are to act and not just stand in place. As noted in the DISC model, the Dominant Ruby Red leader dwells in a world of ideas that lead directly to action and results. One of the physicians that McKenna and Pugno (2006, pp. 182-813) put it this way:
“Whenever I was given a task, I worked at it as if all else depended on the success of that task. When others realize that attitude and share the enthusiasm of that success, they often will be motivated to join the effort and to do the same. It is hard to motivate others by eloquent speeches and smiles if they cannot see some sort of results over a period of time. That is how I see leadership.” [Kieren P. Knapp, DO, FACOFP Family Physician Immediate Past President, American College of Osteopathic Family Physicians]”
There is the fire of activism burning in the heart of a Ruby Red Leader. Things are to be done immediately: “Why put off till tomorrow what we can do today!” As the president of Docs, Inc. indicated (McKenna and Pugno, 2006, p. 88):
“Administrators operate on a different time frame. Administrators say ‘I’ll get right on it’ meaning sometime during the next quarter. Docs hear ‘I’ll get right on it’ and expect it to be done that afternoon. The physician’s reference model involves time frames that are much more immediate. [Randall Oates, MD Family Physician Founder and President, Docs, Inc.]”
