Dominant Red: Viewing Other Preferences
I am about to consider the other two primary perspectives and practices—but first want my Ruby Red colleagues to offer a word about those using these other two leadership styles. First. Ruby Red folks are strongly inclined to push for having a say about all sorts of matters, including their judgement about the Azure Blues and Golden Yellows. Let me first offer the Ruby Red view of those with an Azure Blue orientation: these people are Wishy/Washy.
They are often “bleeding hearts” who spend all their time healing or mourning the state of our world rather than helping to take action that will prevent injury and improve our world. The Azure Blue leaders are inclined to be dreamers. They are asking us to look over our heads while we are trying to solve the problem (which is not to be found up in the sky or clouds).
Those with a Golden Yellow predilection are viewed by the Ruby Reds as uninvolved. They are “bean counters” who sit back and count the casualties rather than find ways to prevent these casualties. While the Azure Blues are doing the healing, the Golden Yellows are keeping the statistics regarding how many patients have been admitted and how many healed.
No one is trying to prevent injury or illness. It is up to the Dominant Ruby Reds to take this preventative action. In short, those with a Dominant Ruby Red orientation are inclined to view analysis as a luxury when there is a crisis (and there always seems to be a crisis in the life of a Ruby Red). This is no time to sit back and gather data when we need to act.
The Azure Blue Leader of Influence
A softer side of leadership is introduced when McKenna and Pugno consider the Influencing (I) model of leadership in DISC. This is a style that is infused with optimism and is intended to be persuasive.
Dreamy Leadership
A list of the managerial strengths to be found among those engaged in Influential leadership is found on the DISC website (DISC,2024):
“willingness to experiment
willingness to accept new ideas
collaborative, interested in working with others
comfort in taking the lead
persistence through optimism
ability to rally others around an idea
tendency to give praise and encouragement
One of the core insights that will help these managers is realizing just how much more stability, predictability, or control others might need compared to them. By understanding other perspectives, they see that not everyone shares their comfort with improvisation or emotional expression. Sometimes they’ll need to take a more task-oriented or tough-minded approach.”
