Business Leadership Psychology

Surrounded by Bad Bosses (Summary)

by Thomas Erikson

Ever had a boss who only cared about results and steamrolled everyone with their impatience? Or a micromanager who demanded endless data before making a single decision? These aren't just random personality flaws. They are predictable behaviors based on a simple four-color system. Your boss who seems like a 'shark' is a dominant Red, while your over-analytical boss is a cautious Blue. The secret isn't to fight them, but to learn their language.

Your Boss Isn't Bad, They're Just a Different Color

Erikson maps all behavior to four colors based on the DISC model: Dominant (Red), Inspiring (Yellow), Stable (Green), and Analytical (Blue). Most workplace friction comes from a fundamental misunderstanding between clashing colors.

A fast-moving, results-driven 'Red' boss will become intensely frustrated with a detail-oriented 'Blue' employee who needs to analyze every variable before acting. The Red boss sees hesitation, while the Blue employee sees recklessness. Neither is 'wrong'; they are just operating from different core motivations.

Adapt Your Communication to Their Color

You can't change your boss's personality, but you can dramatically improve your relationship by adjusting your communication style to match their preferences.

If you need to persuade your 'Yellow' boss (who values enthusiasm and big ideas), don't bog them down with a 50-slide PowerPoint full of data. Instead, start with an exciting vision of the outcome. Conversely, that data-heavy presentation is exactly what you need to win over a 'Blue' boss.

The Most Dangerous Boss is 'Colorless'

While a boss with a strong, predictable color can be challenging, a boss with no clear behavioral pattern is often the most destructive. Their inconsistency creates a climate of anxiety and confusion.

A manager who is warm and supportive ('Green') one day but cold and demanding ('Red') the next forces their team to walk on eggshells. Employees waste more energy trying to predict the boss's mood than focusing on their actual work, killing productivity and morale.

Giving Feedback is Color-Coded

How you deliver feedback—even positive feedback—must be tailored to the recipient's color. A one-size-fits-all approach is guaranteed to fail.

Publicly praising a social 'Yellow' at a team meeting will energize them. However, doing the same to a private, reserved 'Blue' could be deeply embarrassing for them. They would much prefer a quiet, data-specific email acknowledging their precise contribution.

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