22/07/2025
In any workplace, you’ll find individuals who bring incredible energy—enthusiastic, expressive, and naturally the centre of attention. They light up a room, speak with passion, and bring teams to life. But when that spotlight becomes all-consuming, and charisma gives way to drama or self-centredness, you might be encountering the Colourful derailer.
According to the Hogan Development Survey (HDS), Colourful describes individuals who are attention-seeking, lively, and dramatic. They tend to be seen as engaging and fun—but when overused, these same traits can derail performance, especially in leadership and team settings.
What is the Colourful Derailer?
People high in Colourful often come across as:
Charismatic and socially skilled
Energetic and persuasive
Optimistic and good at storytelling
Drawn to environments where they can stand out
These individuals can be natural leaders, especially in fast-moving or client-facing roles. Their social boldness and ability to inspire can help them rise quickly through organisations.
But when overplayed or left unchecked, Colourful derailers may show up as:
A need for constant recognition
Overshadowing quieter team members
Impulsiveness or erratic emotional expression
Difficulty listening or staying focused on others’ needs
In other words, they may bring the energy but dominate the stage—a dynamic that can frustrate teams and erode trust over time.
Colourful in the Context of Leadership
In leadership roles, a high Colourful score can be a double-edged sword. On the one hand, these leaders are:
Confident communicators
Charismatic presenters
Often strong at influencing stakeholders
But under pressure—or in cultures that reinforce visibility over substance—they may:
Prioritise image over delivery
Make emotional decisions
Be perceived as inconsistent or lacking depth
Research shows that while Colourful individuals often emerge as leaders, they may struggle with sustained leadership effectiveness if they don’t learn to moderate their need for attention and external validation.
When Energy Turns to Noise
High Colourful leaders can be magnetic—but also exhausting. Their need to be “on” all the time can create drama, distraction, and dependency on applause.
You might see:
Excessive storytelling that derails meetings
Frequent mood swings or shifting priorities
Resistance to feedback that threatens their image
Difficulty stepping back and letting others shine
If left unmanaged, Colourful derailers can undermine collaboration and leave teams feeling unseen or unheard.
How to Manage the Colourful Derailer
The aim isn’t to dampen enthusiasm—it’s to ground it in empathy, awareness, and substance. Here are a few development strategies:
1. Create Feedback Loops That Go Beyond Applause
Colourful leaders often focus on external praise—but they need balanced feedback to grow.
Encourage them to:
Solicit anonymous team input
Reflect on how their style lands with others
Focus on impact, not just perception
2. Develop Listening Skills and Empathy
Often, Colourful individuals are busy thinking about what to say next.
Support them in:
Practising active listening
Pausing before responding
Asking open questions and drawing out quieter voices
3. Separate Emotion from Decision-Making
These leaders can be impulsive or driven by the mood of the moment.
Help them:
Introduce structure to their thinking
Seek diverse perspectives before acting
Reflect on patterns in emotional reactivity
4. Shift from Spotlight to Shared Space
Teams flourish when all voices are heard. Colourful leaders can learn to share the spotlight.
Encourage:
Delegating key roles in meetings
Publicly celebrating others’ contributions
Practising humility and restraint when appropriate
5. Work with a Coach
Coaching can help Colourful individuals explore what drives their need for recognition and explore healthier ways to build influence.
One coachee put it well: "I realised I was performing, not leading. Now I focus more on what the team needs—not just what I want to say."
From Performer to Purposeful Leader
Colourful individuals bring energy, visibility, and often much-needed optimism. But when that energy becomes the end goal, it can derail trust and undermine leadership impact.
The development journey is about moving from performance to presence—from being noticed to being truly effective.
With the right insight, support, and self-awareness, leaders high in Colourful can retain their brilliance—while also becoming more grounded, inclusive, and impactful.