to better know and understand the other
Comcolors is a communications model that uses colours to represent different aspects of our personalities that we can call on, depending on the situations we encounter or our current needs. ComColors is a communications model that allows individuals to deal with a wide range of circumstances. It's a comprehensive model that looks at how people function in teams, the way they communicate with others, their behaviour under stress and the career and personal paths they choose throughout their lives. The graphic representation of this model is first and foremost educational (see diagram, opposite). The use of colours makes it easy to learn. The six colours are easy to remember. The outer circle that surrounds the six colours represents the filter we use to communicate. The inner circle represents a beating heart (what motivates us). The external arrows are designed to help with the choice of a career path. The comprehensive nature of this model and its richness allow it to be used in many different ways. Advantages of the Comcolors Model It is possible to approach this model in different ways. There are several different entry points into the model. It's a model meant to be used by trainers and workshop presenters. It can be adapted to meet the needs and expectations of a particular company or business. It is adaptable and can be used with a variety of different audiences. It is not necessary to invest large amounts of time learning how to understand and apply the model. The different concepts presented by Comcolors are interrelated. This allows individuals to deepen their understanding of the model and its practical application throughout the different training modules. Trainees don't need to integrate new concepts at each training session, but can build on what they've learned and deepen their understanding.
ComColors is first and foremost an educational model that can be used in a variety of training situations and contexts.
ComColors was designed to be a straightforward communications model that is simple to understand and simple to work with. The use of a multi-coloured diagram allows the concepts to be grasped quickly and easily by everyone.
The Choice of Colours:
Each colour can be viewed from various angles, depending on the goal of a particular training session:
Because all of these concepts are represented as colours, individuals can't be assigned to specific "personality categories". It is necessary for everyone to understand what each colour represents before talking about it or assigning labels.
Why choose colours ?
Why choose a round diagram?
The round diagram with its six colours was designed as a metaphor for the way the brain functions.
This shape was chosen to demonstrate that everyone has all of these colours inside themselves, just as we all use our whole brains. This metaphor for the brain is above all an easy way to memorise the different parts of an individual's personality. Of course, research shows that our brains are much richer and more complex than the simple diagram presented here. However, this metaphor allows the basic concepts of ComColors to be readily available and accessible to all.
The outer circle
The outer circle represents the filter through which we perceive the outside world and the way we communicate with this world. Each colour uses its own communication filter.
The inner circle
The inner circle represents our beating heart. It represents the inner force that pushes us to make certain choices and decisions, and to lead our lives the way we do.
The outer arrows
The outer arrows deepen our understanding of the six colours and serve as precious guides to people who are embarking on a career path or who are looking for a change.
The statistical validation of the ComColors questionnaire was carried out under the supervision of a Doctor of Psychology who applied current psychometric methodology using the most up-to-date tools available at the time (2012).
The first step was to create a questionnaire that allowed for an exploratory factor analysis. This work measured the psychological dimensions of the six personality types of the ComColors model. In order to proceed, a first series of questions was created and tested on a group of approximately 130 people. This allowed us to separate reliable psychological dimensions from those that did not lead to accurate measures. We repeated this procedure four times to arrive at a clear measure of the psychological dimensions we were trying to examine.
Table 1 is the result of the final exploratory factor analysis, showing, as expected, that the items of one colour (blue, for example) are heavily saturated with only one factor, and very slightly saturated with the factors of the other colours.
Table 1. Result of the principal component analysis with varimax rotation
(B = blue; J = yellow; O = orange; R = red; Ve = green; Vi = purple)
After we completed this last exploratory factor analysis, we proceeded with a more profound validation of the structure of the questionnaire by conducting a confirmatory factor analysis on 352 participants.
A confirmatory factor analysis (CFA) is a statistical technique that is an extension of an exploratory factor analysis. The goal of a confirmatory factor analysis is to test the solidity of the theoretical model that appeared in the exploratory analysis. A confirmatory factor analysis is therefore a more advanced step in the research process than an exploratory factor analysis.
Figure 1. Structural model
The point of the confirmatory analysis is to confirm that the theoretical model is the same as the observed model. In order to verify this similarity, indicators are calculated to measure the goodness of fit between the theoretical model and the observed model. The first indicator to consider is χ2 because it allows us to calculate the spread between the observed covariance matrix and the estimated covariance matrix. If the ideal is to accept the null hypothesis, this test is problematic because it depends on the sample size and on the number of parameters of the tested model. In order to avoid these distortions, the interpretation of different indicators aims to obtain a better estimation of the goodness of fit. In this research, we retained a certain number of indicators of good fit that are widely accepted as measures of quality of the observed model.
The Comparative Fit Index and the Tucker-Lewis Index are indicators based on the spread of the independence model. These indicators examine the difference between the chi2 of the tested model and the chi2 of the theoretical model. Their value may range from 0 to 1 with values of at least .90 indicating good fit.
The Root Mean Square Error of Approximation allows us to evaluate the standardized deviation between the observed matrix and the estimated matrix. The authors consider that a value equal to or lower than .06 is indicative of good fit.
A final indicative category focuses on the explained variance. The Standardized Root Mean Residual is the square root of the average of the sum of the squares of the remainders of each cell in the matrix. The authors consider that a value equal to or less than .05 is the sign of good fit.
The Goodness of Fit Index allows us to take into account the variation of the observed matrix on which the model is based. This value may range from 0 to 1 with values of at least .90 indicating good fit.
Table 2. Indicators of good fit
As we can see in Table 2, all of the indicators of good fit are equal to or better than the recommended figures. It is therefore justified to say that the model adjusts correctly to the data and can be considered as structurally valid.
The questionnaire consists of 98 questions and allows an individual to be assessed according to 14 parameters. All questions must be answered in order to get a valid assessment. It takes an average of 20 minutes to fill out the questionnaire, but some people take as little as 10 minutes, and others take up to 45 minutes. This questionnaire was developed and validated for mature adults. We have noticed that the reliability of the questionnaire dropped significantly for students who are not yet actively employed. It would seem that when we enter into the working world, the way we view ourselves changes. We recommend that students do not use this questionnaire, because they risk being disappointed by the results.
How do I get my results?
Once you finish filling out the web-based questionnaire, we suggest you contact the trainer or consultant who gave you your ID number and password in order to obtain your personality profile.