I help people understand themselves and others to improve their relationship and develop self-confidence

I am Franck JULLIEN, creator of the ComColors model in 2005 and to date, more than 40,000 people have followed the training and more than 300 trainers are certified in the ComColors approach. I have come to realize over the years that the most important thing is to accept yourself as you are. But above all to accept and look at his color positively. Since you can’t change her so much rely on the positive aspects of her personality to unfold her potential.

6 PERSONALITY TYPES

The ComColors model is a new and simple approach to understand one’s communication mode, have keys to understand the communication mode of others and is meant to reveal everyone’s potential .

The training objectives are :

– Understand the different perceptions according to different personality types.
– Learn to adapt one’s discourse to pass one’s messages efficiently.
– Motivate others.
– Learn how to manage conflits and difficult situations.

Understand the complementarity of roles in a team

CONCRETE APPLICATIONS

 

SPEAKING AND UNDERSTANDING

We spend our lives communicating, and yet communicating with others is not always easy.

We perceive the world in a certain way and without realizing it, we assume that others perceive it the same. In some ways, it is almost as if we are wearing colored glasses. We perceive the world through the colors of our glasses. Many communication problems between people are due to these differences in perception. It is enough to observe, at the end of a meeting, what each one has withheld from that meeting to understand how difficult it is to transmit a message in such a way that everyone understands and retains it.

Being aware of your own communication filter (and perception) and understanding that of others, significantly improves the quality of communication with our interlocutors.

The understanding and use of communication colors can be applied both professionally and personally.

 

MOTIVATION

Creating the right conditions

The ComColors model distinguishes between motivation that comes from what we are doing, and motivation that comes from how we go about doing something.

These two types of motivation complement each other and allow us to understand why certain activities motivate us, and why we don’t all approach these activities in the same way.

In a commercial setting, understanding these two types of motivation means that employees can be motivated on two levels, or, if necessary, only on one level, if there are time constraints. If managers are aware of what motivates their individual employees, their teams will be more energetic and will collaborate better.

 

 

Dealing with stress and emergencies

Knowing how to deal with stress and emergencies is first and foremost knowing how to deal with oneself so that you can then deal with others.

If we’re aware of the way we behave when everything is going well, and the way we behave under stress, we’ll know how to act in any situation.

We begin by identifying our negative behaviors in order to eliminate them when we are under stress.The more aware we become of our behaviour under stress and the impact this behaviour has on others, the more we can channel that negative behaviour, deal with it and work towards eliminating it.

We then have to learn how to deal with others when a relationship goes wrong, by learning how to manage another person’s negative behaviour in a positive way.

 

 

Dealing with conflict

Dealing with conflict is first and foremost a question of relationship 

Conflicts often arise when people perceive things differently or hold a different point of view on a subject. Conflict rarely arises because of the subject itself. In reality, the way something is said or presented is most often the source of conflict. Without realizing it, we attach enormous importance to the way things are communicated to us, even though we believe we are just sticking to the facts. The problem is that this difference in perception can turn into negative or aggressive behaviour, and affect everyone involved.

When dealing with conflict, it is necessary to identify the communication filter (the communication colour) of everyone involved. Next, it’s important to know what conditional or negative behaviour is likely to be exhibited by each colour, in order to manage that behaviour. The ComColors model will help you adapt to the negative behaviours you observe, so that you can find a win-win solution in difficult situations or relationships.

 

 

Join an effective team

Learn to use your natural abilities

What makes a team successful?

Very often, we can say that a team is effective when it is already established and works well. But the most difficult thing is to be able to form this effective team or to lead a team with the potential to evolve to manifest that capacity. The success of a team depends on the complementarity of the people who make it up and on the ability of these people to work together.

The Comcolors model allows the creation of high-performance teams, identifying the complementary people required for the team’s mission and recognizing the differences in the operation of each one of them. In this way, the team will have the necessary resources to achieve their objectives and each one will know how to carry on their relationship with the other members of the group.

 

PSYCHOMETRY

 

Psychometric properties of the ComColors questionnaire

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 χbecause 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.

 

Indicators χ2 p df  RMSEA  GFI  TLI CFI SRMR

COMCOLORS model

467.2

<.001

259

.059

.91

.92

.93

.048

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.

List of certified trainers

 

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Gilles DEGRANGE
Isabelle RAMOS
Isabelle NEUMAN
Lisa MARTINAUD
Lionel Schippers
Didier BALICK
Christel Geeraert
Paul Magonet
Anne-France FARIGOULE
Jessica BOURSET
Guy Topall
Valérie Assouline
Patricia CHATEAU NOGUERA
Youssef BOULHAMANE
Estelle RAYNAUD
Nathalie Flament
Youssef BOULHAMANE
Vincent ROCA
Mathilde VIGNERON
Marie TARDITI
Timothee JULLIEN
Nathalie BUDON
Jumi BAE
Patrick LUTHRINGER
Mathilde FRIEDBERG
Audrey XAIXO
Kareen GALLIGANI
Caroline Bouchet
Daphné Kenison
Marc Deseke
Françoise Vande Casteele
Thierry LAMBOURG
Jérôme CARPINELLI
Nada ZRIKEM
Fabienne SAFFAR
Sandrine RIGAUD
Marie-Hélène Costa
Juliette TEULADE
Elisabeth TRUELLE
Bruno BORGHI
Sandrine LE MEUR
Jean-Claude RASKIN
Hendrik van den Pol
Franck JULLIEN
Muriel CLAUX
Valérie GUHUR-PIROUX
Julie RIGAUX
ISABELLE ARNOUX TURCAN
Valérie Chatel
Richard PAILLEUX
Catherine Bouvier
Martine CROS
Leslie Servouze
Martine GOZMAN
Dominique BARE
Philippe Van Wersch
Anne Helene LABISSY
Françoise CARBOULEC
Julien CHESNEAU
Valérie FAGHEON
Christophe GARCIA DE NICOLAS
Magali FRAC Ferrando
Wim Decorte
Catherine Duez
Claire Sauveur
Olivier Morel à l'Huissier
Benjamin Cantineau
Rachid MESBAHI
Cloé le Blanc
Fannie hovington
Dorothee FOX
Jean philippe Izambert
Francis LEVASSEUR
Isabelle PAVARD WARIN
Aurélie MAZIERE
Hervé LE JEUNE
Pierrick TROADEC
Nathalie Van Opstal
Maguy DRENO
Ismael LEPINOY
Coralie Gonzalvez
Bruno Lodato
Elisabeth LIMOUZIN-TESTORI
Anne-Sophie Jouniaux
Santiago ALVAREZ
Daphnis PÉPIN
Cécile BARBITCH
Samirra TRARI
Fabien BONACORSI
Clarisse GUGLIEMETTI
Bertrand Morele
Sylvie Godard
Florence SKALLI
Alain Lemable
Fabienne Pardons
Alexia Subert
François Blanchard
Renaud DUCEPT
Vincent VENTENAT
Anne Wansart
Stéphanie TARTASSE
Karine Bellegarde - de Bettignies
Maylis MARGUET
Christian GALLEREY
Hanitra RATSIRAHONANA
Monique Maillard
Catherine LAFARGE
Claude AUSSAGE
Estelle MATTEAZZI
Bruno GUIRADO
Nelly Del Castillo
Catherine HAUDUCOEUR
Laëtitia Deniset
Cornelia LAWTON
Blandine MIGLIORATI
Lees GARCIA
Elie BITBOL
Benoît CONSIGNY
Astrid JUDMAIER
Ahmed EL MECHERI
El Mahdi GHORMI
Ketty Dampied
Daniel Capdeville
Catherine KLEINBERG
Denis GORCE-BOURGE
Gaelle Xhonneux
Jalila RABEH
Mamy BOARLAZA
chrystel razet
Cédric Geerinck
Alain THUET
Catherine LAFARGE
Béatrice Virlez
Muriel HUSSON
Jean-Luc SOST
Peter CHADWICK
Emmanuelle WEBER
Sélima BEN MUSTAPHA
Daniel FAGES
Didier COUSTALOU
ALIAS Consult
Yannick MOGUEROU
Mouna CHAIEB
David CARRIO
Marie-Françoise KERBRAT-BELAIR
Carine Ameeuw
Shelley MULON
Michael RAJAONA
Bernadette Muller
Serge Caers
Cathy KUCHARSKI
Julie MINFIR
Laurence NAMBLARD
Didier VIAL
INSTITUT AETERNITAS
Jean-Charles HUTTEAU
Anne Claire HEVIN
Stephanie CEGARRA
Bruno Cappelle
Guy Debruycker
Stéphanie Dierickx
Soraya DRISSI
Virginie BORDES
Agnès PERRONE
Magali HIRSOUX
Said METINA
Myriam MICHEL
Christiane PICHOTTE
Bertrand JULLIEN
Mendrika Andrianina RAKOTONDRAZAFY
Rémy GIRARDIN
Natacha Van Hove
Marc Geerinck
Misa RANDRIAMAHEFA
Patrick PUTZ
Chrystelle NERRIERE
Noam RUDMAN
Christine Gysels
Caroline Vanrossomme
Peter Chadwick
Frédéric ROURE
Jaona RAMBININTSAOTRA
Françoise ROBERT
Patricia COUSTALOU - ROUXEL
Catherine Mengeot
Catherine Duroy
Romuald Theisman
Sylviane Lejeune
Gwendoline Bosteels
Daniel Schoemans
Marie-Christine DELECOURT
Hélène GRIMBERT
Ophélie Vanthournout
Sabine PELLEGRIN
Véronique BARROIS
Véronique AYMONIER
VANESSA FURLAN
Nicolas WEINSBERG
Barbara MARTELLI
Veronique OUACHAM
Eric GOFFIC
Sophie BERBERIAN GROLLEAU
Christophe ALBANESE
Delphine TERMIGNON
Anne MERLAND
Arnaud AROUX
Ferid Chakroun
Catherine COLETTI
Marion TAMANO
Sabrina FAGES
Isabelle Close
Anne Dillen
Patricia COUSTALOU-ROUXEL
Anouar LOUNES
Chantal DUMAS
Hanitra Ratsirahonana