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