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

Dernière mise à jour le 14 September 2020