How Colour Profiling Helps You Stand Out From the Crowd and Win More Clients

If you’re an HR Consultant who wants to offer something your competitors don’t, something that instantly makes clients trust you more and rely on you more… this episode is for you.

I sat down with Tom Vivace — People expert, L&D specialist, and Founder of Viva People — to unpack why colour profiling is one of the simplest commercial advantages any HR consultant can add to their business.

In this conversation, you’ll hear:

• Why colour profiling cuts through drama and turns complex behaviour into a simple, shared language.
• How it helps you diagnose problems before they become grievances.
• Why it’s easier to sell than you think — and why clients usually refer you after doing it.
• How you can use it to coach leaders, build better teams, and add real value to every proposal.
• The truth about natural vs. adapted behaviour, and why understanding both changes the way you work.

So if you want a simple, affordable, high-impact service that helps you stand out from every other HR consultant… tune in.

This might be the missing piece you’ve been looking for.

Here's the link to get in touch with Tom: https://vivapeople.co.uk/

Timestamps:

00:00 – Introduction: Why HR Consultants Need Strategic Tools Beyond Policies
 01:00 – What Is Colour Profiling? Simple Definition for HR Consultants
 02:30 – How Psychometrics Improve Communication, Teamwork, and Culture
 04:10 – The Real Reason Businesses Love Colour Profiling (Easy to Understand Results)
 05:20 – Why Colour Profiling Works at Every Level: Junior to C-Suite
 06:40 – Using Colour Profiling to Fix Poor Email Communication and Misunderstandings
 08:00 – Why HR Teams Use Psychometrics: Conflict Reduction and Psychological Safety
 10:10 – Colour Profiling for Change Management and Team Restructures
 12:00 – How HR Consultants Can Use Colour Profiling in Recruitment and Onboarding
 14:10 – The Commercial Impact: Reducing Grievances, Drama, and HR Headaches
 16:00 – How Colour Profiling Builds Stronger Teams and Faster Rapport
 18:00 – Real Example: Opposites Working Together (Yellow vs Blue Energy)
 21:00 – Natural vs Adapted Behaviour: What HR Consultants Must Understand
 24:20 – Why Your Colour Profile Changes Over Time (And What That Means for Clients)
 27:00 – How to Sell Colour Profiling as a High-Value HR Service
 29:00 – ROI: Engagement, Retention, Communication and Leadership Development
 32:00 – How HR Consultants Can Add Colour Profiling to Their Offers Immediately
 34:00 – Where to Start: Getting Trained, Qualified, or Partnering with Tom
 35:30 – Final Advice for HR Consultants: Why Colour Profiling Is a Commercial Advantage
 36:03 – Outro: Why This Tool Helps You Stand Out in a Crowded HR Market

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Transcript

00:01 Nicholas Poninski: Hello there and welcome back to another episode of Marketing Made Easy for HR Consultants with me, Nick Poninski. Today's episode, Superfantastic.
00:09 Nicholas Poninski: We have got Tom with us, Tom Vivace, and he is going to talk to us about color profiling. It's a little bit different to normal profiling.
00:17 Nicholas Poninski: Normally, I talk to you about marketing and sales. This episode is how you can provide an excellent service to your clients.
00:25 Nicholas Poninski: So thank you for joining us, Tom. 
00:27 tom vivace: No worries. Nice to be here, Nick. 
00:30 Nicholas Poninski: Yeah, it's awesome, because obviously we've been, Well, we've met on LinkedIn recently, and now we're, Are we acquaintances or friends 
00:38 tom vivace: yet? We are friends. 
00:40 Nicholas Poninski: Aww! Aww, that makes me really happy. Yay! So we're friends, and I love that. But you are not here to talk about our budding friendship.
00:49 Nicholas Poninski: Tom, for those who don't know you, and who are you, and what do you do? 
00:53 tom vivace: Uh, so, Tom, uhm. I work in the hospitality sector, or I have done all my career, uhm. Predominantly in operations up until about nine years ago, when I took the plunge into the world of people, uhm.
01:13 tom vivace: I started predominantly in L&D, uh, and then became a bit more of a generalist towards, uhm. The last four years, uh, worked in the hospitality sector as a head of talent, a head of people.
01:29 tom vivace: Uhm, and, yeah, and then in summer I decided to transition and go it alone and set up Viva People. Uhm, and we help small, medium businesses with their people strategy.
01:43 tom vivace: Uh, we also do, Uhm, a lot on tech stack reviews and helping people find the right tech for their business, uh, and then also, also, uh, psychometrics, which we're talking about today.
01:57 Nicholas Poninski: Yes, love it. That's what we are talking about today is some colour profiling. It's really, really interesting stuff, because obviously we have done our colour profilings, uhm, which is really, I, I.
02:09 Nicholas Poninski: opening and insightful, but let's start simple. What is colour profiling? 
02:15 tom vivace: So, I think when people hear the word science, psychometric, it sounds super scary, like you're doing some, yeah, you're doing some like test in a laboratory or what have you.
02:25 tom vivace: But actually a lot of you might have done a psychometric for a job interview, or through a process, and therefore a lot of people thought it think psychometrics is to do with recruitment.
02:36 tom vivace: Uhm, some people might have done psychometrics as part of a development program. Psychometrics are used, like, throughout every industry.
02:47 tom vivace: Uhm, and I think, The colour profiling, specifically, is a part of a psychometric tool that I would say is probably, a little bit more, not necessarily a light touch, but it focuses more on people's preferences, behavioural styles.
03:06 tom vivace: and preferred communication, so it can be easily used at a more junior level. As well as, you know, up to senior, but it's, it's a lot more, uhm, yeah, it's, it's a less barriered 
03:21 Nicholas Poninski: psychometric. That's so interesting. So you think this is more focused, sorry, I'm going to go off script a little bit.
03:27 Nicholas Poninski: You think this is more, more or. Junior roles. Cause I tell you when, when you and I went through my color profile, I was like, wow, this is amazing.
03:36 Nicholas Poninski: This will help real people really understand who you are and I am. And then because I've looked at your color profile and I get that level of insight into you that I wouldn't necessarily be able without looking at your color profile, right?
03:49 Nicholas Poninski: It would have taken a lot longer to get to know you. So for me, I, I don't see as. You know, I thought it was beneficial.
03:56 Nicholas Poninski: I wanted to 
03:56 tom vivace: get my mum and dad in there 
03:57 Nicholas Poninski: and, you know, everyone important to 
03:59 tom vivace: me. First of all, everyone wants to do a colour profile. Profiling one on their family or their partner when they do it the first time, because they're like, wow, like, yeah, really, you know, because it's, it's quite colour profiling is all about, it's, it's about self-development, you know, a little
04:15 tom vivace: bit of self-reflection, it's about learning about yourself a little bit more, and when it's in black and white in front of you, I suppose it, it, it challenges you a bit to kind of really internally look at yourself.
04:26 tom vivace: Uhm, and also it might write down a few things that you kind of know a little bit around your community.
04:34 tom vivace: Communication and behavioral style, but actually when it's confronted with you, you're like, okay, maybe, you know, sometimes when I do get mad, I.
04:41 tom vivace: I do go quite emotional, you know, like, uhm, as an example, and I suppose going back to your other point, I wouldn't say it's necessary.
04:50 tom vivace: It's necessarily for junior level. What I mean is that it's good for all levels. So, like, some psychometrics, uhm, can be quite 
05:00 Nicholas Poninski: lengthy, you 
05:01 tom vivace: know, take a long time to complete. The reports are not very easy to read, and I suppose with colour profile, and especially the profiles that we use for the colour code.
05:14 tom vivace: Uhm, is, they're, they're just easy for everyone to interpret. Uhm, so they're good for all levels. But yeah, we, we use them.
05:22 tom vivace: From, from junior kind of development all the way to team communication at C-suite 
05:27 Nicholas Poninski: level. Yes, yeah, I remember, uhm. Because obviously we started talking about it, I remember talking to somebody at Run Club a long time ago now, but she was talking about how she'd done colour profiling.
05:38 Nicholas Poninski: And it was on the bottom of their emails, you know, their email signature, like, Hi, I'm Mandy, I'm a red stroke yellow, or whatever it was.
05:46 Nicholas Poninski: And then obviously everyone in the organization knew, because of that, what was actually happening beneath the surface, right? 
05:54 tom vivace: Yeah. No, a lot of, a lot of companies do do that, and actually, when you complete our report as well, you also get that little logo that you can put and embed on.
06:02 tom vivace: To your emails, and actually in the office scenarios, I've seen a lot of scenarios where people have a Lego blocks.
06:10 tom vivace: On top of their, their monitor, so when, you know, you'll go around the office, you can see kind of the color stack of what's what people, like, people's preferences are, and a lot of people put them on their emails because I suppose email communication is, is a huge part of part of, part of our lives
06:29 tom vivace: . Yeah. And I think as well, if you, yeah, I'm sure everybody has. I've had a, uhm, a situation where they've received an email that they've not necessarily 
06:41 Nicholas Poninski: appreciated or they thought 
06:42 tom vivace: was, Ooh, look at this tonality, or what have you. I'm sure there's a million memes and reels out there about people's email responses.
06:51 tom vivace: Because, uhm, you know, that colour wheel at the bottom can highlight maybe, oh, this person's preference is to communicate. In this 
06:59 Nicholas Poninski: style, so actually, yes, actually 
07:01 tom vivace: help people interpret what people are actually saying in an 
07:04 Nicholas Poninski: email. Yeah, no, exactly. That and I love that we've just mentioned that because that is my next question is why are psychometrics and color profiling used so widely across.
07:15 Nicholas Poninski: Well, I 
07:16 tom vivace: would say, for me, there is three main reasons. One is when people come to, to me for, to want to do colour profiling in their, in their business.
07:29 tom vivace: Uhm. One would be team cohesion. So when you've got new people joined in a team or you've got a new leader in a team.
07:39 tom vivace: And you want to do an exercise around, you know, the benefits that everybody brings to a team. And also, you know, really, really helping a team come together.
07:50 tom vivace: Yeah. The other one is for people development. And so, you know, development at every level, and then the number 1 is usually always.
08:03 tom vivace: Communication and conflict. So when you've got communication, when you've got communication breakdown, when you've got a bit of conflict in the team.
08:11 tom vivace: I suppose what psychometrics, and especially colour profiling, does, is it introduces a common 
08:18 Nicholas Poninski: language. 
08:18 tom vivace: Mmm. And a language that kind of removes emotion, uhm, and removes any kind of kind of bubbling, you know, drama underneath.
08:31 tom vivace: And what it can do is it can, you know, it enables everybody to talk. Almost through colours, in a way, and help everybody understand.
08:39 tom vivace: So, it really reduces that conflict and misunderstanding. Uhm, so, I would say that is, you know, a big reason why it does.
08:49 tom vivace: I think, as well, it increases, is, and I know it's quite a hot topic, as well, it kind of, it supports, like, that psyche, uh, psychological safety.
08:59 tom vivace: Within teams and in groups, because, again, it gives you a shared language, but it also gives you an insight into other people.
09:07 tom vivace: In a really kind of safe space, so when you're doing kind of sessions, because you don't, you know, it's not like you do a colour profiling and that just gets emailed to everybody in your team, you know, you have kind of a, a little bit of a group session.
09:23 tom vivace: And it's that kind of safety of kind of knowing who your team members are, you know, and kind of exploring that together.
09:31 tom vivace: Obviously, if you don't want to share that, that's, you know, that's down to you. It's your own profile. But I've never really come across anyone that doesn't really want to share their profile, because that sh know, everyone's a bit giddy about wanting to talk about it.
09:42 tom vivace: They are. Uhm, and, you know, it helps diagnose, you know, people challenging. You know, without, like, blame. I suppose, you know, that conflict one is a big one.
09:53 tom vivace: But I think the sessions that I've I like to do the most, and, you know, I've got one next week, actually, is, is really just about that coaching and that leadership development.
10:04 tom vivace: and that development within a team Super exciting. No, I do like 
10:14 Nicholas Poninski: that that makes a lot of sense. So I think, yeah, in terms of when there's a change program or there's a some sort of change in the team, color profiling is really good because then it gives people that base level understanding of, you know, where we're starting.
10:28 Nicholas Poninski: And then I like that, that, that you brought in as well, that common language because I'm part of a mastermind of like Oberhofer.
10:36 Nicholas Poninski: And when we start in that, we, you know, I didn't realise it was colour profiling at the time. They've got their own version of it.
10:44 Nicholas Poninski: So, we talk about being a diamond, or a heart, or a club, or a spade. Same thing, but different labels.
10:51 Nicholas Poninski: And everyone loves different telling each other. Well, I'm really, I'm a big club. Like, I'm not a club, by the way.
10:57 Nicholas Poninski: Just to be clear about that. I'm not a club in the slightest. Just as you know, uhm, sorry. No, you don't know.
11:02 Nicholas Poninski: That's blue. So, I am not a club in the slightest. Uhm, but it is interesting to me. You hear that common language because then you're able to identify with each other what's going on again at that baseline.
11:16 Nicholas Poninski: Yeah, and I think there's 
11:18 tom vivace: loads of psychometrics out there, like you just said. And to be honest, like, when it comes to behavioural issues, behaviour, communication, uh, preferences around that, they're usually all based on the young model.
11:30 tom vivace: Uhm, uhm. They just translate them and, and, and, you know, either put a colour towards it, or a, a club or a space.
11:40 tom vivace: Or a, an animal. There's all different versions out there. They're all, they're all kind of linked back to a similar, a similar theme.
11:48 tom vivace: The way, so you might have done some version of a color profiling in the class, but in a different 
11:54 Nicholas Poninski: formation. It's interesting that different people rebrand it into their own, you know, animals or decks of cards, like from a movie.
12:04 Nicholas Poninski: From a perspective, I'm like, oh, that's interesting. They've rebranded it. Now it's theirs, you know, it's not something else that anyone else 
12:12 tom vivace: offers. Yeah, I've probably done about ten different psychometrics in my lifetime, and this, the version that I use, I find is, not only economical for businesses, but it's also just, it's really easy to use.
12:28 tom vivace: Like I said before, I just feel like sometimes there's a barrier to entry with psychometrics because they make it too complicated for people to understand.
12:36 Nicholas Poninski: Yeah, I like that. So let's talk about that because when you talk about that barrier to entry, that that cost.
12:44 Nicholas Poninski: How does color profiling help teams and organizations perform better? Like, you know, why should they do this? What's the retention rate?
12:55 tom vivace: Well, I mean, well, if we talk about team cohesion, if we go back to the three, the three pillars, three things that most people use it for.
13:03 tom vivace: So team cohesion, obviously, you are going to, you know, you're going to form that team. Much quicker, you know, you're going to build a faster rapport, that team building without having to do endless team building days will go through different stages.
13:17 tom vivace: Different different kind of styles of meetings. You know you can do a colour profiling activity or session in two and a half hours.
13:25 tom vivace: Three hours. So it can be part of a strategy day. It can be part of a team building day or part of just a team meeting.
13:31 tom vivace: Whatever it is, I do that. You do them at all different things. You can even do them online, you know, rather than just, you know, getting them all together.
13:39 tom vivace: So I think it's, it's really good, a quick way to bring people together. And as we know, like, a team that is, Uhm, working together more efficiently, they're gonna be more productive, they're gonna turn around that work more quickly, and then, uhm, as well, a team that's more cohesive, they're gonna
14:01 tom vivace: have less conflict, they're gonna have less drama going on, they're gonna be less little kind of, you know, little, little things in the background that's slowing down productivity or causing drama for the team.
14:13 tom vivace: The department's, you know, so I think it's, it 
14:16 Nicholas Poninski: just helps. It's such a pain in the a*** to deal with, just to quickly touch on that. I don't know.
14:21 Nicholas Poninski: I don't think that people realise, like, you know, that phrase, stitching time, er, saves nine, comes to mind. Like, if you can avoid conflict, god damn, grievance.
14:29 Nicholas Poninski: Conflicts and take so much time to deal with, and they are so stressful, uuuh, I hate it, it's just such a pain.
14:37 Nicholas Poninski: It's such a pain in the a*** when I worked in HR, so if you can avoid them, like, people listen along to this, you work in HR, you know this, and, you know, I need managers, senior managers, etc.
14:47 Nicholas Poninski: They know, right? It's just such a drain, if you can avoid that, and, and colour profile. Profiling obviously helps with that.
14:56 tom vivace: Yeah, and then I think, also, using colour profiling. So, I worked for a business once that, actually, colour profiled every single person at recruitment stage.
15:06 tom vivace: Now, we didn't, I personally I know some businesses use it. For me personally, I don't feel like you should use psychometrics at a recruitment stage.
15:17 tom vivace: Yes, no, and whether this person should be hired. However, it can be helpful when you are wanting to, uhm, create a good team mix.
15:31 tom vivace: Because you don't want a heavily weighted team. It's a really good blue energy or green energy that's missing from this team to kind of make it a, you know, a really cohesive and really balanced.
15:49 tom vivace: Team so you could potentially use color profiling at recruitment stage to help you with those decisions if there are any.
15:57 tom vivace: Behaviors or communication styles that are missing from your team. Like I said, I think it's got to be part of the process.
16:04 tom vivace: It can't be like the whole thing. Process, but it can be helpful. Um, and then once once you've used it, I think, you know, it really helps.
16:13 tom vivace: It helps to onboard new managers quickly. You know, you're using kind of, we used to use it at like team induction level, you know, or management level.
16:21 tom vivace: So you're kind of almost bringing in self-development and self-awareness from day one. Uhm, and then also, you know, because you're doing it at that level, you're going into a team when everyone else has done it.
16:34 tom vivace: So everybody, you know, can share their colour language together. Uhm, and, and with that, obviously, it, it, it does help with engagement, as we know, you develop people, you empower them.
16:46 tom vivace: invest in people, it's going to lead to higher engagement, which ultimately is going to lead to higher attention. So, you know, you do those elements.
16:54 tom vivace: To, you know, to obviously, uhm, you know, get your return on investment, reduce your cost, reduce your spend from a recruitment level.
17:02 tom vivace: And I think, like we've discussed before, whether it's emails, whether it's in the office, whether it's just having that shared language, it just helps with communication in the internal comms.
17:12 tom vivace: There is not one HR professional that is not dealing with dramas with internal comms. It is the nightmare of. You know, have you got an app?
17:20 tom vivace: Is everybody on the whatsapp? Have you got drama on email? You know, if you can sort your internal comms out, I don't think I truly believe that comms equals culture.
17:29 tom vivace: You can't have a good culture without good comms. You know, so I think actually even, if you can, it, color profiling can help all those things.
17:38 tom vivace: And like I said, relatively, it's a kind of low and, country cost. You know, it's, it's not too much outlay and I think what you get back in return is, is, Way more than you would, that you would put out.
17:54 tom vivace: Like we said, you know, businesses, businesses love to put a pla- master on things. You know, uh, and actually doing something like this, it can actually speed up fixing the actual problem.
18:06 tom vivace: Boom. Rather than just one and two gloss over the surface. 
18:10 Nicholas Poninski: Yeah. One hundred percent. So I think what I want to talk about next is- when it's happened in reality, that color profiling, because you and I have done this, and it's been really interesting to work, you know.
18:22 Nicholas Poninski: with you closely these past few weeks, because I bring my energy to it, and I lack the blue. Blue. Blue.
18:30 Nicholas Poninski: The club, whatever you want to call it, the blue. And you've really been able to help me with that. So, in terms of that team, uhm, cohesive.
18:38 Nicholas Poninski: You know, some bringing out the best in each other. Like, I don't have any of it. You know, we're gonna talk about this in a second.
18:43 Nicholas Poninski: I don't have any blue. There's no planning going on for me. But- You're able to help me with that. And as a team, that means that we can achieve more.
18:51 Nicholas Poninski: Because if- if we were in an organization together, right? Let's say, for example, there were five, six of us, whatever.
18:57 Nicholas Poninski: And we were all, uh, yellows like I am, then we wouldn't get as much- don't because there'd be no blue to lead as there'd be no red, there'd be less green, et cetera.
19:08 Nicholas Poninski: So, yeah, for me, if you want- a good team, if you want, you know, that, um, moving forward in the right direction, color profile.
19:16 Nicholas Poninski: There's a no brainer. Like, it's been- It's been invaluable for as far as I'm concerned anyway. 
19:22 tom vivace: Yeah, I mean, the one thing that I would say, because I'm- it's probably- a little bit of a pet peeve of mine, is that nobody is achola.
19:32 Nicholas Poninski: You know, 
19:32 tom vivace: everybody is a- everybody is a blend of- all colours. So I don't want anybody to listen to this or to go away from thinking like, oh, you're being pigeonholed into a colour or a couple of colours.
19:42 tom vivace: That is no- not the case. Like, the whole purpose of this is, is, is demonstrated or is shown on a wheel because you are a blend of all these colours and- even if at a graph or a colour wheel shows that you have limited or even no colour part of that- I'm not.
19:59 tom vivace: In your- in your makeup, that does not mean that you can't use any of your blue preference, for example, meck, because- you know, feel about your- if your profile, your profile came out that you naturally- the blue.
20:14 tom vivace: loop. reference wasn't something, you know, you don't- it was there right while you were- 
20:19 Nicholas Poninski: it was a hero. 
20:20 tom vivace: Now, that does not mean- and that you cannot use that green preference or group- uh, sorry, that blue preference or that blue communication.
20:30 tom vivace: Thank you for your attention. Part of your, um, y know, your makeup. It just means that to use that blue energy uh, Let's start.
20:39 tom vivace: Or to do, uhm, we were talking to the other day, it wasn't about, uhm, getting your, getting your head in the right space.
20:47 tom vivace: Yeah, we're kind of in detail, because detail usually falls into that, that blue energy area. And, you know, if- Because it's going to, kind of, take a lot of energy for you to use that part of your brain, or to use th- that part of your, uuh, your stile.
21:06 tom vivace: So, again, like, I think it's really important just to say that everybody is a blender. And everybody can use every part.
21:12 tom vivace: But yes, I think looking at our profiles, I think, probably one of the main reasons, maybe we continue to- conversation was because we realized that we were almost opposite.
21:24 tom vivace: You know, you've brought quite a lot of yellow energy to- to the table. I've got quite a lot of blue energy to the table, which naturally are set across from each other on the colour wheel.
21:34 tom vivace: So it means that- our psychological opposites. Umm, so from a work balance point of view, like you just said, it's- it's really helpful.
21:41 tom vivace: Don't forget to be careful because, you know, you know that the person you're working with is literally filling in the gaps.
21:50 tom vivace: I'm not surprised. To your kind of way of working. And, you know, if you're, if you're in business or, you .
21:59 tom vivace: You know, again, like, I've done a lot of sessions with co-founders of businesses and co-founders of businesses that have opposite, um, color preferences work really well together.
22:14 tom vivace: I mean, don't get me- umm, there's a fafu, uh, disagreements along the way because they are psychologically opposite. So the way that you are pr- a problem, a conversation of what's it called is going to be very different.
22:28 tom vivace: However, when it comes to solving my problem or. All right, we're working through a business idea or anything like that, you know, you are coming up from different angles, so it becomes a much more.
22:39 tom vivace: Or balanced approach. And so yeah, you know, I think when we were, we were looking through our profiles, it was quite.
22:47 tom vivace: Bye. Interesting to see. Yeah. 
22:50 Nicholas Poninski: Are you a high on the blue, which I have, like, naturally, because it was interesting, you know, we looked at.
22:55 Nicholas Poninski: My natural brain had zero blue, but then I had to, you know, as I've gotten older, I've, because it was the adapted, right?
23:03 Nicholas Poninski: Was 
23:04 tom vivace: that the right thing? Yeah, so there's, there's, there's two, there's two graphs on the reports that we use. There is your adaptive, and there's your nut.
23:12 tom vivace: So your adaptive is 80, 85% of, you know, what, what you, how you present yourself on a daily. I'm if I'm going that.
23:20 tom vivace: Like, you know, what people see work, you know, how you are with your family, et cetera. That's who you are, really.
23:27 tom vivace: And then. Like. Like, your natural, shall we say, is your, your core. Umm, and that, that usually. Usually. It only shows itself when your brain can't kind of adapt itself to not how it thinks it should be, but what.
23:44 tom vivace: Is kind of needed from it on a day to day life. So, uhm, the natural shows kind of. How you might act in those periods of stress or periods of tiredness.
23:58 tom vivace: When, again, like I said, your brain. Sorry. It can't adapt itself as easily. So you normally find that they can be quite different.
24:05 tom vivace: You can also find that they can be pull or opposite. You can be one way adaptively and one way naturally.
24:12 tom vivace: And normally when you do these reports. sports. And I've probably done my report maybe like five or six times. Really?
24:23 tom vivace: Yeah, yeah. I probably do. Once a year because it does change. And so when, when I first did this report, probably.
24:31 tom vivace: Probably. Gosh, I'm just being my first report. I probably did in about 2017, 2018. My green was probably my primary color.
24:40 tom vivace: And, and I had no red in my profile, and now actually red is quite high. Bye. Umm, and my green has come, has come down a lot in my adaptive.
24:53 tom vivace: And I suppose, what that shows is- . . . . My brain has had to adapt, as well, to how my job has changed, or my career has changed, to what is- I need it from my day-to-day life.
25:06 tom vivace: So you're- and this is where we refer back to, like, you can't just 
25:10 Nicholas Poninski: pigeonhole yourself 
25:11 tom vivace: into- ehm, into a colour quadrant because your- your adaptive graph will change over time depending on what your- you'll, the external factors are needed from you.
25:23 tom vivace: Your- your- your natural might not change as much because that is the core of you. But you're adapted well. 
25:30 Nicholas Poninski: Oh, I like that. It- it- yeah. I think it- it was really interesting to get like ins. . . into who we both are and- and and what makes us up.
25:39 Nicholas Poninski: But I think you're right as well in terms of like, we- we definitely change over time. And- and our experiences, and we certainly shouldn't try and pigeonhole ourselves.
25:49 Nicholas Poninski: But, yeah, it was really interesting to get that report. Well, not just the colours, but like that extensive report afterwards and then highlighting the different bits that I really associated with and crossing things out.
26:05 tom vivace: It's a very interactive report, you know, like I said, it's very easy to read. There's a bit of length to it.
26:08 tom vivace: I think it's about 15 pages long, but it's not dense text. No. It's not what's it called. It just goes through communication.
26:15 tom vivace: It goes through, what, the preff- this is work for you. There's the profile bit, which is on the first page and that, what I usually call like the uhm.
26:24 tom vivace: The stalker page where you, you read and you're looking over your shoulder thinking just how does somebody know this about me and so much depth.
26:32 tom vivace: Because you're on the ass. Just about 15 questions and it's quite crazy how it can pull all this data and come up with.
26:40 tom vivace: I'll in a minute. It's quite a, you know, quite a kind of specific kind of make up of who you are as a person.
26:47 tom vivace: And I would say that. But most people find that 80, 85% resonates. You know, there's always going to be some bits that maybe doesn't resonate with you.
26:55 tom vivace: And that's fine. Yeah. But yeah, it's a super helpful report. 
27:00 Nicholas Poninski: Definitely. Yeah. And I think, yeah, like you said, the way it's a bit, that I read and I thought that that's not, that's not accurate, but you know, you can cross them out or whatever and it's just a bit more of a guide to get some in.
27:13 Nicholas Poninski: It's not there to give you this, um, absolute road map to how to manage situations. situation. It's, it's a bit of a guide, right?
27:23 Nicholas Poninski: Yeah, definitely. So, yeah, so summarize it for us. We're going to wrap up, but why should this audience listen along, HR consultants, fellow business owners, why should they- care about colour profiling?
27:40 tom vivace: I think by HR professionals, it's a really good tool to have in your artillery. delivery. You know, it's a really good service to offer.
27:51 tom vivace: It really can help advise. Bye! He's, like, clients better. I think for me, personally, even without doing the report, because I kind of have the knowledge in my head.
28:01 tom vivace: I'm constantly looking at behaviour or ways of communication when I meet somebody for the first time to- I kind of figure out in my head, oh, I think this person might have a little bit more X energy.
28:15 tom vivace: So therefore I can tailor my cop communication. Style or how I present information because I know that if I was sometimes for me personally present an information I can throw.
28:25 tom vivace: If I'm speaking to somebody that maybe doesn't love that. Up. Up. I might have to trim it down because otherwise I'm not gonna get mine and my point across as well.
28:38 tom vivace: Um, like I said, it- I 
28:40 Nicholas Poninski: love that it is. I think about things when you meet someone, because I'm just excited to meet 
28:44 tom vivace: them. I think as well, like, it's- it's really- really good for buy-in. It really helps the 
28:53 Nicholas Poninski: stakeholder, 
28:53 tom vivace: uhm, you know, stakeholder buy-in. Bye-bye. Bye-bye. I think when you, a lot of times I offer a report for free to maybe, Like, a person that's deciding whether colour profile ends for them, or for their business, and actually when they see it, just on their own profile, they, Yeah, they're excited, 
29:14 tom vivace: and they want to kind of share it with everybody. Yeah. So, I think it's really good for that, and I think because you can show the return, on investment quite easily, and because it's not super expensive, you're talking about, depending on your group size, you can, you know, you've- really got a charge
29:31 tom vivace: of anywhere from 500 pounds to, you know, four or five grand, depending on the group. We'll see week's video. If you, if you wanted to do it for a whole business, you know, there's good discounted rates for buying.
29:45 tom vivace: I'll see you in the, uhm, the individual reports and the individual reports aren't too expensive. And so you can really show that return.
29:54 tom vivace: On kind of measuring that team cohesion, a conflict. Like we said, the, the drama that comes from conflicts and the impact it.
30:01 tom vivace: It has on people teams and the time it has on HR departments. And the potential risk, it has going to things like tribunals, and we know tri- tribunals are, you kno more and more prevalent.
30:14 tom vivace: And we've got all the chang in just next year in the employment rights bill. You know, so. So, communication is super, super at the key of 99 of all issues that arise in business.
30:26 tom vivace: . . . So, you know, having that and that tools to help businesses deal with that is super helpful. I'm. Like we said, you know, from a personal development, that team development, um, support and retention and developing.
30:42 tom vivace: Welcome. Your people into that internal succession pipeline is super helpful. So I think, you know. Bye. For a HR consultant, it's great to have the knowledge yourself.
30:54 tom vivace: It's great to understand yourself. If you do not do anything, just get- I report yourself to understand yourself. Because actually, when you're working on your own, uhm, sometimes you have to be yourself.
31:06 tom vivace: Or you have to, you know, you will sign the home office, and you're, you're not quite sure why you say it, and I expect some of what you do.
31:14 tom vivace: I f either draining you more, or you're actively avoiding certain points of work, you know, actually actually just doing what link.
31:22 tom vivace: Kind of seeing yourself on the screen can be helpful, but then I think if you can get qualified, you know, uhh, umm, and have the ability to issue reports and hold these, umm, you know, development session.
31:37 tom vivace: Thank you for your attention. If questions or communication sessions, then it's, it's a, it's a good stream of income, you know, and to be honest.
31:46 tom vivace: You're holding those sessions once you get into your groove of doing them. And obviously you'll always have to amend, um.
31:54 tom vivace: Make it business specific based on the, uh, required outcomes or objectives of holding that session. But there's a lot of two.
32:02 tom vivace: You can, you can build from, uhm, and therefore it's not actually that much. Which Work that you have to put in after you've done three or four of them because you, you already know what usually everyone's trying to solve.
32:18 tom vivace: And, you know, you spend a few hours adapting it through your client. And then you obviously have to facilitate the day of the session, but, It's much easier than writing a 10 page proposal or writing loads of policies.
32:33 tom vivace: I love that. you I 
32:34 Nicholas Poninski: think just to summarise what you're saying there as well from a, from a marketing and sales perspective, having this survey.
32:42 Nicholas Poninski: What's on your website really helps your clients, your potential clients understand what it is and why they should have it and that it is an option.
32:50 Nicholas Poninski: As well as you as a service provider, as HR consultant, when you are faced with a situation, you know, with one of your clients, that Umm, the, uh, not so much resolved, but stitching time, saves nine, et cetera, what we've talked about, if you're able to offer this as part of your proposal as part of
33:08 Nicholas Poninski: your retainers. You are adding value to your clients, which then gets fed back, you know, then they send you positive testimonials.
33:16 Nicholas Poninski: They refer you to their friends and family. They're like, oh my God, I've been working with Stephanie, and she did this color pro.
33:23 Nicholas Poninski: And it was amazing. You've got to check this out and they send you over. Like, it's an invaluable service that can be done.
33:31 Nicholas Poninski: Very, very quickly. Very, very succinctly. And people get a lot of benefit from it. But, nops. 
33:38 tom vivace: So there you go. Go back. That's, that's a summary. No, definitely. And it, like you said, it is great for referrals because people always talk about it.
33:45 tom vivace: You know, the day you speak. It appears in other businesses, like you said, say, but they did a great colour profile in second, um, session.
33:53 tom vivace: And you do get quite a, a good amount of referrals and repeat business 
33:57 Nicholas Poninski: from it. I'm not surprised. Yeah. Like you said, people do want to tell everyone what colour, I haven't showed up about being a yellow for a while now.
34:09 Nicholas Poninski: Anyway, Tom. Uhm. You speaking of all that marketing and sales, if somebody wants to get in touch with you and say, hey, Tom, I heard you on the next podcast.
34:17 Nicholas Poninski: I'm going to just adjust the settings for I want some colour profiling. I want to be able to offer this to my services, erm, to my clients.
34:25 Nicholas Poninski: I want to be able to put this on my website. You know, set up some sort of partnership with you, perhaps whatever it is.
34:31 Nicholas Poninski: However they want to exploit this opportunity. Umm, and leverage it for themselves, for their clients. How did they get in touch with you?
34:39 Nicholas Poninski: What are the next steps? 
34:42 tom vivace: Well, obviously you can. I'm your LinkedIn, uhh, Tom Vivacci, or Search the View for People. Umm, and we'll also pop a, a link, uh, to my website, um, on the podcast, uh, and a bit of information.
34:59 tom vivace: And. I thought maybe people can look into, um, and yeah, just reach out to me. Um, I can, uh, point you in the right direction to, I think.
35:07 tom vivace: If you qualify yourself, uhm, or I can help you, uhm, maybe issue a report for you, uhm, or potentially help some of your- Love that.
35:17 tom vivace: Excellent. 
35:18 Nicholas Poninski: There you have it folks. Color profiling, the wonderful service. This is. You can add to your arsenal of, your arsenal of services, to add value to your clients, to add value to yourself, to your world.
35:31 Nicholas Poninski: Uhh, Tom's on LinkedIn, and as he says, he is, uh, his website will be linked in the show notes, so hopefully, ...um, it's something you consider.
35:41 Nicholas Poninski: Um, in the meantime, thank you for listening along. Thank you for joining us, Tom. 
35:46 tom vivace: Thank you very much for, Yeah, 
35:49 Nicholas Poninski: my pleasure. Um, and hopefully, for those listening along, you found this useful, uh, and inside, So, yeah, thank you for listening along.
35:59 Nicholas Poninski: And in the meantime, as ever, get marketing. So, ah, marketing, there's no sales. Reel, and Let's see how All right, Well, yep.
36:03 Nicholas Poninski: And we start sales. That's not business. So, get 
36:06 tom vivace: marketing.