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Using Colors To Become Successful

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What if success in life was as simple as knowing your color wheel? Well, it can be! When searching for success in life, understanding the psychology of colors plays a vital role. In understanding how certain colors affect mood and understanding how people react to colors, a person can convey a thought or idea without saying a word.

By using a color as a form of non-verbal communication, we can set the tone for business meetings, dates, or any other social interaction. From the colors you use in your company logo to the colors you feature on your website, you can leverage color to become successful.

Below are some of the common energies and properties associated with colors.

 

RED

Red is the color of energy, vitality, and passion. It is worn by people who strive to dominate everything. It excites the emotions and motivates us to take action. Being surrounded by too much of the color red can cause us to become irritated, agitated and ultimately angry. Too little and we become cautious, manipulative and fearful.

Of all the colors, this one might have the most power!

In advertising, red is often seen in products that appeal to men and is seen in general as a strong call to action. It invites people to react on an emotional level instead of an intellectual level and appeals to a person’s instinct.

 

YELLOW

Of all the colors, this is the one most associated with fun, openness, warmth, and cheerfulness. Yellow shows a uniqueness and individuality that overflows in creative people. Yellow is used in advertising because it attracts attention due to being reminiscent of warmth. It is used by products or places that want to be seen as social, inviting places.

A business like McDonald’s, for instance, prominently features yellow because it wants people convey openness and invite all people in.

 

ORANGE

Orange expels optimism and is well known as the “Uplifting” color. It combines the attributes of colors red and yellow, taking the energy from the former and the warmth of the latter. It also has a stimulating effect on the appetite. Many restaurants incorporate orange into their menus or into their decor in order to get patrons to eat up!

Orange is also associated with a pragmatism combined with an artistic streak. This makes it popular among businesses that offer consumers the tools needed to create.

 

BLUE

The colors above are all the “hot” colors while blue begins the “cool” colors. Blue is a color of trust, a color that shows a sincerity and a connection between people. Its soft nature makes it popular among psychologists and others who want to convey an ease and foster communication. This security also makes it one of the popular colors in advertising.

The color blue encourages people to relax and carefully consider an action (which is the opposite of red and the direct call to immediate action).

 

GREEN

Of all the colors, this is the one most associated with growth and rebirth. The color green makes people think of spring time which associates your thoughts to new changes and brand new beginnings. This in turn makes it a good color for a product appealing to “freshness” or a new product line (it is a good color when rolling a re-branding).

It is also good for inspiring the thought of money, making it a useful tool if you are appealing to a person’s wallet to offer value or money saving options.

 

PURPLE

In advertising, this color symbolizes royalty. It is used by products that want to convey a high-end feel (think, Crown Royal). A brand that uses purple is signifying that it is the top of the line, the best of the best, and deserves to be priced higher for high-end tastes.

If your brand is selling a prestige or luxury lifestyle, this is a great color to choose.

 

BROWN

This is the opposite of purple. Brown represents the earth and represents a steadiness and dependability. This color may not be flashy, but it gets the job done. It is not pretentious and it is completely practical. Maybe a bit boring, but ultimately extremely dependable. It practical and has no frills, but gets the job done effectively.

UPS is a great example of a brand associated with this color.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

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1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

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  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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