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Doritt van der Waerden

What is the difference between Graves and Jung?

What is the difference between Graves and Jung? Jung describes what the behavior is, Graves shows why the behavior is displayed.
Discover the background

What is the difference between Graves and Jung?

There are various color methods that can be divided into two theoretical streams.

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    What are the differences

    The background of the color profiles

    Color profiles are often used in processes in the field of personal development, organizational development and team collaboration. HR managers, L&D specialists and trainers often wonder (in their orientation) what the differences are between the providers and whether the meaning of the colors and the number of colors is the same everywhere.

    WHAT vs WHY

    Two theoretical schools of thought, Graves and Jung

    There are two main theoretical movements: the ideas of Jung (1875-1961) and the model of Graves (1914-1986), a contemporary of Maslow. Both look at behavior, with the main difference that Graves also wants to know why someone is exhibiting certain behavior. The context, a person’s motivation and the glasses through which someone looks at the world influence this.

    In short, where Jung describes what a person’s preferred behavior is, Graves shows the why of that behavior. My Motivation Insights works according to Graves’ theory. After completing our questionnaire, someone’s motives, resistances and energy balance come to the fore.

    What is the difference between Graves and Jung? Jung describes what the behavior is, Graves shows why the behavior is displayed.

    Four or multi-colored

    Jung versus Graves

    You will come across a lot of colors in the HRD course. That’s because both Jung and Graves based methodologies use colors to indicate the different types.

    Jung assumes four characteristics that are plotted on two axes; thinking – feeling and introverted – extroverted. 72 subtypes are distinguished on the basis of the four Jung characteristics.

    Graves described worldviews and stated that human nature is not static (to be pigeonholed) but an open system in which people will continue to develop. Every individual owns all colors to a greater or lesser extent. The perception (the length of the bar) and the order of the different colors determine the nuance. As a result, many unique combinations are possible and this method is (in our view) more refined.

    Differences and similarities

    Between the colors

    Each color has a different explanation. In terms of meaning, blue and green stand for almost the same in the theories of Graves and Jung. This is much less true for yellow, orange and red: Graves’ orange motive partly overlaps with Jung’s red and yellow, but adds new elements. This orange driver stands for result-oriented, ambitious and efficient.

    Finally, Graves adds a color to the palette, namely the color Turquoise, the value system that stands for meaning and relevance. This is seen as the color of today, with themes such as social responsibility and sustainability. Not all Graves-based color methods measure this Turquoise drive.

    Discover the power of color

    Collaborate and Perform better

    My Motivation Insights distinguishes a total of seven drivers that are represented in the color profile by each their own color: green, yellow, turquoise, purple, red, blue and orange. Curious about your colors, those of your colleagues or the team? Feel free to contact us. We are happy to advise you about the possibilities.

    What customers say about My Motivation Insights

    Marianne Linders-BolleursSolution focus coach in behavioral change

    Good contact with My Motivation Insights is the most important thing for me. I can always join the team, even on weekends. Thanks to the good contact, I continue to choose My Motivation Insights!

    Danielle Elenga- BalkTrainer in Drives | Speaker | HR Business Partner

    My Motivation Insights offers a better price, a lot more customization and they also allow partners a good business (no fear of competition) and vice versa.

    Rens LindersSolution Focus & leadership | Founder Het Ontwikkelpunt

    I chose the profile of My Motivation Insights because it came in the hardest. It offers the best mirror without sugar coating. It's obvious, this is you. A lot of tests only produce something positive, you don't want that.

    Sven van HarberdenProcess & Change Manager-ZIJM/Zenna

    With My Motivation Insights I can help people - business and private - to better understand what energy costs them and what gives them energy. With that insight, a person can better decide on the direction of the next step in his or her career or private environment.

    Do you also want to work with My Motivation Insights or are you interested in a session with your team? We are happy to talk about how we can best support you. We’d love to hear from you!

    Talk to each other instead of about each other using the TeamScan

    Talk to each other instead of about each other using the TeamScan

    Ronald van Andel (58), facilitator and partner at My Motivation Insights, started two years ago as an independent team development specialist because he no longer wanted to ‘waste’ a day on things that give him no energy. His main drive is to really make a difference. His motto: “If you want to go fast, go alone, and if you want to get far, go together.”

    Visit team development specialist site

    What is important to teams?

    Teams that want more and teams where hassle plays

    “In practice I come across two teams: teams that are doing well and want more and teams where there is hassle. Managers or employees often know that something is going on, but then doing something with it is quite a challenge. I am often hired for these kinds of assignments. Differences within the team are often the bottleneck. This can be individuals or the manager. The latter will always have to take the first step when there is a hassle. But are they capable enough? Good employees are often promoted to manager. They usually know a lot and have ambition. A company does not want to lose that person and make the employee manager. But once in that position, the doubt arises, how do you do that, leadership? After a year you often see a distorted manager with a team with a lot of undercurrent. ”

    How do you deal with that?

    Growing confidence

    “I use the TeamScan whenever I get the chance. This tool from My Motivation Insights is unrelenting. The TeamScan examines (anonymously) which aspects a team can improve on. This creates a reliable picture of how the team views itself, how it is doing and what the main points of attention for growth and development are.

    It goes without saying that the manager plays a major role in this. I am leveling that out, because every employee has a contribution to the team. But in order to solve it, the supervisor must take the first step. If everyone in the team is open to reflection and feedback, then I can start the journey with them. I think that’s cool, because these are often great projects where you can really make a difference. It does require people to be open to it. For example, if I notice that the manager is sticking his head in the sand, then achieving results is almost impossible. ”

    Does that head in the sand often happen?

    Thanks to the results, a conversation quickly starts

    “Yes, and that’s why the TeamScan is really worth its weight in gold, especially in teams where they want to make everything measurable. Thanks to the results, a conversation quickly gets underway, naturally fed by a specific question. I always provide a feeling of absolute security, which is a condition. At the end of the day, I notice relief from the team. The pain points are accepted, and people see that vulnerability is actually not that difficult. And more importantly, there is more respect and understanding for each other.

    The essence is that you allow confidence to grow. But how do you do that? I have developed special modules for this – such as the module know yourself, listening and giving feedback. For example, at the end of the day we agree to give each other continuous feedback, but it is up to the team to maintain that. It is the role of the manager to initiate and maintain this. Then you will grow as a team! My goal is to get out of there as soon as possible, if that works I have done my job well. ”

    Can you actually learn to work together?

    “Yes, with the right breeding ground. Trust is essential. Someone must dare to learn, dare to make mistakes. Basically every person has that in them. Look, you always have people who go faster individually, often a manager. I try to convince them that they cannot achieve as much on their own as together. I always say: if you want to go fast, go alone, and if you want to get far, go together. ”

    What would you like to give all teams?

    Talk to each other instead of about each other

    “Have the guts to be vulnerable and build trust. Talk to each other instead of about each other. The great thing about the TeamScan is that the DNA of the team or organization comes to the fore. Certain combinations are more common, by the way. For example, in education and healthcare I often see the color / motivation Green with a lot of attention for collaboration and consensus. Employees with a strong green focus often find it difficult to say no. The result: people who have the upper hand determine the route. I make employees aware of their green drive with the accompanying strength, but also the pitfalls and teach them to deal with this. What do you do with colleagues who doubtfully say yes and yet think no? My advice is also to look at images and sound. Someone’s non-verbal attitude often speaks volumes, so do something with it and make it negotiable. “

    Do you also want to work with My Motivation Insights or are you interested in a session with your team? We are happy to talk about how we can best support you. We’d love to hear from you!

    Motives and communication

    Discover the background

    Motives and communication

    Make sure the message arrives correctly and avoid miscommunication

    Communicate in a colorful way

    Does the message come across as it is intended?

    The strength of a team lies in its diversity. But it is precisely because of these different types that miscommunication is lurking. If you are able to understand the preferred style of your colleagues, you can approach them in the right way. And that is handy, because with a customized message, where you take the recipient into account, your message will arrive better.

    Decisive versus pushy

    The same message other interpretation

    Some people radiate a single color very strongly, but in general we consist of a combination of colors. This combination determines our own personal style and preferences, also when it comes to communication. There is no right or wrong combination and when circumstances change, a person’s reaction can also change. For example, that powerful and mainly ‘red’ colleague is decisive and self-assured on a good day, but if things are not going well one day, he or she becomes dominant and pushy.

    Learn to recognize other styles

    Customize your message and see what happens!

    Knowing and understanding another person’s behavioral style and mode of communication will help you estimate how that person will respond in certain situations. And you also have a better understanding of the way someone behaves and communicates. These insights can contribute to less irritation and less noise on the line, especially if someone reacts under pressure rather primarily.

    Do you want to increase your ability to communicate more effectively and make more connections in the workplace? Immerse yourself in other people’s preferences, adjust your communication accordingly and then see what happens.

    Do you also want to work with My Motivation Insights or are you interested in a session with your team? We are happy to talk about how we can best support you. We’d love to hear from you!

    Is it color test or color profile?

    Is it color test or color profile?
    Discover the background

    Is it color test or color profile?

    The color profile, also known as a color test, is a widely used tool to provide individuals and teams with insight into what drives and motivates them.

    Why we don’t call it a color test

    It is not a test and the results are neither right nor wrong

    At My Motivation Insights we do not use the term ‘color test’. A test gives the impression that the outcome is positive or negative, whether you have passed or not.

    The My Motivation Insights tools are not tests; these are questionnaires that measure different motives, the outcome of which is presented visually in a color profile.

    A color profile shows through which glasses you look at the world. The color profile therefore provides insight into what moves someone. Your original qualities emerge, which is what you are naturally good at. Thanks to this insight, you can deal with it more consciously, get moving, take responsibility and make powerful choices. That is why this instrument helps to improve the performance of people, teams and organizations.

    confess color

    Your way of thinking and sequence of action

    At My Motivation Insights we distinguish seven different colors. Each person has all seven colors to a greater or lesser extent. The combination of these underlies your way of thinking and action style. This is reflected in your communication style or your leadership style. The color profile shows how you use the different drives under normal circumstances. Incidentally, there is no good or less good combination. It may even be the case that as circumstances change, the combinations of the drivers also change.

    It is not only nice to know what drives you, but also what the drive is of your close colleagues and family. Because if you are able to understand their preferred style, then you can approach them in the right way. With a customized message, where you take the recipient into account, your message will arrive better. In short, with the insights from the color profile you learn to understand yourself and others better. We therefore always recommend sharing the results of the color profile with your team. Our experience is that this transparency promotes team collaboration and performance, as it ensures recognition and mutual understanding.

    What is the color profile used for?

    Collaborate and Perform better

    Within organizations, the color profiles are used for the following components:

    Recruitment & Selection

    During the recruitment & selection of new employees, the color profile is used as an objective measurement that provides insight into what energizes someone so that he or she is better able to fulfill his job.

    Personal development

    Due to the shortage on the labor market, it is increasingly important for organizations to profile themselves attractively, in order to recruit talented employees and retain employees. Employees consider attention to personal development important. Here, the color profile plays an important role, as the agent often serves as a starting point for further development.

    Effective team Collaboration

    Working together effectively ensures that the team performs optimally and that team members have more fun and energy. In teams we use the TeamScan, the latest tool from My Motivation Insights and an addition to the well-known business color profile. The TeamScan investigates which aspects a team can improve on. This creates a reliable picture of how the team is doing and what the main points for attention are for growth and development.

    Strategic workforce planning

    Strategic personnel planning is an important theme for many organizations. Not only to detect possible (future) personnel bottlenecks, but also to prevent and solve these bottlenecks. Do we have the right talents in our organization, now and in the future? The color profile also answers these questions.

    What customers say about My Motivation Insights

    Marianne Linders-BolleursSolution focus coach in behavioral change

    Good contact with My Motivation Insights is the most important thing for me. I can always join the team, even on weekends. Thanks to the good contact, I continue to choose My Motivation Insights!

    Danielle Elenga- BalkTrainer in Drives | Speaker | HR Business Partner

    My Motivation Insights offers a better price, a lot more customization and they also allow partners a good business (no fear of competition) and vice versa.

    Rens LindersSolution Focus & leadership | Founder Het Ontwikkelpunt

    I chose the profile of My Motivation Insights because it came in the hardest. It offers the best mirror without sugar coating. It's obvious, this is you. A lot of tests only produce something positive, you don't want that.

    Sven van HarberdenProcess & Change Manager-ZIJM/Zenna

    With My Motivation Insights I can help people - business and private - to better understand what energy costs them and what gives them energy. With that insight, a person can better decide on the direction of the next step in his or her career or private environment.

    Do you also want to work with My Motivation Insights or are you interested in a session with your team? We are happy to talk about how we can best support you. We’d love to hear from you!

    Effective team

    Discover the background

    Effective team

    These building blocks open the door to effective team collaboration

    Discover the building blocks of an effective team

    Help get the best out of the team!

    Various obstacles can stand in the way of a good cooperation of a team. Think of cock behavior, the wrong focus or miscommunication. Often, as part of a team, we are not even aware that this is the case, let alone know what exactly is causing those blockages. The following 7 building blocks open the door to effective collaboration in a team:

    1. Trust

    The absolute basis of any well-functioning team. Without trust, teamwork is virtually impossible. However, creating trust is the trickiest part of team development. That really does not happen automatically and you cannot claim it. Team trust is about seeing and using each other’s qualities, but also about knowing each other’s idiosyncrasies.

    1. Healthy conflicts

    These almost always arise automatically in teams because of the different perspectives. Disagreements can generate useful debates. In a team it is important that everyone’s opinion can be heard. It makes people think differently, and increases knowledge and insight, creating room for innovation.

    1. Commitment

    Team involvement is critical to business success. If a team is involved, team members will be interested in what they are doing, committed to the team assignment and willing to go the extra mile.

    1. Take responsibility

    As a team, make sure that you understand each other and that everyone takes their own responsibility. And speak to each other about this too.

    1. Vision & Strategy

    Success is achieved by working together, where the team comes first instead of the individual.

    1. Vision and strategy

    Look beyond the daily work. A clear vision of the future helps to reach the dot on the horizon.

    1. Mission and inspiration

    Look at the big picture, at business sustainability and long-term success. Everyone is busy but being alone is not enough. Long-term success requires long-term thinking. What do we do it for?

    Innovation in team development

    Insight into the needs and wishes of the team

    Do you recognize Graves’ colors and Lencioni’s model? That’s right, because these theories, among other things, form the basis of the new TeamScan. This scan assesses how team members experience their work (environment) on the 7 building blocks and provides insight into the most important points for attention for growth and development. Incidentally, a team does not have to perform badly to improve.

    Create your own TeamScan for free

    You will receive your own TeamScan result made on the input of one person (yourself). This will give you an idea of what the scan might look like for your team.


      Getting started with the TeamScan?

      There are 3 ways to get started with the TeamScan. Find out which way suits you best.

      Get started yourself with the TeamScan insights

      The questionnaire is sent to the team. When everyone has completed the results, the results are available.

      The appealing scan invites you to get started right away. You will also receive a short presentation with practical tips and tricks.

      € 58.00 per participant excluding VAT
      Discuss the options

      Insight & a clear improvement plan in 1 day

      During the team day, the team is supervised by an experienced facilitator.

      It is not just theory and knowledge, but an interactive session in which improvement activities are discussed per building block.

      Daypart from € 1,500 excluding scans
      Contact Us

      Include the TeamScan within the organization

      In the training you learn to use the TeamScan within your own organization.

      After a half-day training you will have access to the database and you can send and analyze questionnaires from your own account.

      Knowledge of drives is required
      TeamScan training

      Stop starts continuously

      Discover the background

      Stop starts continuously

      Method that gets to the core and that encourages practical ideas for improvement



        Improve team effectiveness

        Provides a lot of conversation both online and offline

        Stop, start, continue is a working method that many of our facilitators use during team sessions to improve team effectiveness. It is a beautiful method that gets to the core and encourages practical ideas for improvement. The result is a list of concrete actions that the team can take to improve the current situation.

        Do you want to improve team effectiveness and increase the involvement of your team?

        Then this is a fairly simple exercise. You ask the team members these three questions. Everyone answers the questions for themselves without influencing each other.

        • What do you want the team to start with?
        • What should the team stop doing?
        • What do you want the team to continue with?

        Discuss the results together (or in groups) and jointly determine the 3 most important points for each question.

        Download the sheet on the right and share it with the team members.



          Let us know when you face a challenge with your team.

          We are happy to put you in touch with the facilitator who can help your team with the issue you encounter.

          Both an online team session and offline in small groups are possible.

          Discover the deeper motivations

          My Motivation Insights is a widely used tool to provide individuals and teams with insight into their deeper motives and motivations. The color profile and Team Scan provide quick, reliable, and understandable self-insight to help improve the performance of people and organizations.

          How it works

          Insight within 20 minutes

          With an online, validated questionnaire, the deeper motives are measured within 20 minutes. These drives are visually represented in a color profile.
          Every human being possesses all seven colours to a greater or lesser extent. It’s the glasses that make you look at the world. There is no good or less good combination and if circumstances change, the combinations of the motivations can also change with it.

          Do you also want to work with My Motivation Insights or are you interested in a session with your team? We are happy to talk about how we can best support you. We’d love to hear from you!

          Increasing self-knowledge gives your (employees) wings.

          Increasing self-knowledge gives your (employees) wings.

          Self-knowledge gives wings

          A complete insight into all drives

          Business and private

          My Motivation Insights started this spring with a color profile that visualises both the motivations professionally and privately. Anne-Marie Koenraad-van Hees, facilitator at My Motivation Insights, immediately started working with this new tool. It has now become a permanent part of her approach.

          Completeness of a person

          “Yes, but I’m very different at home.”

          “I was immediately impressed from the start. Because you actually combine two profiles in one report, this tool really does justice to the completeness of a person. The comments I often received in the past about a color profile focused on business drivers: “yes, but at home I am very different.” Or: “how does that relate to home?” With the help of this latest tool you get a complete picture of who you are. Now that more and more people are working from home due to the consequences of corona, this question is becoming increasingly relevant for employees and employers. ”

          The Seven Colors of Graves

          First back to the theory behind the color profiles of My Motivation Insights, based on the theoretical movement of Graves. This theory distinguishes a total of seven dynamics, each of which is represented by its own color: green, yellow, turquoise, purple, red, blue and orange. Everyone has all the colors in them to a greater or lesser extent, but the order of these determines the nuance. In practice, it may be the case that someone shows different colors from a business point of view than at home, for example because other motivations are triggered under pressure.

          All facilitators are trained to uncover the differences between these drivers. If there are differences, this tool helps to determine where someone really comes into their own. What can someone do to gain even more strength and to get more energy (again)? This also applies to facilitator Koenraad-van Hees: “I once coached a department head who found it difficult to delegate administrative tasks to her two (as it turned out) blue employees. Pre-eminently people who love structure. Her employees hated that they often had to redo the work when it was not in order. What did the color profile of the department head reveal? At the front of her profile is yellow, which stands for creative and innovative. Now she accepts why she was not so good at the ‘blue’ work, she knows where her strength lies and what her energizers are. And the nice thing about this is, this gives her wings. ”

          From color to action

          The My Motivation Insights color profile provides insight into your thinking and action sequence, shows what gives you energy and how you deal with stress. So there can be a big difference between a person’s personal and professional energy, and what behavior a person exhibits under stress. “What I learn during sessions is how to perceive a certain color and convert it into appropriate actions,” says Koenraad. “Someone who is bothered by the fact that his ‘red’ hits too strongly no longer has to hold back. I teach that person how to use this decisiveness more subtly, so that the message gets across better. ”

          “I no longer start a training, coaching or career path without this instrument”

          See together what is needed

          The experienced coach from Vught has been using the instrument structurally since its introduction this spring: during training, coaching and career paths. “Based on the profiles, we see together what is needed for both professional and personal development. People start to recognize their own behavior, there are many proverbial pennies. Colors are always the starting point, but so much more comes out of this color profile. It is the coachee himself who decides to get started with this. ”

          About Anne-Marie Koenraad-van Hees

          Anne-Marie has been a facilitator at My Motivation Insights since 2014 and has been the owner of training and coaching agency 2Advance since 2015. After her previous commercial roles as a sales manager and trainer for Kenneth Smith, she was looking for a validated way to introduce people to their motivations. Because to really give smart people something good, you have to go into depth, she realized. She sees skills as just the tip of the iceberg. What is someone’s origin? What are someone’s norms and values? Much is in the subconscious, 90% is not visible but does influence someone. My Motivation Insights helped her develop a language to teach to her coachees and open a blind spot.

          3 key takeaways from Anne-Marie:

          • More self-knowledge gives you wings.
          • People are always able to develop when faced with a deficiency. People (only) learn when they see the need for it.
          • Assemble (online project) teams based on colors and ensure diversity.

          Team development with Graves’ colors and Lencioni’s pyramid

          Team development with Graves’ colors and Lencioni’s pyramid

          Reading time article 2 minutes or leave your email and download the paper

            Pyramid Lencioni & Colors Graves

            Two proven theoriesin one scan

            In recent years, we have worked with our partners to explore different methods and theories to help teams work together and perform better.

            A frequently used model is Patrick Lencioni’s pyramid. In his international bestseller The 5 Frustrations of Teamwork, the American management consultant zooms in on the five success factors of strong teamwork while at the same time providing insight into the main threats.

            From color to action

            In our opinion, the existing pyramid of Lencioni was not yet complete, the mission, purpose and vision was lacking. That is why we have expanded the model with the 2 top drivers from the theory of Graves, resulting in a complete picture.

            The complete model is incorporated in an online scan that we use to measure the effectiveness of teams. The outcome of the Team scan shows which aspects a team can improve on.

            Try the team scan for free

            Mission & Spirit
            Vision & Strategy
            Vision & Strategy
            Responsibility
            Commitment
            Healthy conflicts
            Trust


            " Discussing the scan online via Zoom has given us a push in the right direction in these bizarre times ''

            Jeroen van Boven

            The seven building blocks

            It is important to know that the shape of the pyramid has been chosen because the bottom building block is the most important. Without a stable foundation of mutual trust, the pyramid is shaky and the entire structure falls.

            Especially in this time of online collaboration. Now that people feel that they are alienated from the team, it is very important to work on this building block.

            How does it work?

            Based on an online questionnaire, which you can complete in 20 minutes, the scan provides anonymous insight into what the team must work on to achieve the desired growth and development.

            The results provide insights that teams can use themselves or under the guidance of a facilitator. To help the teams on their way, the report includes activities for improvement per building block.

            There are 3 ways to get started with the TeamScan.

            Find out which way suits you best.

            Get started yourself with the TeamScan insights

            The questionnaire is sent to the team. When everyone has completed the results, the results are available.

            The appealing scan invites you to get started right away. You will also receive a short presentation with practical tips and tricks.

            € 58.00 per participant excluding VAT
            Discuss the options

            Insight & a clear improvement plan in 1 day

            During the team day, the team is supervised by an experienced facilitator.

            It is not just theory and knowledge, but an interactive session in which improvement activities are discussed per building block.

            Daypart from € 1,500 excluding scans
            Contact Us

            Include the TeamScan within the organization

            In the training you learn to use the TeamScan within your own organization.

            After a half-day training you will have access to the database and you can send and analyze questionnaires from your own account.

            Knowledge of drives is required
            TeamScan training

            Discover our partners