Pygar Technologies

Communication colours

Four colours. One shared language.

Different people can understand the same message differently. Pygar helps you explore your own communication preferences, consider how others prefer to receive information and prepare conversations, feedback or change in a way that respects those differences.

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Four preferences. Not four kinds of people.

Red (Direct), Yellow (Expressive), Green (Steady) and Blue (Precise) are shorthand for how a person may prefer to communicate. They are not diagnoses, fixed labels or measures of ability. People use all four styles and preferences can change with the situation.

Red

Direct

Get to the point, then get moving.

People who lean Red usually prefer clarity, pace and outcomes. They tend to want the headline first and to know what is being decided and by when.

Prefers

  • The conclusion or request in the first sentence
  • Short, purposeful conversations
  • Options framed around results and trade-offs
  • Disagreement raised openly

How to communicate with them

  • Lead with the point and the ask
  • Bring two or three clear options
  • Be explicit about deadlines and owners
  • Keep detail available rather than up front

What tends not to land

  • — Long build-ups before the point
  • — Vague or hedged requests
  • — Revisiting settled decisions without new information

When time is short

Give the decision needed, who owns it and by when. Keep the background for afterwards.

Yellow

Expressive

Start with the people and the possibility.

People who lean Yellow usually prefer conversation, energy and ideas. They often think out loud, enjoy working things through together and respond to the bigger picture.

Prefers

  • Conversation over documents
  • Room to explore ideas before narrowing
  • Recognition and visible enthusiasm
  • Stories and examples

How to communicate with them

  • Open warmly and share the vision
  • Invite their ideas early
  • Follow up in writing to capture what was agreed
  • Acknowledge contributions publicly

What tends not to land

  • — Cold, purely transactional exchanges
  • — Heavy detail with no context
  • — Shutting down ideas too fast

When time is short

Talk it through briefly together, then confirm in writing what was agreed.

Green

Steady

Bring people with you, at a considered pace.

People who lean Green usually prefer a considered pace, fairness and stability. They often want time to reflect, the impact on others thought through and change explained.

Prefers

  • Time to reflect before responding
  • One-to-one rather than on the spot
  • Understanding why something is changing
  • A calm, respectful tone

How to communicate with them

  • Give notice and context in advance
  • Explain what stays the same as well as what changes
  • Ask for their view directly rather than waiting for it to be offered
  • Check in after the conversation

What tends not to land

  • — Surprises in front of a group
  • — Pressure for an instant answer
  • — Dismissing concerns about people

When time is short

Give as much notice as you can, say what is not changing, and avoid asking for an instant answer in front of a group.

Blue

Precise

Show the reasoning and the evidence.

People who lean Blue usually prefer accuracy, logic and evidence. They tend to want to see how a conclusion was reached and to prepare in writing.

Prefers

  • Information in writing before the discussion
  • Evidence, data and clear reasoning
  • Structured agendas
  • Precise language

How to communicate with them

  • Send material ahead of time
  • Separate facts from assumptions
  • Expect thoughtful questions and welcome them
  • Give them time to analyse

What tends not to land

  • — Overstated claims
  • — Rushed decisions with incomplete information
  • — Emotional appeals in place of reasons

When time is short

Share the key facts and where they come from first, and be clear about what is still uncertain.

See the difference

The same factual message, four considered approaches.

Imagine you need to explain a changed project deadline. The underlying facts should never change to suit someone’s colour. Where a communication preference is known, you can adjust the order, detail and invitation to discuss it.

Direct · Red

We need to change the project deadline to Friday. Here are the decisions and owners.

Illustrative wording, not a prediction of how someone will respond.

Expressive · Yellow

Can we talk through the new Friday deadline and explore how to make it work?

Illustrative wording, not a prediction of how someone will respond.

Steady · Green

The project deadline may move to Friday. Here is why, what remains unchanged and when we can discuss concerns.

Illustrative wording, not a prediction of how someone will respond.

Precise · Blue

The proposed deadline is Friday. Here is the evidence, dependencies and information still to confirm.

Illustrative wording, not a prediction of how someone will respond.

How the assessment works

You answer sixteen short workplace questions, choosing the response that feels most like you. Each answer points to one colour; your highest two become your primary and secondary colours.

Everyone uses all four. Your result describes preference — not ability, intelligence or performance — and it is never used as evidence in decisions about you.

Your Card is yours. You can retake the assessment, describe in your own words how you like to receive feedback, information and change, keep it private or choose to list it in your organisation’s directory.

When you prepare a conversation or meeting in Pygar, the communication preferences you supply, or a colleague voluntarily shares with you, can inform the wording of your preparation. They are never evidence for a judgement about someone or a way to predict their behaviour.

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