Thomas Erikson’s Surrounded by Idiots is not just another personality framework—it’s a practical toolkit for leaders who need to decode, influence, and optimise human interactions in high-stakes environments. Based on the DISC model (Dominance, Influence, Steadiness, Compliance), this book transforms abstract psychology into actionable leadership strategies.
As an executive who has managed cross-functional teams, negotiated complex deals, and driven organisational change, I found Erikson’s system immediately applicable—whether in boardroom debates, talent development, or stakeholder alignment.
Core leadership insights
The four behavioural types – a leadership lens
Erikson categorises behaviour into four primary types (Red, Yellow, Green, Blue), each with distinct communication and decision-making patterns.
Red (Dominant)
Reds are defined as “Fast-paced, results-driven, but impatient with details.” In leadership application, they are best for crisis management, but require clear boundaries to avoid bulldozing teams.
A Red doesn’t want a lecture – they want the bottom line.
Yellows (Influential)
In the book, the Yellows are defined as “Charismatic, persuasive, but prone to overpromising.” This means that the Yellows would be ideal for sales and culture-building, but need accountability structures in leadership application.
A Yellow’s enthusiasm is contagious – but without focus, it’s just noise.
Greens (Steady)
Greens are defined as “Reliable, empathetic, but resistant to abrupt change.” The glue of long-term teams that requires psychological safety to voice concerns in a leadership application.
A Green won’t fight for their ideas – you must draw them out.
Blue (Compliant)
Blues are defined as “Analytical, precise, but prone to analysis paralysis.” They are critical for risk assessment, but need deadlines to avoid overthinking in leadership applications.
A Blue’s scepticism isn’t negativity – it’s due diligence.
Adapting your leadership style
Erikson’s central thesis: “The idiot isn’t them—it’s you for not speaking their language.”
Strategic takeaway
The best leaders flex their communication to match their audience. For example, a Red CEO pitching to Blue investors must slow down, provide data, and avoid hype. Similarly, a Green manager leading Reds must frame change in terms of efficiency, not feelings.
Conflict resolution and decision-making
In Reds vs. Blue, we are looking at the clash over speed vs. precision. Mediation requires structured debates with clear criteria.
On the other hand in Yellows vs. Greens, we see that there may be misalignment on risk tolerance. Pilot projects to ease Greens into change is the way to go here.
A critical analysis of strengths and limitations
I believe that the book works for leaders as it can be assumed an immediate practical utility. Unlike theoretical models, Erikson’s system works in real time – during meetings, emails, and negotiations. It also reduces friction as I noticed that applying this framework cut my meeting times by roughly 30% by eliminating mismatched communication.
The book can also be used to optimise talent, in that it helps place the right people in the right roles, for example, Reds in turnaround scenarios, and Blues in compliance.
Where it falls short
There is a slight risk of oversimplification with the book. Humans are more nuanced than four colours. High EQ leaders must avoid pigeonholing. Perhaps we can also point out to cultural blind spots. Since DISC is Western-centric, global leaders must adapt for cultural differences, for example, high-context vs. low-context cultures.
The depth on hybrid types is also somewhat limited. Throughout my career, I have noticed that most people are blends, e.g., Red-Yellow, which the book briefly addresses but doesn’t fully explore.
Who this book may be suitable for
In my opinion, the ideal audience for this book would be senior leaders managing diverse teams, sales and HR professionals who influence behaviour daily, entrepreneurs building teams from scratch, and anyone in matrix organisations where collaboration is make-or-break.
On the other hand, I believe this book may not be well-suited for those seeking deep academic theory and leaders that are unwilling to adapt their own style.
Final words
Surrounded by Idiots is a must-read for leaders who believe people aren’t obstacles—they’re puzzles to solve. While no framework is perfect, Erikson’s approach provides immediate ROI in reduced friction and accelerated alignment.
After reading, I highly recommend taking the DISC assessment yourself – then map your core team. The ROI on this exercise alone justifies the price tag.