Why are Millions of Grownups Buying Adult Coloring Books?

Amazon's Top 100 book list changes hourly, but did you know that among the top selling books on Amazon are Adult Coloring books?


 

Two slots on the Amazon top 10 are pretty much owned by an artist named Johanna Basford. But these books aren't novels—they are a collection of black-and-white drawings. The Scottish artist, who graduated from design school in 2005 has turned her lovely ink drawings into coloring books "for grownups". And they're extremely popular, selling millions of copies.

 

This was news to me - I had no idea that coloring for adults was a trend. What is it about these books that has made them so popular with adults?  When her books were first introduced 4 years ago, an adult coloring book market did not exist. But her 2013 introductory book: Secret Garden: An Inky Treasure Hunt and Coloring Book has become a phenomenon - currently sitting at #2 on Amazon's Top 100 and has sold 1.4 million copies. Her follow-up collection, Enchanted Forest: An Inky Treasure Hunt and Coloring Book is #6.

Why is coloring suddenly, a craze amongst grownups?

Well it seems that they provide adults with quiet therapy from their busy lives. User reviews on Amazon tell it all:

• * I was very excited to find this book! The designs are beautiful :)
• * This is a lovely book. It reminds me of the Doodle Art we'd spend hours creating back in our teens.
• * I can't say enough about this book! It makes me smile every time I look in it, colour in it or doodle in it! I've bought 3 of them, one for my daughter, one for myself & one that we can tear apart to colour & then frame certain pictures! HIGHLY RECOMMEND this book!!
• * So fun to color as an adult! This book will bring likely hundreds of hours of enjoyment.
• * So relaxing to sit down with this book and my adult markers.

 

So what motivates adults to color rather than, say, draw or paint or just doodle. Is it about nostalgia? Or do stressed-out adults feel comforted by returning to an activity for small children?  Or is it something else entirely?

 

 Coloring books are a way for adults who don't normally draw or paint to be creative without the daunting task of creating an original piece of Art. They also don't require anywhere near as much skill as creating a drawing or a portrait. Plus, there are the psychological benefits people find in removing themselves from the world around them. In essence, it helps people "RELAX" - taking them away from the everyday pressures of their job, family and pressures of life.
 

In an era when books can be downloaded and read in an instant - these books have remained as best sellers despite the fact that they must be shipped to the interested user.

Adult coloring books are a low tech, throw-back activity - back to a simpler time before the age of the internet, when all you had was your imagination.

Have you considered selling these items in your retail store or through your website? All the customer needs are a list of titles and some high quality markers. The Tombow dual-brush markers are a very popular product for this medium because of their vibrant colours and convenient, durable tips - brush tip at one end, fine tip at the other. They come in 10 pack sets and are the perfect instrument for the world of adult colouring.

For an independent review of Tombow markers, check this out: https://www.youtube.com/watch?v=l87ys5ZWfao

 

 

What if there were no more Annual Performance Reviews?

By: Jonathan Creaghan – Solutions for the Human Side of Business 
 

Wow, would that be a relief!  I haven’t met either a leader or staff member in my over 25 years of helping companies grow who relishes the experience.  Stats found in the Psychological Bulletin show that 30% of performance reviews ended up with decreased employee performance.  Another 45% of HR professionals don’t think annual performance reviews are accurate, and according to a recent US poll done for the firm Achiever, 98% of staff found Performance Reviews to be unnecessary.  

So why is the Annual Performance Review so disliked?

o   Typically based on negativity and the past.

o   Doesn’t get to the root of the matter, the real issue, merely the surface reason.

o   Managers actually don’t really know how to help the staff member improve.

o   Most leaders dread doing them – the time, the potential for conflict, and no structure available for follow-up 

 

 

Yet Annual Performance Reviews continue to be administered by 93% of companies as discovered by Professor Edward Lawlor of University of Southern California.  

So why do Performance Reviews continue to be done?  Because leaders have to know how people are doing. It is our nature to measure success. It seems that the APR is so ingrained into the work culture, that to get rid of them would be impossible.  

So maybe going cold turkey and stop doing Annual Performance Reviews will be too difficult, is there an alternative?

Is there a way of measuring performance without enforcing a hated and archaic tool?

A future with of no Annual Performance Reviews that still gets the job done. 

First of all drop the word “review”. This implies a past. Use new language such as “development” or “growth process.”  Terms which mean/reference a vision of improvement and focus on movement forward. 

Next get rid of the word “annual”. Because these discussions should never be annual.  It can be too late to let someone know how they are doing. Isn't it better to allow them be able to look into the future and show them how they can progress? A road map that shows them where the next destination can be, and then help them get there? 

Finally focus not on “performance”, which is an outcome, rather focus on that which defines their performance: Behaviour.  Behaviour is the answer, the tool to use to get the outcome, to get the performance.   

So the answer is a roadmap that defines the path and defines a clear set of behaviours (or stages) to follow that ultimately achieves a high performing outcome.  Where the person is measured along the way. 

Of course in sales it is clearer whether someone is succeeding or not. Is she or he hitting their sales numbers? But even here the focus is usually on performance rather than the behaviours necessary to achieve the performance.

It is my belief that by providing a relevant and pragmatic experience that occurs on a regular basis, both the leader assisting the employee, and the employee will then respond positively and see results, and the company will be stronger for it. 

 

Copyright © 2015, Jonathan Creaghan all rights reserved  

                Jonathan Creaghan helps clients transform themselves and their workplaces.  He believes that businesses ultimately succeed or fail because of the human factor.  He teaches people to think differently, to see reality with fresh eyes when solving issues that impede them, whether personal or business.  Jonathan provides “Solutions for the Human Side of Business”.  www.jonathancreaghan.com  

Jonathan is the creator of the TotalLeader® 21 Leadership Assessment and TotalLeader® Development Program. He is the author of several books including Duxter’s Leap, Thinking Differently® about… Getting More Done, Succession.  His books are published around the globe in several languages.  Jonathan is also a sought after contributor for leadership blogs originating in North America and the Middle East.

 

For more information on  Jonathan Creaghan:

-       www.jonathancreaghan.com  

-       jonathan@jonathancreaghan.com  

-       519.472.2562