The facilitator is suggested to follow a specific seminar structure to help the participants develop a shared understanding of effective ways to communicate and work with people with different preferences.
It originates from the questionnaire's items (questions) as well as from participant's personal experiences and the local culture, thus making the categories of red, blue and green flexible and applicable in many contexts.
Diversity Icebreaker is used to work on a wide range of subjects from focus on communication and interaction in general to more specific topics like team development, intercultural relations, learning styles and conflict resolution.
[12] The first edition of the questionnaire, which identified an individual's preference towards one of the roles blue, red, or green was made in 1998 and published in a book about team development written by Dansk Psykologisk Forlag in Denmark.
The Research Council of Norway supported development of the tool in the years 2011-2012 [14] Norm data collected up to September 2011 gives results from all together about 240 samples with a total of 8859 respondents.
Only small differences were detected what concerns age – where persons above 60 years score higher on blue[15] The internal consistency measured by Cronbach's alpha based upon 473 respondents is reported to be between 0.75 and 0.82.
[1]: 26–27 The dimensions red, blue, and green have been systematically validated against personality traits, emotional intelligence, cultural values, Interpersonal Problems (IIP), flow and team processes.