In workshops it leads to a situation where you can utilise the observer position both as a tool for giving feedback but also to introduce change. In communication training you can, for example, see a Red person have a dialogue with a Green person, and have the Blue as an observer. The Blue person can ask questions based upon what they thought was a part of changing the quality of the communication, for example, by searching for the Red's action or exchange which made the Green become more open and enthusiastic.
The questions that observers often ask themselves are:
- What lead to the a more open communicative relationship
- what created energy or motivation
- what reduced defensive behaviour
- what can you continue with to build more trust
Such comments make the Red and Green person much more aware of how the language they use can open or close the communication – the most important indicator that the dialogue between the parties is fruitful.