1. Carefully design as many trigger statements as you are likely to need. Select words and
phrases that evoke feelings and values about the topic that you want to address. Include
words that are open to interpretation and are likely to create a divergence of perspective.
Here are some sample cross-cultural statements:
• “Our organization is ready to work effectively across cultures.”
• “I am ready to work effectively across cultures.”
• “When in Rome, do as the Romans do.”
• “It is better for the ‘outsider’ to try to fit in to the new culture as much as possible.”
• “If you study the nuances of a culture before working there, you run the risk of re-
stereotyping people and their cultures.”
• “Valuing and managing diversity is a U.S. concept, and organizations that enforce it
globally are engaging in corporate colonialism.”
2. Decide how participants will indicate their choices (agree or disagree) within the
constraints of time and the physical setting. For example, do you want them to:
• move to different sides of the room?
• stand or sit?
• put thumbs up or down?
• hold up different color cards to indicate “agree” or “disagree”?
The last three options work better with a large group, or where space is limited.
3. Decide on the number of choices (strongly agree, agree, disagree, strongly disagree) or a
continuum (having people form a line). The more choices you offer, the longer it will take
to debrief and the greater the likelihood that more participants will pick a “safer” middle-
1. Explain the procedure and set the following guidelines:
• What to say is found on the sample facilitator presentation sheet, “Managing a Forced-
Choice Activity: What to Say.”
• Individuals are to speak for themselves; there will be no spokespersons for a group.
• Use “I” language when you speak.
• Focus on listening for understanding, not on persuading or trying to get people to move
to your side.
When discussing positions with others, paraphrase what you have heard before you
respond or add your perspective.