Conflict transformation and peacebuilding are essential skills for decision-makers who want to address complex and dynamic situations. In this article, you will learn how to assess the root causes of a conflict before making a decision, and how to apply some practical tools and frameworks to facilitate positive change.
Conflict transformation is a process of engaging with and transforming the relationships, interests, discourses, and structures that are involved in a conflict. It aims to create constructive outcomes that enhance the well-being and dignity of all parties, and prevent the recurrence or escalation of violence. Conflict transformation is not a one-time event, but a long-term and holistic approach that requires continuous learning and adaptation.
What has been helpful for me is reverse engineering the situation. Work your way backward. Listen intently to those involved at an individual level. Then if the situation warrants it, reiterate it together in a group reflecting your understanding without giving specific names. From there, I like to hear what the individuals would like to happen from the situation and any recommendations for progress. Another meeting is then set up to go over an action plan. This process is over multiple sessions, as I have rarely seen it resolved all at once when various parties are involved, and emotions are high.
Decision-making in conflict situations is challenging and risky. You may face multiple and competing demands, uncertainties, ethical dilemmas, and power imbalances. If you do not understand the root causes of the conflict, you may make decisions that worsen the situation, or miss opportunities to create positive change. By applying conflict transformation principles and methods, you can improve your decision-making process and outcomes, and contribute to building peace and justice.
Having to make a decision while in a conflict situation is also highly emotionally charged, likely for all parties. While under stress, there is a tendency to make a decision quickly to get away from the stress. Same is true in a conflict situation. Making a decision quickly may be necessary, but it should be done from an objective basis than an emotional one.
To assess the root causes of a conflict, a comprehensive and participatory analysis is necessary. This involves defining the scope and boundaries of the conflict, identifying the main actors and stakeholders, collecting and verifying data and information from multiple sources and perspectives, analyzing the data and information using various tools and frameworks, identifying and prioritizing the root causes of the conflict, and validating and communicating the findings and recommendations with the relevant actors and stakeholders. This process allows for a better understanding of the underlying factors that drive and sustain the conflict, and that need to be addressed to achieve a lasting resolution.
Two factors will impact your ability to assess the root causes: 1) Time and 2) Your assumptions. Time - know how much time you have to assess the root cause. What is the criticality of the decision versus the window of opportunity to influence the outcome. There is a balance as well. Rushing to a decision without thinking through the cause may lead to a poor decision. Similarly, taking too long to analyze will impact the effectiveness of the decision. Assumptions - as with any analysis, verifying your assumptions is often overlooked as they may be blind to you. They always shape how we view situations. Anytime you base an analysis or decision on poor assumptions, the outcome is likely to be poor as well.
Once you have assessed the root causes of a conflict, you can use the findings to inform and improve your decision-making process and outcomes. To do this, you should define the problem and goal of your decision, generate and evaluate possible options and alternatives, identify and address potential risks and opportunities, and design and implement your decision in a way that is sensitive, inclusive, and responsive to the context and the needs of the parties involved. Additionally, you should monitor and evaluate the results and effects of your decision, and adjust and adapt your actions as needed.
Conflict transformation and peacebuilding are dynamic and evolving skills that require constant learning and improvement. To do this, you should practice and apply your skills in real or simulated situations, and reflect on your experiences and outcomes. Additionally, seek feedback and guidance from mentors, peers, or experts who have more experience or knowledge in the field. You should also look for resources and opportunities to expand your knowledge and understanding of conflict transformation and peacebuilding theories, concepts, tools, and practices. Finally, find networks and communities of practice that can provide you with inspiration, collaboration, and learning.