What are the critical factors for implementing a conflict analysis program?

2 Choose your methods and tools

There are many methods and tools available for conducting a conflict analysis, such as surveys, interviews, focus groups, workshops, observation, mapping, timelines, scenarios, indicators, etc. You need to choose the ones that are most appropriate and feasible for your purpose and scope, as well as for the available resources, time, and data. You also need to ensure that your methods and tools are participatory, inclusive, and diverse, meaning that they involve and represent the perspectives and interests of different groups and stakeholders affected by or influencing the conflict. This will enhance the validity, credibility, and ownership of your analysis.

3 Collect and analyze data

Once you have chosen your methods and tools, you need to collect and analyze data from various sources and types, such as primary (directly from the people involved) and secondary (from existing documents or reports), qualitative (descriptive or narrative) and quantitative (numerical or statistical), objective (based on facts or evidence) and subjective (based on opinions or perceptions), etc. You need to apply a critical and analytical lens to your data, looking for patterns, trends, gaps, contradictions, assumptions, biases, etc. You also need to triangulate your data, meaning that you cross-check and verify your findings from different sources, methods, or perspectives.

4 Communicate and apply results

The final step of your conflict analysis is to communicate and apply your results in a clear, concise, and relevant way. You need to tailor your communication to your audience, such as your colleagues, managers, partners, donors, beneficiaries, etc., and use appropriate formats, such as reports, presentations, briefings, infographics, etc. You also need to ensure that your communication is transparent, honest, and respectful, acknowledging the limitations, uncertainties, and sensitivities of your analysis. Moreover, you need to apply your results to inform and improve your staff development interventions, such as your goals, strategies, activities, indicators, etc., and to monitor and evaluate their outcomes and impacts on the conflict.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?