How do you handle emotions and conflicts of interest in environmental conflict resolution?

1 Understand the sources of emotions

Emotions are natural and inevitable in any human interaction, particularly when it comes to contentious issues such as land use, resource management, or environmental justice. These emotions can be positive or negative, and they can have a great impact on how people perceive, communicate, and behave in ECR. Common sources of emotions in ECR include personal values, beliefs, and identities that are challenged by others; past experiences, traumas, or grievances that affect trust and relationships; the uncertainty, ambiguity, or complexity of the problem and process; fear, anger, frustration, or resentment toward other parties or the facilitator; and hope, optimism, passion, or compassion for the cause or the outcome. As a facilitator, it is important to recognize these sources of emotion and acknowledge them as valid. Additionally, it is necessary to create a safe and respectful space for people to express and manage their emotions without causing harm to themselves or others.

2 Address the conflicts of interest

Conflicts of interest are situations where a party has a personal or professional interest that may compromise their impartiality, objectivity, or fairness in ECR. These conflicts can be real or perceived and can have a detrimental effect on the credibility, legitimacy, and effectiveness of the process and the outcome. Common types of conflicts of interest in ECR include financial interests that may benefit or harm a party or a third party, relational or social interests that may favor or disadvantage a party or a third party, ideological or moral interests that may align or clash with a party or a third party, and institutional or organizational interests that may constrain or influence a party or a third party. As a facilitator, it is important to address these conflicts of interest and disclose them early on. Furthermore, clear and transparent rules and procedures for dealing with conflicts of interest such as recusal, disclosure, consent, or mitigation should be established.

3 Apply the principles of ECR

As a facilitator, the ECR process is based on a set of principles that guide the behavior and attitude of all parties involved. These principles are inclusiveness, voluntariness, self-determination, fairness, accountability, and creativity. It is your responsibility to ensure that these principles are applied and followed throughout the process and outcome. You must also monitor and evaluate the process and the outcome, providing feedback and support to the parties. This will help to ensure that all relevant and affected parties have a voice and a stake in the process, that they participate willingly and freely, that they have autonomy to make their own decisions and agreements, that the process and outcome are equitable, balanced, and respectful of rights and interests of all parties, that they are responsible for their actions and commitments, and that the process is flexible, adaptive, and innovative.

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?