ti on                             a                       fo rm                rans              tT     n flicCo          ...
Transformation?   Background   Peace and justice   Right relationships   Social structures   Radical respect for huma...
Added characteristics           Two verifiable realities1. Conflict is normal in human  relationships2.Conflict is a moto...
Transformation   Conflicts – what happens   Metaphor of Topography – peaks and    valleys   Tendency to view conflict b...
Look and See   Conflict Transformation is a way of    looking as well as seeing   No one lens can bring everything into ...
Lenses of Conflict Transformation   The immediate situation   Underlying patterns and context   A conceptual framework...
Transformation Framework   Content   Context   Structure of Relationships               Knowledge Management: Conflict ...
Definition      by John Paul Lederach   CT is to envision and respond to the    ebb and flow of social conflict as life  ...
Body map = CT        Knowledge Management: Conflict        Transformation-01 -Munas Kalden   9
HEADRefers to the conceptual view of theconflict, how we think about andtherefore prepare to approach conflict.In the head...
In the definition we use the word envision as an activeverb. It requires an intentional perspective and attitude, awilling...
HEART   Centre of the life of the human body.   Centre of our emotions, intuitions and    spiritual life. This is a plac...
Two ideas form such a centrefor CT.   1.Human relationships    (are central, have visible dimensions    that are less vis...
2.Life giving opportunities:   Conflict is an opportunity, a gift .Life    gives us conflict, it is a natural part    of ...
In sum,   conflicts are motor of change, that    keeps relationships and social    structures honest, alive and    dynami...
HANDS   Hands are part of our body that can touch, feel and    affect shape that things take, Hands brings close to    pr...
LEGS AND FEET   These what touch the ground, where all    our journeys hit the road. Like the    hands, this is a point o...
Change goals in CT   PERSONAL LEVEL: Minimize destructive    effects of social conflict and maximize the    potential for...
   STRUCTURAL: Understand and address    root causes and social conditions that give    rise to violent and other harmful...
CT is about…………………   Promote nonviolent mechanisms that reduce    adversarial confrontation and that minimize    and ulti...
   Cultural: Identify and understand the    cultural patterns that contribute to the    rise of violent conflict.   Iden...
Developing capacities   Develop a capacity to SEE presenting    issues as a window   Develop a capacity to integrate mul...
Connecting Resolution &Transformation         Guiding Questions    R -How do we end something not               desired? T...
Comparison of Perspective            Resolution                  Transformatio            Perspective                 n Pe...
The                 Achieve an           Promote                    agreement and        constructivePurpose              ...
Time Frame   The horizon is             The horizon for                                        change is mid to           ...
The Big picture of Conflict TransformationInquiry 1:                                                         Inquiry 2:The...
Transformational Platform                            Episodes: Issues, Content, Controversy                             Ex...
Integrated Framework for Peacebuilding                    System            Root causes                                   ...
   WHO ARE WE?                                                               PublicRe-story                              ...
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Munas kalden conflict transformation- an introduction

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  • 08/29/12
  • Munas kalden conflict transformation- an introduction

    1. 1. ti on a fo rm rans tT n flicCo Munas Kalden UNDP, Ampara munas.kalden@undp.org
    2. 2. Transformation? Background Peace and justice Right relationships Social structures Radical respect for human rights (needs) Non violence as way of life Value laden, airy fairy, too idealistic ? Knowledge Management: Conflict Transformation-01 -Munas Kalden 2
    3. 3. Added characteristics  Two verifiable realities1. Conflict is normal in human relationships2.Conflict is a motor of change Knowledge Management: Conflict Transformation-01 -Munas Kalden 3
    4. 4. Transformation Conflicts – what happens Metaphor of Topography – peaks and valleys Tendency to view conflict by focusing on the immediate problems Knowledge Management: Conflict Transformation-01 -Munas Kalden 4
    5. 5. Look and See Conflict Transformation is a way of looking as well as seeing No one lens can bring everything into focus Need multiple lenses to see different aspects “If all you have is a hammer, all you see Knowledge Management: Conflict are nails” Transformation-01 -Munas Kalden 5
    6. 6. Lenses of Conflict Transformation The immediate situation Underlying patterns and context A conceptual framework Who is washing the dishes tonight? Knowledge Management: Conflict Transformation-01 -Munas Kalden 6
    7. 7. Transformation Framework Content Context Structure of Relationships Knowledge Management: Conflict Transformation-01 -Munas Kalden 7
    8. 8. Definition by John Paul Lederach CT is to envision and respond to the ebb and flow of social conflict as life giving opportunities for creating constructive change processes that reduce direct violence, increase justice in direct interaction and social structures and respond to real life problems in human relationships. Knowledge Management: Conflict Transformation-01 -Munas Kalden 8
    9. 9. Body map = CT Knowledge Management: Conflict Transformation-01 -Munas Kalden 9
    10. 10. HEADRefers to the conceptual view of theconflict, how we think about andtherefore prepare to approach conflict.In the head, we find attitudes,perceptions and orientations that webring to creative conflict transformation. Knowledge Management: Conflict Transformation-01 -Munas Kalden 10
    11. 11. In the definition we use the word envision as an activeverb. It requires an intentional perspective and attitude, awillingness to create and nurture a horizon that providesdirection and purpose.Foundations of Transformational perspectivesA capacity to envision conflict as a positive phenomenonthat creates potential for constructive growthA willingness to respond in ways that maximizes thispotential for positive change Knowledge Management: Conflict Transformation-01 -Munas Kalden 11
    12. 12. HEART Centre of the life of the human body. Centre of our emotions, intuitions and spiritual life. This is a place that we go out and return for guidance, sustenance and direction. Heart provides a starting and a returning point. Knowledge Management: Conflict Transformation-01 -Munas Kalden 12
    13. 13. Two ideas form such a centrefor CT. 1.Human relationships (are central, have visible dimensions that are less visible) Knowledge Management: Conflict Transformation-01 -Munas Kalden 13
    14. 14. 2.Life giving opportunities: Conflict is an opportunity, a gift .Life gives us conflict, it is a natural part of human experience. Conflict also creates life, through conflict, we respond, innovate and change. Knowledge Management: Conflict Transformation-01 -Munas Kalden 14
    15. 15. In sum, conflicts are motor of change, that keeps relationships and social structures honest, alive and dynamically responsive to human needs, aspirations and growth. Knowledge Management: Conflict Transformation-01 -Munas Kalden 15
    16. 16. HANDS Hands are part of our body that can touch, feel and affect shape that things take, Hands brings close to practice. two terms that arise from this:1. Constructive: have two meanings: root is a verb; to build, shape and form.2. Second an adjective: to be a positive force. Transformation contains both these. It seeks to understand , not negate or avoid. Greater understanding Knowledge Management: Conflict on the underlying relational and 16 structural patterns. Transformation-01 -Munas Kalden
    17. 17. LEGS AND FEET These what touch the ground, where all our journeys hit the road. Like the hands, this is a point of action, where thought and heart beat translate into response, direction and momentum. Knowledge Management: Conflict Transformation-01 -Munas Kalden 17
    18. 18. Change goals in CT PERSONAL LEVEL: Minimize destructive effects of social conflict and maximize the potential for growth and well-being in the person as an individual human being at physical, emotional, intellectual and spiritual levels. RELATIONAL: minimize poorly functioning communication and maximize understanding. Bring out and work with fears and hopes related to emotions and interdependence in Knowledge Management: Conflict 18 the relationships.Transformation-01 -Munas Kalden
    19. 19.  STRUCTURAL: Understand and address root causes and social conditions that give rise to violent and other harmful expressions of conflict. CULTURAL: Identify and understand the cultural patterns that give rise to violent expression of conflict. Identify and build upon resources and mechanisms within a cultural setting for constructively responding to and handling conflict Knowledge Management: Conflict Transformation-01 -Munas Kalden 19
    20. 20. CT is about………………… Promote nonviolent mechanisms that reduce adversarial confrontation and that minimize and ultimately eliminate violence. Foster and development of structures to meet basic human needs and to maximize participation of people in decision that affect their lives. Knowledge Management: Conflict Transformation-01 -Munas Kalden 20
    21. 21.  Cultural: Identify and understand the cultural patterns that contribute to the rise of violent conflict. Identify and build upon resources and mechanisms within a cultural setting for constructive responding to and handling of conflicts. Knowledge Management: Conflict Transformation-01 -Munas Kalden 21
    22. 22. Developing capacities Develop a capacity to SEE presenting issues as a window Develop a capacity to integrate multiple time frames Develop a capacity to pose the energies of conflict as dilemmas Develop a capacity to make complexity a friend, not a foe DC to hear and engageConflict voices of Knowledge Management: the identity Transformation-01 -Munas Kalden 22
    23. 23. Connecting Resolution &Transformation Guiding Questions R -How do we end something not desired? T – How do we end something not desired and build something we do desire? Knowledge Management: Conflict Transformation-01 -Munas Kalden 23
    24. 24. Comparison of Perspective Resolution Transformatio Perspective n PerspectiveThe Key How do we How do we endQuestion end something something not desired and build not desired? something desired?The Focus Content Relationship centered oriented Management: Conflict Knowledge Transformation-01 -Munas Kalden 24
    25. 25. The Achieve an Promote agreement and constructivePurpose solution to the change presenting processes, problem creating inclusive of, but the crisis not limited to, immediate solution theDevelopmen Embedded and Envisions built around the presenting problemt of the as an opportunity for immediacy of the Conflictprocess Knowledge Management: response to relationship Transformation-01 -Munas Kalden symptoms and 25
    26. 26. Time Frame The horizon is The horizon for change is mid to short-term long range and is relief to pain, intentionally crisis anxiety and responsive rather difficulties than crisis drivesView of It envisions the Envisions conflictConflict need to de- as an ecology that is relationally escalate dynamic with ebb conflict and flow Knowledge Management: Conflict processes -Munas Kalden Transformation-01 26
    27. 27. The Big picture of Conflict TransformationInquiry 1: Inquiry 2:The presenting Situation The Horizon of the future Issue Issue Solutions Patterns Relationships Patterns History Systems Personal Relational Episode Cultural Epicenter Structural Inquiry 3: The Development of Change Processes Knowledge Management: Conflict Transformation-01 -Munas Kalden 27
    28. 28. Transformational Platform Episodes: Issues, Content, Controversy Expressed in Discrete Time (Crisis) * * * * Epicenter:Relational context & Patterns visible over time Platform: Base for Creating Processes Responsive Future Past to Immediate issues and Deeper Patterns Knowledge Management: Conflict Transformation-01 -Munas Kalden 28
    29. 29. Integrated Framework for Peacebuilding System Root causes Vision What r the root causes of the crisis What r the social Structures & relatio.we desire SubsystemLevel of Response Conflict Transformation How do we get from crisis to desired change Relationships Crisis Management Prevention How do we prevent the crisis How do we manage the immediate crises? from recurring Issues Preparing Design of Social Desired Future Crisis Intervention and training. Change Knowledge Management: Conflict Transformation-01 -Munas Kalden 29 Timeframe of activity
    30. 30.  WHO ARE WE? PublicRe-story Truth Telling Renegotiate Identity RestorativeCollective Healing Justice Narrative Remembered LivedHistory Lived history Re ecent events R History Knowledge Management: Conflict Transformation-01 -Munas Kalden 30

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