“Conflict Is…” is a simple elicitive list tool with some follow-up steps that is excellent to use at the beginning of a conflict transformation training. There are a variety of ways to use this tool.
Set-up
There are a variety of ways to set-up the elicitive list. The simplest is to invite people to think about a conflict they are going through, any conflict. What are the feelings they have? What feelings do they notice in others?
A more complex tool, especially if workshop participants are in the same community conflict context, is to use people sculptures. Have participants form groups to do a sculpture about the conflict, if it is one that is shared, or about conflicts in general. Invite observers to speak out what they notice, then invite the group to express what they were seeking to portray in the sculpture.
The Elicitive List
Then ask participants to list feelings, dynamics or images that emerged in their recollection of their own conflict or in the people sculptures. Many times descriptions of conflict or dynamics are given, and the facilitator might need to encourage more expression of feelings. Drive for feelings!
Once you fill up the flip chart paper or white board with the list, read the list aloud. Ask participants what they notice about the nature of the list. Usually these lists are overwhelmingly, perhaps exclusively, negative. If there are any positive words or phrases (i.e. “learned something,” “patience”), note them specifically. Conflict can include some positive feelings and experiences.
Next Step
- So now what should we do with the list. There are a number of possible ways to take this list to the next step in conflict transformation training. Here are our favorites:
Draw a circle around the whole list. For Christians you can use Colossians 3.17 to talk about doing everything we do, including conflict (!), in Christ. What might that look like? (This tool I learned from Rich Carroll in his wonderful book Is Christ Divided?.) For Muslims you can talk about the very definition of Islam as “submission.” What does it mean to submit how we engage in conflict to Allah?
The Chinese character for “crisis” is made of two characters, “danger” (wei) and “opportunity” (ji). Write “danger” into the list first, noting that every conflict is dangerous, possibly leading to shattered relationship and damaged lives. Then write the other word, “opportunity.” Talk about how every conflict has the opportunity to learn (about ourselves, about others, about issues) and to solve problems. (However, a big caution here. The Chinese isn’t quite so clear as often made out in Western use of this! The best definition of “ji” is “a point where things happen or change, a more neutral term. But the 10th edition of the Chinese dictionary Xinhua Zidian gives a secondary definition coming from this is primary definition as “chance (opportunity), good timing.” There is a Chinese saying 危机与机会并存/机遇与挑战并存, which means “opportunity accompanies crisis/challenge.” Perhaps this concept helped create some of the confusion. I’ve know Chinese folks to argue it both ways. Maybe there is conflict about how “crisis” should be defined! We suggest if you use it you note it’s not quite so simple.)
Some Mennonites have spoke of conflict as Holy Ground. We can contrast the terms battleground and holy ground. Write “Holy Ground” across the middle of the list in a contrasting color. This can lead to a study of the experience of Moses as recorded in Exodus 3 and 4, a topic that can be covered in all the Abrahamic faiths, and is discussed in the Session 3 training video. You can then highlight what we can learn about ourselves (the good things and not so good things), about others (our friends and our enemies), and about God.
You can conclude with a definition of conflict transformation, finding the positives in conflict, finding the Holy Ground, finding the opportunity, bringing our conflict into the core values of our faith. Our simple definition of conflict transformation is “turning a conflict from a negative, destructive experience into a positive constructive experience.” The Institute for Peace Building at Eastern Mennonite University definition: “The Institute understands conflict transformation to involve a range of activities intended to change an existing conflict situation from one of destructive to one of constructive uses of conflict. Rather than striving only for the reduction of conflict, at times transformation may necessitate the use of nonviolent methodologies that initially serve to heighten the conflict, but which ultimately prepare the way for needed change and a just and enduring peace. Conflict transformation methodologies may include conflict analysis, advocacy, and various conflict resolution processes designed to promote negotiated settlement, reconciliation and healing.”