conflict transformation 2012 rey ty

Conflict Transformation

© 2012 Rey Ty


“Conflict is normal in human relationships, and conflict is a motor of change” (p. 4 & 5).

© 2012 Rey Ty

Conflict Transformation“The lens of conflict

transformation show• the immediate situation• underlying patterns and

context• a conceptual framework” (p.

11).

© 2012 Rey Ty


“Frameworks address•content•context

•structure of relationships” (p. 12)

© 2012 Rey Ty

Conflict Transformation• Definition: “Conflict transformation

is to envision and respond to the ebb and flow of social conflict as

life-giving opportunities for creating constructive change

processes that reduce violence, increase justice in direct

interaction and social structures, and respond to real-life problems in human relationships” (p. 14).

© 2012 Rey Ty

Conflict Transformation“A transformational perspective is

built upon two foundations:• a capacity to envision conflict

positively, as a natural phenomenon that creates potential for constructive growth, and

• a willingness to respond in ways that maximize this potential for positive change” (p. 15).

© 2012 Rey Ty


• “A transformational approach recognizes that conflict is a normal and continuous dynamic within human relationships” (p. 15).

© 2012 Rey Ty

Conflict Transformation• “A transformational

approach seeks to understand the particular episode of conflict not in isolation, but as embedded in the greater pattern” (p. 16).

© 2012 Rey Ty

Conflict Transformation• “…rather than seeing

conflict as a threat, we can understand it as providing opportunities to grow and to increase understanding of ourselves, of others, of our social structures” (p. 18).

© 2012 Rey Ty

Conflict Transformation• “Rather than seeing peace

as a static ‘end-state,’ conflict transformation views peace as a continuously evolving and developing quality of relationship” (p. 20).

© 2012 Rey Ty

Conflict Transformation• Definition: “Conflict transformation

is to envision and respond to the ebb and flow of social conflict as

life-giving opportunities for creating constructive change

processes that reduce violence, increase justice in direct

interaction and social structures, and respond to real-life problems in human relationships” (p. 22).

© 2012 Rey Ty


“Conflict impacts uspersonally, relationally, structurally,

culturally” (p. 23).© 2012 Rey Ty


•“Change must be viewed descriptively and prescriptively” (p. 24).

© 2012 Rey Ty

Conflict Transformation• “As an analytic framework,

then, transformation seeks to understand social conflict, as it emerges from and produces changes in the personal, relational, structural, and cultural dimensions of human experiences” (p. 26).

© 2012 Rey Ty


•p. 27 scan

© 2012 Rey Ty


• “Transformation’s guiding question is this: How do we end something not desired and build something we do desire” (p. 30).

© 2012 Rey Ty


•“Transformation addresses both the episode and the epicenter of conflict” (p. 31).

© 2012 Rey Ty

(p. 33) Conflict Resolution


The key question

How do we end some-thing not desired?

How do we end some-thing destructive & build something desired?

© 2012 Rey Ty



The focus

Content-centered

Relation-ship-centered

© 2012 Rey Ty



The purpose

To achieve an agreement & solution to the presenting problem creating the crisis.

To promote constructive change processes, inclusive of, but not limited to, immediate solutions.© 2012 Rey Ty



The develop-ment of the process

It is embedded & built around the immediacy of the relationship where the symptoms of disruptions appear.

It envisions the presenting problem as an opportunity for response to symptoms & engagement of systems within which relationships are embedded.© 2012 Rey Ty



Time frame

The horizon is short-term relief to pain, anxiety, & difficulties.

The horizon for change is mid- to long-term & is intentionally crisis-responsive rather than crisis-driven.

© 2012 Rey Ty



View of conflict

It envisions the need to de-escalate conflict processes.

It envisions conflict as an ecology that is relationally dynamic with ebb (conflict de-escalation to pursue constructive change) & flow (conflict escalation to pursue constructive change).


• “…the immediacy of the presenting issues, and the energy released as people contend over these issues, defined the ‘episodic’ expression of the conflict ” (p. 36).

© 2012 Rey Ty


•“This approach goes beyond negotiating solutions and builds toward something new” (p. 38).

© 2012 Rey Ty

Conflict Transformation• “Transformation requires

us to reflect on multiple levels and types of change processes, rather than addressing ourselves only to a single operational solution” (p. 38).

© 2012 Rey Ty


• “Such a framework emphasizes the challenge of how to end something not desired and how to build something that is desired” (p. 39).

© 2012 Rey Ty


• “The circle cautions us at each step: going forward too quickly may not be wise. Going backward may create more innovative ways forward. And coming down may create opportunities to build in wholly new ways” (p. 43).

© 2012 Rey Ty


• “At every step, circular thinking makes a practical appeal: Look. See. Adapt. It reminds us that change, like life, is never static. This is the circle portion of a dynamic process-structure” (p. 43).

© 2012 Rey Ty


• “Develop a capacity to make complexity a friend, not a foe” (p. 53).

• “The capacity to live with apparent contradictions & paradoxes lies at the heart of transformation” (p. 53).

© 2012 Rey Ty


• “Develop a capacity to hear & engage the voices of identity” (p. 55).

• “…issues of identity are at the root of many conflicts” (p. 55).

© 2012 Rey Ty


• “Try never to ignore or talk away someone’s perceptions. Instead, try to understand where it is rooted” (p. 58).

© 2012 Rey Ty


• “The narrowness of resolution approaches may solve problems but miss the greater potential for constructive change” (p. 58).

© 2012 Rey Ty

Reference•John Paul Lederach. (2003). The little book of conflict transformation. Intercourse, PA: Good book.

© 2012 Rey Ty

conflict transformation 2012 rey ty

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