Peace Education
Learning about peace,
conflict resolution and non-violence as a method of resistance and communication was one of the main goals of the AllinPeace festival. Peace education provided an opportunity for youth from conflict areas to come together and work and befriend those who were often viewed as the "enemy" or from a region of conflict and violence. Working with others from around the world enabled the youth to transcend the problems in their local communities and enter a safe zone where they could work, reflect and grow in an environment that was new and welcoming. High and low context cultures learned to communicate in a manner that surpassed local and national boundaries and opened up new avenues of expression, dialogue and nonverbal communication.
One of the most successful attributes of the AllinPeace" festival was the ability for multicultural/ intercultural communication and dialogue to take place. Through sports, art and music youth from around the globe learned about each others daily lives, hardships, dreams and hopes. Competing in a manner that did not stress winning, but rather team work, enabled the youth to adopt diverse traditions and practices from their peers, while engaging in creative and new ways of competition and expression.
Through empowerment, leadership skills were demonstrated by each youth in different ways. Whether it was through leading a group or being a group player, leadership skills and teamwork skills were integrated as a strong and positive value both in the ancient games and during the AllinPeace festival. Each youth participant learned the values of trust, honesty, commitment, dedication and love. In leading and working with others from different ethnic and religious backgrounds new relationships and friendships were formed. On Palestinain stated that the festival had taught him how to be a better leader and how to work with those he had not trusted in the past, such as Israelis.
Values such as love, compassion, trust and goodwill were also displayed throughout the festival. Each youth learned the importance of such values and how such values help to create a more loving, safe and peaceful environment. Through the mechanism of equality each youth began to see themselves as one among many, thus a citizen of the world, rather then someone who is alone or isolated from society and humanity. Humanizing of the other broke down stereotypes and enabled the children to willingly embrace new relationships and perspectives towards the other.
New Perspectives on Conflict Resolution
Peace Education - Dealing With Conflict
Conflict occurs when individuals or groups are not obtaining what they need or want and are seeking their own self-interest. Sometimes the individual is not aware of the need and unconsciously starts to act out. Other times, the individual is very aware of what he or she wants and actively works at achieving the goal.
About conflict:
• Conflict is inevitable;
• Conflict develops because we are dealing with people's lives, jobs, children, pride, self-concept, ego and sense of mission or purpose;
• Early indicators of conflict can be recognized;
• There are strategies for resolution that are available and DO work;
• Although inevitable, conflict can be minimized, diverted and/or resolved.
Beginnings of conflict:
• Poor communication
• Seeking power
• Dissatisfaction with management style
• Weak leadership
• Lack of openness
• Change in leadership
Conflict indicators:
• Body language
• Disagreements, regardless of issue
• Withholding bad news
• Surprises
• Strong public statements
• Airing disagreements through media
• Conflicts in value system
• Desire for power
• Increasing lack of respect
• Open disagreement
• Lack of candor on budget problems or other sensitive issues
• Lack of clear goals
• No discussion of progress, failure relative to goals, failure to evaluate the superintendent fairly, thoroughly or at all.
Conflict is destructive when it:
• Takes attention away from other important activities
• Undermines morale or self-concept
• Polarizes people and groups, reducing cooperation
• Increases or sharpens difference
• Leads to irresponsible and harmful behavior, such as fighting, name-calling
Conflict is constructive when it:
• Results in clarification of important problems and issues
• Results in solutions to problems
• Involves people in resolving issues important to them
• Causes authentic communication
• Helps release emotion, anxiety, and stress
• Builds cooperation among people through learning more about each other;
• joining in resolving the conflict
• Helps individuals develop understanding and skills
Techniques for avoiding and/or resolving (board-superintendent) conflict:
• Meet conflict head on
• Set goals
• Plan for and communicate frequently
• Be honest about concerns
• Agree to disagree - understand healthy disagreement would build better decisions
• Get individual ego out of management style
• Let your team create - people will support what they help create
• Discuss differences in values openly
• Continually stress the importance of following policy
• Communicate honestly - avoid playing "gotcha" type games
• Provide more data and information than is needed
• Develop a sound management system
Elements of a strong, healthy working partnerships:
• Full disclosure
• Frequent two-way communication
• Careful planning
• Informal interaction
• Periodic evaluation
• Mutual support
Courageous decision controversies:
The controversies usually involve:
• Changes in the way "we've always done things"
• Notions of fundamental values
• Determined, articulate advocates for every side
• Inability to compromise
• Rampant rumors
• Threats of retaliation at the polls at the next bond, levy or school
• Board election
Resolving Conflict
Searching for the causes of conflict is essential to be successful in resolving the conflict. Nine possible causes of conflict include:
• Conflict with self
• Needs or wants are not being met
• Values are being tested
• Perceptions are being questioned
• Assumptions are being made
• Knowledge is minimal
• Expectations are too high/too low
• Personality, race, or gender differences are present
Reaching Consensus through Collaboration
Groups often collaborate closely in order to reach consensus or agreement. The ability to use collaboration requires the recognition of and respect for everyone's ideas, opinions, and suggestions. Consensus requires that each participant must agree on the point being discussed before it becomes a part of the decision. Not every point will meet with everyone's complete approval. Unanimity is not the goal. The goal is to have individuals accept a point of view based on logic. When individuals can understand and accept the logic of a differing point of view, you must assume you have reached consensus.
Follow these guidelines for reaching consensus:
• Avoid arguing over individual ranking or position. Present a position as logically as possible.
• Avoid "win-lose" statements. Discard the notion that someone must win.
• Avoid changing of minds only in order to avoid conflict and to achieve harmony.
• Avoid majority voting, averaging, bargaining, or coin flipping. These do not lead to consensus. Treat differences of opinion as indicative of incomplete sharing of relevant information, keep asking questions.
• Keep the attitude that holding different views is both natural and healthy to a group.
• View initial agreement as suspect. Explore the reasons underlying apparent agreement and make sure that members have willingly agreed.