Activity: Moving from Analysis to ActionThis is a featured page


Purpose:To introduce a framework to participants how the move from analysis to action can be made when applying the four dimensional approach
To discuss possible action strategies for a conflict that has been analysed before
Participants:4 to 20

Time: How long this process will take depends on the workshop purpose. If the workshop aims at general capacity-building of individuals or organizations, you can keep it shorter, deal with less questions. If the workshop however aims at improving capacity and relevance of conflict transformation/peacebuilding interventions, the process might take a whole day. Go with the dynamic of the group. This process has a high learning potential for participants.

Materials: Flip charts
Marker pens
Note books and pens
Possibly overhead projector and prepared slide
Process: 1. Start by introducing the framework analysis, reflection/sharing/theories of change, action within the four dimensions to participants.

Note: If participants are unfamiliar with the concept of theories of change, you will have to introduce the concept to them as well. Click here for more information.

Choose an interactive way for doing the presentation, e.g. filling the framework with participants (prepare framework sketch on flipchart or overhead slide). For the analysis section, this provides the opportunity to see what has been achieved throughout the workshop. For the other two sections, encourage the ideas of participants with inquisitive questions. Highlight that these steps could be conducted in a participatory manner, involving the stakeholders of conflict and peace processes in the context.

This introduction might take one hour, take it slowly and make sure that participants “own” the framework. Make adaptations if necessary.

2. After the introduction, remind the group of the analysis work that was done before (either a case study or “real” conflict) in order to get participants back into the contents. If this activity comes at the end of the workshop, you will have gone through all the steps and will be able to fill – mentally or actually – the analysis section of the framework for the conflict you have dealt with.

Now, the middle section of the framework shall be worked on in plenary. If you work in a mixed group (more than one organization and context), you can focus on the following questions:
  • What needs to be changed (in the four dimensions)?
  • How can positive changes in the dimensions be brought about?
  • Who are potential agents of change?
Note: If you work with one organization or context and the purpose of the workshop is to improve conflict transformation/peacebuilding engagement or programming consider also:
  • What can our organisations’ role be? In which dimension(s) can/should we engage?
This step could take several hours (especially if you work with groups that want to improve their programming). For mixed groups that should just be introduced to the framework, you can give 90 min. to discussions. The rule is here, however, that you go with the dynamic of the group. If many ideas emerge and discussions are fruitful, give more time. This process has a high learning potential for participants.

3. Now organize participants in groups, if the number of participants allows, form 4 groups. Each group will deal with one dimension and think about:
  • What tools can we use to bring about positive change in this dimension? With which change agent(s) should we work?
  • How could we change attitudes and behaviors and promote healing/resume constructive relations/transform structures and change cultural patterns?
Allow groups to discuss these questions for one hour and then present their findings in plenary. Following, think about how action in the four dimensions could be linked up in order to bring about sustainable change.

Note: If you work with one organization or context and the purpose of the workshop is to improve conflict transformation/peacebuilding engagement or programming work with these questions in groups, possibly focused on one or several dimensions consider these questions:
  • What is your vision of success?
  • Who of the change agents are we best positioned to work with (what is our target group and why)?
  • What tools can we use to bring about positive change?
  • How can we link with others to bring about sustainable change? (in order to tackle all four dimensions)
Note:


Handout(s):
Source(s):chachabooth@gmail.com



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Kenogutu 		Latest page update: made by Kenogutu , Feb 17 2010, 2:04 AM EST (about this update About This Update Kenogutu Edited by Kenogutu

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