Peacemaking Description
Part of a training package for peacemaking in multi-cultural teams, Peacemaking presents a guide to Biblical conflict resolution in an interesting and user-friendly way. While it is designed as a resource for training in peacemaking, Peacemaking can also be used as a stand-alone guide in individual and organisational settings. Developed in 2009, this training has been used in ten countries to equip dozens of churches and international teams with Biblical principles and practices for effective conflict resolution.
Individual peacemaking begins with moving towards conflict, recognising that God provides us a safe place to deal with conflict while glorifying Him. We then humble ourselves by removing the log from our own eye. After we have reconciled the relationship through repentance and forgiveness, we can then effectively resolve the differences we are experiencing.
Organisational peacemaking is based upon personal reflection where we repent from our sins, forgive our brother, and, when possible, overlook their offense. When it is not possible, conflict resolution moves to the interpersonal level which involves the restoration of the relationship or constructive separation. If this is not successful, leadership becomes involved in the process. If successful resolution of the conflict is still not reached, members involved in the conflict should submit to a final decision made through arbitration.
Individual peacemaking begins with moving towards conflict, recognising that God provides us a safe place to deal with conflict while glorifying Him. We then humble ourselves by removing the log from our own eye. After we have reconciled the relationship through repentance and forgiveness, we can then effectively resolve the differences we are experiencing.
Organisational peacemaking is based upon personal reflection where we repent from our sins, forgive our brother, and, when possible, overlook their offense. When it is not possible, conflict resolution moves to the interpersonal level which involves the restoration of the relationship or constructive separation. If this is not successful, leadership becomes involved in the process. If successful resolution of the conflict is still not reached, members involved in the conflict should submit to a final decision made through arbitration.
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