07/08/2026
NEJ MEDIA NEWS
TWO-DAY TRAINING PROGRAMME FOR RELIGIOUS LEADERS ON CONFLICT AND TRAUMA HEALING OFFICIALLY FLAGGED OFF IN TARABA STATE
Jalingo, Taraba State — August 7, 2026
A two-day training programme for religious leaders on Conflict and Trauma Healing has officially commenced in Taraba State, bringing together approximately 25 Christian and Muslim religious leaders for learning, dialogue, peacebuilding, and trauma-healing activities.
The programme was organized by ICIPH, in conjunction with FAP and WCC, with Taraba State honoured as the first state in Nigeria where the programme was officially flagged off.
OPENING PRAYER
The training commenced with an opening prayer, during which participants were given a few minutes to collectively pray in faith, setting the tone for a peaceful and impactful programme.
CHRISTIAN AND MUSLIM LEADERS PARTICIPATE
The training brought together approximately 25 participants from both Christian and Muslim communities.
Participants introduced themselves, creating an atmosphere of openness, unity, mutual respect, and understanding across religious lines.
OBJECTIVES OF THE TRAINING
The training is designed to equip religious leaders with knowledge and practical skills to respond effectively to conflict and its consequences.
Key objectives include:
- Promoting Peaceful Dialogue: Creating a platform for Christian and Muslim religious leaders to engage in peaceful discussions and decision-making.
- Promoting Conflict Transformation: Equipping religious leaders with practical skills in conflict mediation and transformation.
- Supporting Trauma Healing: Providing knowledge and approaches for social and emotional support for people affected by conflict.
- Strengthening Community Resilience: Building the capacity of community leaders and communities to respond to conflict and its consequences.
- Advocacy and Lobbying: Equipping religious leaders with advocacy and lobbying skills to positively influence government and institutions.
EXPECTED OUTCOME
At the end of the training, participants are expected to have a better understanding of conflict and its dynamics, respond appropriately to conflict situations, promote peaceful coexistence, and contribute effectively to peacebuilding and trauma healing within their communities.
FIRST PRESENTATION: UNDERSTANDING CONFLICT
The first presentation focused on “Understanding Conflict: Causes, Types, Dynamics and Transformation.”
The presentation examined conflict from three major perspectives:
1. Traditional View (1930–1940)
The traditional view regarded conflict as bad and something that should be avoided.
2. Human Relations View (1940–1970)
This perspective viewed conflict as a natural occurrence within groups and organizations. It recognized that conflict cannot always be avoided and can reveal the true state of relationships and events within an organization.
3. Modern View (1970–Present)
The modern perspective recognizes that conflict can potentially be positive and constructive. Properly managed conflict can encourage creativity, effectiveness, and the identification of strengths and weaknesses within groups and organizations.
WHAT IS CONFLICT?
Conflict was defined as a difference of opinions, ideas, interests, or ways of looking at the world.
Conflict occurs when two or more parties experience disagreement or differences in interests, opinions, ideas, or perceptions.
TYPES OF CONFLICT
The presentation identified two major types:
Intra-Conflict: Conflict occurring within an organization or group.
Inter-Conflict: Conflict occurring between two or more organizations or groups.
STAGES OF CONFLICT
Participants were introduced to the different stages through which conflict may progress:
1. Latent Stage
2. Escalation Stage
3. Crisis/War
4. Post-Crisis/Violence
UNDERSTANDING VIOLENCE
The training highlighted that violence can emerge when conflict escalates and is not properly managed or transformed.
Two major forms of violence were discussed:
Direct Violence: Visible violence that may involve physical attacks or harm.
Cultural and Structural Violence: Forms of violence embedded in cultural practices, beliefs, systems, structures, and institutions.
CONFLICT MANAGEMENT, NEGOTIATION AND MITIGATION
Conflict Management involves handling and controlling conflict in ways that prevent it from escalating into violence.
Conflict Negotiation involves bringing conflicting parties into dialogue and discussion with the aim of reaching an acceptable understanding or agreement.
Conflict Mitigation involves measures taken to reduce the intensity or impact of conflict.
CONFLICT TRANSFORMATION
The training emphasized that conflict transformation goes beyond conflict management and mitigation.
It seeks sustainable peace and justice by addressing the underlying causes of conflict. Rather than simply managing the effects of conflict, transformation seeks to address problems from their roots.
Conflict transformation is important because it:
1. Tackles the root causes of conflict.
2. Builds long-term peace.
3. Focuses on transforming people and relationships.
4. Creates opportunities for victims to become peacebuilders.
PEACEBUILDING
Peacebuilding was presented as a deliberate effort to:
- Address the root causes of conflict.
- Build and strengthen relationships.
- Prevent the occurrence or recurrence of violence.
- Promote sustainable peace and justice within communities.
CONCLUSION
The first presentation emphasized that conflict is not necessarily negative. When properly understood, managed, and transformed, conflict can become an opportunity for positive change, creativity, stronger relationships, and improved organizations and communities.
The training further underscores the vital role of religious leaders in conflict prevention, mediation, conflict transformation, peacebuilding, and trauma healing, particularly in communities affected by conflict.
As Christian and Muslim leaders continue to learn and engage together, the programme is expected to strengthen their capacity to become effective agents of peace, reconciliation, healing, and sustainable development within their communities.
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