Most traditional conflict theories treat conflicts like static puzzles-fixed pieces that simply need to be rearranged. But Finnish scholar Raimo Vayrynen challenged this assumption in 1991, arguing that conflicts are inherently dynamic. Issues evolve, actors change, power shifts, and interests transform over time. His conflict transformation framework offers a systematic way to understand and engage with these changes, moving beyond simple conflict resolution toward genuine transformation.
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Why conflicts need a dynamic theory
Vayrynen observed that conventional conflict theory assumes parties, issues, and interests remain constant. Peacebuilders then work within these fixed parameters to find solutions. But this approach misses a fundamental reality: conflicts and their components continuously transform due to social, economic, and political dynamics. A dispute that begins over land rights may evolve into questions about ethnic identity. A conflict between two parties may expand as new actors enter the scene. Power relationships shift as economic conditions change or alliances break down.
This dynamic nature means that conflict transformation-not just resolution-becomes essential for addressing protracted disputes. Rather than seeking quick settlements that may prove unstable, Vayrynen’s framework encourages us to understand how conflicts change and to work with these transformations constructively. He identified conflict as a means for political groups to defend or expand their interests within a given social structure, making it both instrumental and structural in nature.
The four types of conflict transformation
Vayrynen proposed four key types of transformation that occur in conflicts. Each addresses different dimensions of the conflict system, and understanding all four provides a comprehensive framework for analysis and intervention.
Actor transformation
Actor transformation involves changes within existing parties or the emergence of entirely new actors in the conflict. This can happen in several ways. Internal changes might occur as leadership shifts, organizational structures evolve, or groups moderate their positions. New parties may enter when previously excluded groups mobilize or when external actors become involved.
The Israeli-Palestinian conflict illustrates actor transformation clearly. For years, Israel refused to recognize the Palestine Liberation Organization as a legitimate negotiating partner. When this changed, it represented a significant actor transformation in the conflict dynamic. Similarly, when the PLO supported Iraq in the Gulf War, it was temporarily excluded from negotiations, and new Palestinian organizations entered the process instead.
Actor transformation also occurs when movements transition from armed struggle to political participation. In Angola’s civil war, the National Union for the Total Independence of Angola (UNITA) eventually transformed from a guerrilla movement into a legitimate political party following the death of its leader Jonas Savimbi, fundamentally altering the conflict landscape.
Issue transformation
Issue transformation refers to changes in the conflict agenda-what the parties are actually fighting about. This goes beyond simply reframing positions; it involves finding common ground or redefining what matters. Sometimes surface issues mask deeper concerns, and transformation involves bringing these underlying issues into focus. Other times, addressing root causes requires political changes within the parties themselves.
Issue transformation can be intentional, as when conflicting parties deliberately work to redefine their dispute in terms that allow for cooperation. Egyptian President Anwar Sadat’s historic visit to Israel’s Knesset in 1977 exemplified intentional transformation, shifting the conflict from absolute enmity toward possibilities for peace. The visit didn’t resolve all issues, but it transformed how both sides understood their relationship and what solutions might be possible.
Unintentional issue transformation also occurs as social, economic, or political conditions evolve. A conflict initially about resource distribution may transform into one about political representation as marginalized groups gain voice and organization.
Rule transformation
Rule transformation changes the norms, laws, and informal rules that govern how parties interact during conflict. These rules shape acceptable behavior, communication patterns, and the boundaries of legitimate action. When rules transform, the very nature of engagement shifts.
In Afghanistan, there was an attempt at rule transformation when the Loya Jirga-a traditional grand assembly-was convened to establish new governance norms. Though ultimately unsuccessful in that instance, it represented an effort to change the rules governing the conflict by drawing on traditional decision-making structures.
Rule transformation often involves establishing new frameworks for interaction. Ceasefire agreements, codes of conduct, or third-party mediation mechanisms all represent rule transformations. In Angola, the Bicesse Accord established multiparty democracy rules and power-sharing arrangements, fundamentally changing how political power would be contested going forward.
Structural transformation
Structural transformation is the most significant and far-reaching type. It reshapes the entire structure of relationships, power distribution, and the social, economic, or political systems in which conflict is embedded. This might involve changes in governance systems, economic arrangements, or fundamental power relationships between groups.
Vayrynen emphasized that structural transformation fundamentally alters the conflict through new power distributions, changes in interdependence, or shifts in isolation between parties. When Cold War dynamics ended, many regional conflicts experienced structural transformation as superpower support evaporated and local actors had to reconfigure their relationships and strategies.
Structural transformation often proves difficult because it requires changing deeply embedded systems. However, it can also be the most durable pathway to peace when successful. In South Africa, the transition from apartheid to multiracial democracy represented profound structural transformation-not just changing leaders or policies, but fundamentally reorganizing power relationships and governance structures.
How transformations work together
These four transformation types don’t occur in isolation. Often, change in one dimension triggers or requires changes in others. Actor transformation may necessitate rule transformation to accommodate new parties. Structural transformation typically involves shifts in all other dimensions as relationships, norms, and issues realign around new power configurations.
Understanding these interconnections helps explain why partial transformations sometimes fail. Changing actors without addressing underlying structural inequalities may simply shift who controls an unjust system. Similarly, attempting structural transformation without actor or rule transformation may create instability as old patterns persist within new frameworks.
The dynamic interplay between transformation types also means interventions can start at different points. Sometimes engaging new actors opens space for broader change. Other times, incremental rule transformation builds trust that eventually enables structural shifts. Context determines which entry points prove most productive.
Practical implications for peacebuilding
Vayrynen’s framework offers several practical insights for those working on conflicts. First, it reminds us that settlements negotiated without addressing transformation may prove fragile. If underlying structures, rules, actors, or issues continue evolving, agreements based on static assumptions quickly become outdated.
Second, the framework encourages attention to multiple levels simultaneously. Effective conflict transformation requires working on several dimensions-not just bringing parties to the table, but also examining what structural factors perpetuate conflict, what rules govern their interaction, and how issues are framed and might be reframed.
Third, understanding transformation as dynamic helps peacebuilders recognize opportunities. Changes that seem destructive-like the fracturing of a rebel movement or the entry of new actors-might actually create openings for transformation if engaged skillfully. The death of a hardline leader, while tragic, sometimes enables actor transformation as more moderate voices emerge.
Finally, the framework highlights that transformation can be intentional or unintentional. Proactive efforts to facilitate transformation in constructive directions become crucial. Rather than simply reacting to conflict dynamics, peacebuilders can work to shape how transformations unfold-encouraging inclusive actor transformation, helping parties reframe issues productively, building new rules for engagement, and supporting structural changes that address root causes of conflict.
What do you think? When you consider ongoing conflicts, which type of transformation seems most urgent-changing who’s involved, what they’re fighting about, how they interact, or the underlying structures that fuel the dispute? How might working simultaneously on multiple transformation types create opportunities that focusing on just one dimension would miss?
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