1. BUILDING A BETTER WORLD, WITH A CULTURE OF PEACE
A VISION WITH HUMANE VALUES AND PRACTICAL IMPLEMENTATION

2. A CONCEPTUAL MAP
What is a Conceptual Map? This is a question I'm going to answer in more detail with specific peace examples – to add to our big picture perspective.
A conceptual map, broadly defined, presents the relationships among a set of connected concepts and ideas. It is a tangible way to display how your mind  "sees" a particular topic. By constructing a concept map, you reflect on what you know and what you don't know.

3. The ‘Iceburg’ of The Science and Technology of Peace relates to the following ‘Macropeace’ Conceptual Map that I have been working on for the past ten years. Implied in this is that peace is a complex topic – a problem of convergence, of many issues, each a dilemma in its own right.

4. The ‘Iceburg’ of The Science and Technology of Peace relates to the above ‘Macropeace’ Conceptual Map that I have been working on for the past ten years. This picture tries to give a sense of how all the technical issues interrelate. The “slices” of the Peace Pie are derived from the Agenda of the Hague Appeal for Peace, and can be added to infinitum.

5. The good news is that we do not have to know everything about the science and technology of peace – we simply must model the peace that we seek. The corollary is that we could know all the science and technology of peace, and have all the answers, but if we do not model the peace that we seek then no one will buy it. In other words, the most important criteria in influencing others to work for peace is how others perceive our behaviour – hence the Gandhi quote, “Be the Change You Wish to See In Others.”

6. “BE THE CHANGE YOU WISH TO SEE IN OTHERS” Gandhi
Note 1 – Peace Practitioners are “thwarted” when they do not act on their values (eg. By being perceived to act violently, damaging relationships, etc.).
The burden is on Peace Practitioners to dispel confusion and communicate clearly.
We do this through our behaviour. We are more successful when we ‘walk the talk’, ‘be peace’ = Peace starts with me.
“Being Peace” by Thich Nhat Hanh

7. Our role is to be the guide, leader and educator – to help others find the path to peace: in their own lives, in their family, in their workplace, in their community, in their country, in their world. Hence the importance to learn about leadership, education, psychology and ourselves.

8. THE LEADERSHIP CRISIS: DANGER AND OPPORTUNITY
Note 2 – We need a new leadership ideal:
Corrupt, unjust, exploitative, lying, violent, cowardly leaders are to be shunned;
Replaced by honest, just, truthful, transparent, non-violent, brave, competent, committed, servant leaders = truly ‘public servants’ with a social purpose.
No more hypocrisy = ‘walk the talk’
Our responsibility for shared leadership.

9. THE ‘AHA’ MOMENT: EDUCATION = EMPOWERMENT LEADERSHIP = EMPOWERMENT
EDUCATION = LEADERSHIP
This is why it is so important to study leadership and peace psychology.

10. LEADERSHIP AND PEACE RECOMMENDED READING:
The Leadership Bibliography
Servant Leadership
Self Leadership
The Leader Within
Leadership & Peace Powerpoint

11. The path to peace is through peace education
The path to peace is through peace education. The short definition of peace education is learning the attitudes, skills and behaviours to live together more successfully. At the heart of peace education is raising social intelligence.

13. SOCIAL INTELLIGENCE:
These two words succinctly and clearly capture the essence of the purpose of peace education and the Culture of Peace Program
Social Intelligence by its nature works to change behaviours, forge values and incite institutional transformations from the current culture of war and violence to a Culture of Peace and Non-violence.
Social Intelligence is readily understandable, acceptable and supportable by most Canadians.
The Must Read Book:
We are blessed with the following new book, which I highly recommend to you - Social Intelligence: The New Science of Success; Beyond IQ, Beyond EI, Applying Multiple Intelligence Theory to Human Interaction, by Karl Albrecht .  Format: Hardcover, 280pp.  ISBN:   October 2005.  Jossey-Bass.  When I developed the Draft Canadian Culture of Peace Program Marketing Strategy (ref. ) , I suggested we use the concept of Social Intelligence (i.e. raising Social Intelligence/Social Development) as a path to Peace Education and a Culture of Peace – that it is more readily acceptable/ understandable by the general population.  This book explains it much better than I, including the “How To”, hence I strongly recommend it. Karl Albrecht defines social intelligence (SI) as the ability to get along well with others while winning their cooperation. SI is a combination of sensitivity to the needs and interests of others, sometimes called your “ social radar, ” an attitude of generosity and consideration, and a set of practical skills for interacting successfully with people in any setting. "Social Intelligence provides a highly accessible and comprehensive model for describing, assessing, and developing social intelligence at a personal level. This book is filled with intriguing concepts, enlightening examples, stories, cases, situational strategies, and a self-assessment tool – all designed to help you learn to navigate social situations more successfully. The author takes you on a guided tour of the five dimensions of social intelligence (“S.P.A.C.E.”): 1. Situational Awareness – the ability to read situations and to interpret the behaviors of people in those situations; 2. Presence – Often called ‘bearing’, it’s a whole range of verbal and nonverbal behaviors that define you in the minds of others; 3. Authenticity – the behaviors that cause others to judge you as honest, open, and ‘real’; 4. Clarity – the ability to explain your ideas and articulate your views; 5. Empathy – the ability to ‘connect’ with others. You can get it (and read a descriptive summary) at Chapters book store online at for $21.43 (which is 33% off the list price right now).  5 star must reading.   Click here to read detailed highlights of the book.

14. Our Vision is to build a better world, a world with a culture of peace
Our Vision is to build a better world, a world with a culture of peace. In the following slides we contrast the values of a Culture of Violence (that which we do not want) with a Culture of Peace (what we do want). We are talking about changing the world – for the better. Together, we can do it. The power of the Internet, to communicate and educate, empowers us.

15. IMAGE: VALUES OF A HIGHLY DESIRABLE FUTURE
CULTURE OF WAR AND VIOLENCE
Belief in power that is based on force
Having an enemy
Authoritarian governance
Secrecy and propaganda
Armament
Exploitation of people
Exploitation of nature
Male domination
CULTURE OF PEACE AND NON-VIOLENCE
Education for a culture of peace
Tolerance, solidarity and international understanding
Democratic participation
Free flow of information
Disarmament
Human rights
Sustainable development
Equality of women and men
In these slides we contrast the values of a Culture of Violence (that which we do not want) with a Culture of Peace (what we do want).

16. IMAGE: VALUES OF A HIGHLY DESIRABLE FUTURE (cont.)
CULTURE OF WAR AND VIOLENCE
Dysfunctional
Unjust
Illogical, irresponsible
Cognitive dissonance
No integration
Unethical
Inequity
Uncompassionate/mean
Disrespect
CULTURE OF PEACE AND NON-VIOLENCE
Functional
Just
Logical, responsible
Inner congruence
Integration of self with others
Ethical
Equity
Compassionate
Respect
In these slides we contrast the values of a Culture of Violence (that which we do not want) with a Culture of Peace (what we do want).

17. IMAGE: VALUES OF A HIGHLY DESIRABLE FUTURE (cont.)
CULTURE OF WAR AND VIOLENCE
Harm
Selfish, individualistic
Greedy
Untrustworthy/paranoid
Culture of Fear
Culture of silence
W.M.D. and WAR
Etc.
CULTURE OF PEACE AND NON-VIOLENCE
Good
Empathy, cooperative & service to others
Generous
Trust
Safety and security
Culture of dialogue
No W.M.D. and NO WAR
Etc.
In these slides we contrast the values of a Culture of Violence (that which we do not want) with a Culture of Peace (what we do want). I am sure that you can add more characteristics, but I think you get the picture.

18. IMAGE: PICTURE OF A HIGHLY DESIRABLE FUTURE (cont.)
CULTURE OF WAR AND VIOLENCE
CULTURE OF PEACE AND NON-VIOLENCE
Image 1: The Scream (driven by a culture of fear; that which we do not want); Image 2: Ecstasy (driven by a culture of purpose and goals; what we do want - happiness)

19. The fact that the great majority of the people in the world want peace is a great motivator. In most cases, they just do not know what they can do to build peace. We simply need to help them see how they can work to achieve peace. That is a role for peace leaders, builders and educators.

20. SOURCE OF GROWTH (Social Development):
"Leaders only change because they either see the light or feel the heat." Martin Luther King Jr.
Emphasize the positive, asset building – not the negative, criticism, divisive (needs based)
Balance personal growth, growth in others, organizational growth, worldly growth (“Put your mask on first before helping others.”)
The Psychology of Change – we must learn to put change on the fast track. We are doing that.

21. CONCLUSION
The good news is that we know what to do – now we just have to do it.
Violence is a disease. We have the antidote – it is peace education, to raise social intelligence and development everywhere. All we have to do is inoculate all the children in the world. It is a big job, but we can do it.

22. CONCLUSION (cont.) PARTNERS IN PEACE:
Collaborative partnerships and networks among like-minded organizations and individuals will bring more power and influence to any peace and violence prevention initiatives.
Reference the PolioPlus Model – in which a significant number of organizations and people got together to work to eradicate polio and a number of other diseases from the face of the earth. That also was a big job, but we are doing it through a collaborative effort.

23. CONCLUSION (cont.)
The three key success areas at the heart of the peace initiative:
peace education,
leadership for peace, and
modeling peace (eg. Each of us “walking the talk”). 

24. CONCLUSION (cont.)
Future generations need us to work together, in a much larger way, to build a significant network and effective strategy to de-escalate violence through education and prevention, at home and abroad.
We need you to help:
Raise your knowledge and skills,
Recognize yourself as a peace leader, builder and educator (effectively, you already are)
Do your best to bring peace to the world, beginning with yourself (modeling peace), your family, your workplace, your community, your country.

25. YOU HAVE THE POWER WITHIN YOU TO MAKE A SIGNIFICANT DIFFERENCE WITH YOUR LIFE.

26. Thank you
Bob Stewart