2005 End to the Irish Armed Campaign

Happy Friday!

On this day, July 28th, 2005, the IRA declared an end to armed struggle, stating it would pursue its objectives exclusively by peaceful means. The statement was a significant milestone in the Northern Ireland peace process and ended over three decades of conflict known as “The Troubles”. It is estimated that over 3,500 people were killed in the conflict, which included civilians, British and Irish security forces, and members of paramilitary groups. The 2005 “Statement on the Ending of the Armed Campaign” marked a crucial step towards ending the violence and moving towards a more peaceful resolution. The decision to abandon armed struggle came after many years of negotiations and efforts by various parties to bring about a peaceful settlement to the conflict.

Prior to the IRA announcement, many people were involved, for many years, in the peace negotiation process. This list included political and paramilitary leaders, prisoners, Northern Ireland Secretaries, Prime Ministers, Taoiseachs, a US Senator, and US Presidents. However, one man was instrumental in preparing the ground for the 2005 cessation, including the 1994 ceasefire and the 1998 Belfast Agreement, John Hume. Hume was a prominent Northern Irish politician and a vocal advocate for non-violence. He told us, “Difference is of the essence of humanity. Difference is an accident of birth, and it should therefore never be the source of hatred or conflict. The answer to difference is to respect it. Therein lies a most fundamental principle of peace: respect for diversity.” His approach to change focused on dialogue, inclusivity, and reaching out to all parties involved in the conflict. He believed that a lasting resolution could only be achieved through political negotiations and diplomacy, rather than through violence and armed struggle. While implementing organisational change, we could be more successful with increased dialogue, inclusivity, and engaging resistant stakeholders. Cosmopolitans Respect Difference During Change.

“Are we not all cosmopolitan? What we are born into is an accident of birth, respect for difference, growth and learning is who we are”

As leaders of change, we will sometimes encounter challenging stakeholders who have opposing views and will resist change. Recognising and respecting the identities, aspirations, and grievances of these stakeholders is part of organisational change implementation. Being a benevolent leader helps with this process by showing empathy, humility, and respect to all stakeholders.

Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat, drink and be happy.

Further Reading: Change Management Leadership: Leadership of Change Volume 4

Peter consults, speaks, and writes on the Leadership of Change^®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: https://www.a2b.consulting  https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

~ Leadership of Change® Volume 1 - Change Management Fables

~ Leadership of Change® Volume 2 - Change Management Pocket Guide

~ Leadership of Change® Volume 3 - Change Management Handbook

~ Leadership of Change® Volume 4 - Change Management Leadership

~ Leadership of Change® Volume 5 - Change Management Adoption

~ Leadership of Change® Volume 6 - Change Management Behaviour

~ Leadership of Change® Volume 7 - Change Management Sponsorship

~ Leadership of Change® Volume A - Change Management Gamification - Leadership

~ Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming soon:

~ Leadership of Change® Volume C - Change Management Gamification - Behaviour

~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship

~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams

By Peter F Gallagher

Keywords: Business Strategy, Change Management, Leadership