De-Escalation Training

Working with people, especially those who might be going through tough times, is inherently challenging. Professionals often deal with individuals who are experiencing stress, pain, or emotional turmoil. As Dr. Jane Storey (2020) points out, these workers “face unique risks due to the unpredictable nature of their work and the complex needs of the people they serve” (p. 237). When emotions run high, situations can quickly become tense or even dangerous.

When a situation escalates, the consequences can be serious. It’s not just about the risk of physical harm, though that’s certainly a concern. Other potential outcomes include:

– Emotional distress for everyone involved

– Loss of trust between the professional and the person they’re trying to help

– Less effective services or care

– Increased stress and burnout for workers

– Possible legal issues

Dr. Brian Payne (2018) notes that when situations get out of control, it “can significantly impair the ability to provide necessary care and support” (p. 412). In other words, escalation can make it harder to help the very people who need it most.

Learning how to de-escalate situations comes with many benefits:

1. a) Safety First: Perhaps the most obvious benefit is increased safety. A study by Mavandadi and colleagues (2016) found that after de-escalation training, there was a 39% reduction in aggressive incidents in a healthcare setting.
2. b) Better Communication: De-escalation techniques often focus on improving how we talk and listen to each other. As researchers Price and Baker (2012) point out, “effective communication is at the heart of successful de-escalation” (p. 310).
3. c) Happier Clients or Patients: When professionals can handle tense moments well, the people they’re helping have a better experience. This can lead to better outcomes overall (Hodge et al., 2018).
4. d) Less Stress for Workers: Knowing how to handle tough situations can help reduce worker stress. This idea is supported by the work of psychologists Lazarus and Folkman (1984), who studied how our perception of our ability to cope with challenges affects our stress levels.
5. e) Doing the Right Thing: De-escalation training often includes information on legal and ethical considerations, helping professionals navigate complex situations while following the rules of their profession (Paterson et al., 2015).

An important part of de-escalation is understanding how past traumatic experiences can affect people’s behavior. The Substance Abuse and Mental Health Services Administration (SAMHSA, 2014) emphasizes the importance of being “trauma-informed,” which means recognizing signs of trauma and responding in ways that don’t accidentally make things worse.

While initial training is important, research shows that ongoing practice and support are necessary for long-term effectiveness. A study by Hankin and colleagues (2011) found that the benefits of de-escalation training tend to fade over time if not reinforced. This highlights the need for:

– Regular refresher courses

– Opportunities to practice skills

– Discussing and learning from real-life incidents

– Ongoing support and guidance

De-escalation training is not just a nice-to-have skill; it’s a crucial tool for anyone working closely with people, especially in potentially stressful situations. By learning how to calm tense moments, professionals can create safer environments, provide better care or service, and reduce their own stress levels. The unique challenges of working with people, combined with the potential serious consequences when situations get out of hand, make de-escalation training extremely important. As we learn more about how past experiences affect behavior and how to provide trauma-informed care, the need for comprehensive, ongoing de-escalation training becomes even clearer.

Investing in these skills is an investment in the well-being of both the people providing services and those receiving them. It contributes to a more effective, compassionate, and resilient workforce across many different fields.

Hankin, C. S., Bronstone, A., & Koran, L. M. (2011). Agitation in the inpatient psychiatric setting: a review of clinical presentation, burden, and treatment. Journal of Psychiatric Practice, 17(3), 170-185.

Hodge, A. N., Marshall, A. P., & Payne, R. (2018). Nurses’ management of patients with challenging behaviours in nursing homes: a multi-method study. Journal of Clinical Nursing, 27(5-6), 1022-1032.

Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer publishing company.

Mavandadi, V., Bieling, P. J., & Madsen, V. (2016). Effective ingredients of verbal de-escalation: validating an English modified version of the ‘De-Escalating Aggressive Behaviour Scale’. Journal of Psychiatric and Mental Health Nursing, 23(6-7), 357-368.

Paterson, B., Leadbetter, D., & Miller, G. (2015). Prevention and management of aggression in health services: The evidence. In New Directions in Nursing Education (pp. 106-121). Springer, Cham.

Payne, M. (2018). Modern social work theory. Oxford University Press.

Price, O., & Baker, J. (2012). Key components of de-escalation techniques: A thematic synthesis. International Journal of Mental Health Nursing, 21(4), 310-319.

Storey, J. E. (2020). Risk factors for elder abuse and neglect: A review of the literature. Aggression and Violent Behavior, 50, 101339.

Substance Abuse and Mental Health Services Administration. (2014). SAMHSA’s Concept of Trauma and Guidance for a Trauma-Informed Approach. HHS Publication No. (SMA) 14-4884. Rockville, MD: Substance Abuse and Mental Health Services Administration.

Zelnick, J. R., Slayter, E., Flanzbaum, B., Butler, N. G., Domingo, B., Perlstein, J., & Trust, C. (2013). Part of the job? Workplace violence in Massachusetts social service agencies. Health & Social Work, 38(2), 75-85.