Conflict and de escalation

Conflict can arise when there is a clash of interests over a need that has to be met.
The resulting behaviour should be seen in a holistic way without being judgemental, as an attempt to communicate a need.
Conflict can be resolved in a couple of ways:

1. Find a common ground to agree on.
2. Showing empathy and respect to all concerned.
3. Ensure everybody is happy with the resolution before it is acted on.
4. Agreeing to review what has been agreed on at a later date.

It is important that the reason for the behaviour is identified so that appropriate strategies can be developed / implemented to reduce the risk of behaviour escalating.
One can attend to the issue rather than ignoring it and risking behaviour that is aggressive.

Proactive 'Green' strategies

The aim is to support the person / provide affective support to stay in the relaxed and calm phase as much as possible.
Points to look for
1. Feeling well and happy.
2. Interaction styles, how do you communicate with the person.
3. Communication and body language.
4. Preferred activity.
5. Environment.
6. Predictable routine and structure.

'Amber' strategies

Many episodes of challenging behaviour happen when we fail to recognise the warning signs, or fail to change our behaviour once the signs are evident.
At the start of anxiety or distress quick action is need to return to 'Green' proactive phase as quickly as possible.
When there is anxiety there is an affect arousal or drive increase. This can lead to behaviour that reinforces the anxiety and a cycle occurs. Drive reduction is needed which can also reinforce itself, for example, if you are hot, you take off your jumper and the resulting cooler feeling is pleasurable which reinforces that action.
One way to deal with the affect arousal is to allow the person to resolve his / her defences to see that the situation does not present a threat. For this you would need affective support.

To prevent behavioural escalation, things that might help are:
1. Take away the trigger.
2. Ignore the behaviour.
3. Give in, give them what they want.
4. Humour.
5. Distraction / redirection - a guided walk to take them away from the environment.
6. Look at the time of day and where the person is etc.
7. Observable signs - increased pacing, changes in vocalisations, facial expressions or body language.

At the Amber stage behaviours need immediate action.

Reactive 'Red' strategies

How you should react in response to challenging behaviour.
The aim is to manage the behaviour as quickly and safely as possible to keep the person and those around you safe. When challenging behaviour occurs, there is a need to act quickly to achieve safe and rapid control over the situation to prevent any unnecessary distress and injury.
'Red' strategies should be guided by the principle of employing the least intrusive and least restrictive intervention.
'Red' strategies include:
1. Appear calm.
2. Low arousal approaches - calm / monotone voice.
3. No prolonged eye contact.
4. Be aware of your own body language.
5. Do not make demands or keep talking.
6. Distraction / redirection e.g. a guided walk to keep them or others safe.

When behaviour escalates to 'Red', an incident of challenging behaviour is occurring, signs more obvious than 'Amber'.

Post incident support 'Blue' strategies

This will specify behavioural actions that need to be implemented following incidents.
Actions can include
1. Giving the person more space.
2. Engaging in an activity
3. Make no demands.
4. Help the person to recover.
5. Move to a different environment if appropriate.

There should be procedures for ensuring physical and EMOTIONAL safety, e.g. physical checks and supportive counselling. The same support should be available to work mate / carer etc.
In 'Blue' the incident is over and the person is starting to recover and become calm. There is a need to take care as there is a risk of the behaviour escalating again quickly.