Challenging behaviour is technically defined as: ‘behaviour(s) of such intensity, frequency or duration that the physical safety of the person or others is likely to be placed in serious jeopardy, or behaviour which is likely to seriously limit use of, or result in the person being denied access to, ordinary community facilities.’ Knowing the definition is one thing, but knowing how challenging behaviour translates into the work place, and how this kind of behaviour should be dealt with, is a different kettle of fish.
Depending on the industry, challenging behaviour can manifest itself in different ways. The transport industry, for example, may face challenging behaviour in the form of a drunk and aggressive passenger who is both a danger to themselves and those around them. Their state of intoxication may mean that they cannot continue using public transport, and so have to be ejected. Similarly, a medical patient with learning difficulties may exhibit challenging behaviour whilst being examined by a nurse, and thus may pose a threat to themselves and the staff involved. So how can you tackle challenging behaviour safely and effectively and sensitively?
There isn’t a cut and paste solution for every individual. Even if the cause is the same (for staff working on a dementia ward, for example), every individual can be affected differently so it’s important to take each case as it comes. Has the individual become difficult because they are confused? Do they have the right information they feel they need? Has there behaviour been affected by illness, alcohol or drugs? Ascertaining the root cause of their challenging behaviour will allow you to make an informed decision about how you deal with them.
Challenging behaviour doesn’t always present itself in overtly aggressive situations; patients with mental illness may pose difficulties because they are confused or unable to communicate how they feel. Adept conflict resolution training in managing such behaviour leads to a more comfortable and efficient therapeutic environment. Similarly, those affected by drugs may not be aware of their own actions, but unless you’re in a medical environment where you’re professionally trained to deal with such individuals, then you may need to contact the authorities as soon as possible. Again, managing challenging behaviour is best done on a case by case basis.
It’s important to remember that personal safety is a priority, both for the individual involved and the staff dealing with them. If challenging behaviour escalates beyond the point of control and communication isn’t successful, then this area of conflict resolution training encompasses physical techniques such as breakaway training to effectively protect against assault. Whilst physical force should always be the last resort, basic restrictive interventions may be used in order to enable the protection of not only the employee, but also the individual in danger of harming themselves.
Teaching a combination of physical and communication skills over the course of a full day, Managing Challenging Behaviour Training can accommodate up to 12 delegates. For more information about Managing Challenging Behaviour or alternative Conflict Resolution training for your sector, call us today on 01473 722924, or get in touch using our contact form here.