5 Strategies for Meaningful De-escalation

Published On: 21 January 2025

De-escalation. A term we are all familiar with. As professionals in education, health and social care, we may find ourselves in situations where we need to use de-escalation strategies to support individuals, reduce risk and mitigate the likelihood of harm.

But what does this look like in practice? Are there opportunities to improve what we already do, to further build our confidence? And how can we make meaningful de-escalation part of our wider positive behaviour culture?

1: Focus on proactive, rather than reactive, strategies

When it comes to avoiding conflict, or supporting individuals who may be in crisis, we sometimes have to react very quickly. We may need to use a physical intervention, if there is a risk of serious harm. In such cases, a dynamic, reactive approach may be appropriate and necessary, in order to reduce risk and keep people safe.

However, for meaningful de-escalation to become part of a wider positive behaviour culture, we need to shift our focus onto proactive strategies that interrupt the Conflict Spiral, and enable us to intervene early and reduce the likelihood of an individual reaching crisis.

Spotting the early signs of dysregulation means we can take prompt and decisive action, so we need to be alert to individuals’ baseline behaviour. That way, we can quickly identify triggers and the early stages of distress, and apply proactive de-escalation strategies that work for that person.

These might include:

  • Remove sources of frustration, if practical and possible
  • Offer reassurance, including positive physical prompts, such as guiding away
  • Talk to the individual using a well-rehearsed help script: “Asha, I can see that something has happened. Talk and I’ll listen…”
  • Explain clearly what is happening and what will happen next
  • Use CALM body language
  • Talk slowly and quietly, using a low tone of voice
  • Divert and distract by introducing another activity or topic
  • Use strategies that have worked well for this individual in the past

However, it could be that a person is already showing higher levels of stress, anxiety or frustration. They might be shouting, crying, or using abusive language; changing their facial expression; moving in an agitated way; picking up objects that could be used weapons; challenging instructions; and breaking minor rules.

To de-escalate a situation where someone is engaging in these behaviours, we can employ a range of strategies, either in isolation or in combination:

  • Continue to use early de-escalation responses
  • State desired behaviours clearly
  • Offer alternatives and options
  • Give clear, limited choices
  • Move furniture and remove objects that could become weapons
  • Offer them a way out that maintains their dignity
  • Encourage others in the vicinity to move to a different environment

2: Rehearse effective de-escalation strategies

Like any skill, learning and applying de-escalation strategies effectively takes time, patience and practice. We cannot become experts overnight.

During staff training around de-escalation, we have the opportunity to rehearse new knowledge, skills and understanding. Repeated practice in a supportive, ‘neutral’ environment enables us to return to the workplace feeling strong, competent, and able to handle situations where there is potential conflict.

For example, we can rehearse different ways to communicate. In heightened situations, it can help if we use fewer words, positive and clear directions, and a calm and confident tone. Using slow movements with gestures, and maintaining a relaxed posture all help. Practising this type of CALM communication repeatedly during training helps build muscle memory, enabling us to approach heightened situations calmly and confidently.

3: Clearly describe and share de-escalation strategies

Although it may sound obvious, do we all understand precisely what is meant by ‘de-escalation’? Rather than simply referring to ‘de-escalation strategies’, it helps to be as specific as possible, so everyone is clear about which strategies are effective for an individual, and which are not.

The more specific a strategy is, the better it is understood and can be used and adapted to individual need. Ambiguity can lead to misunderstanding and confusion, and feeling unsure of what does or doesn’t work. This can then cause feelings of uncertainty, anxiety and panic, which, in turn, could increase the likelihood of restraint or other restrictive practice being used.

Watch our webinar about reducing restrictive practices.

Clarity and detail are particularly important for recording and reporting. When we report an incident, we may record in the notes that we ‘used de-escalation’ and then continue to recount what happened next. But how well do we accurately describe the de-escalation strategy used? This level of detail is essential for understanding what works for different individuals, in different situations.

For de-escalation strategies to be successful, in both the short- and long-term, staff, individuals, and parents and carers need to understand what they are and how they work. We should know how to adapt them to different situations and scenarios, and practise them to gain confidence and competence. More importantly, we need to practise switching seamlessly between strategies if the situation changes.

4: Practise active listening and purposeful redirecting

Acknowledging an individual’s feelings is essential for making them feel valued and important. Becoming adept at active listening allows us to respond with appropriate and effective communication, and decide on the best supports.

Successfully redirecting someone to an alternative activity to de-escalate a situation is different to just ‘distracting and diverting’ from one place to another. If we only divert them, it may appear to the individual that we are not listening to them – something which could trigger further escalation.

By listening to and understanding an individual’s needs, we gain an insight into what might work for that person, in the process of supporting them into an alternative action or activity.

5: Regularly review staff training and professional development needs

One of the most effective ways to promote meaningful de-escalation in our settings is to keep staff CPD and training needs under constant review.

Staff may leave; new staff may join; and the needs of the individuals we support can change over time. As leaders, we need to make sure that our staff feel confident and competent to de-escalate situations effectively.

By systematically reviewing and updating our CPD framework and compiling detailed training needs analyses, we can ensure that we provide training that meets staff members’ needs and empowers them with a range of effective de-escalation strategies.

Commitment to meaningful de-escalation

Meaningful and effective de-escalation takes repeated practice and is personalised to meet individual need. Over time, we can build muscle memory so that the strategies we use become automatic.

By taking a positive, proactive approach, and creating ongoing opportunities for professional development, we can make meaningful de-escalation a central feature of our positive behaviour culture.

Thank you for reading. If you’d like to talk to us about your needs when it comes to supporting behaviour in your setting, please get in touch any time.