Managing challenging behaviour

Managing challenging behaviour

About the programme

This is a 2 session programme with a real focus on the practical application of tools and techniques to diffuse and manage challenging behaviour when working with young people in group / club or activity based situations

This programme can be delivered as an on-line only, face to face or blended approach to learning

Session 1
  • Types of conflict - (Relationship Awareness Theory-warranted and unwarranted conflict) This section will focus on some key theories around relationship development and the core root of conflict. It will use the warranted and unwarranted model to look at differences in responses to challenging behaviour. The model looks at the issue of where conflict occurs when there is no agreement on what the outcome needs to be or what it is that needs to be achieved Managing unwarranted conflict requires consistent and clear messages about what is negotiate and what is not. The goal is not in question but the conflict is how to achieve or reach the goal. 
  • Understanding how we and others react to different types of conflict (Motivational Value Systems) What pushes our buttons, how our own values and beliefs will impact on managing the differences. How do we respond to particular issues? 
  • Dynamics of conflict, y/p vs. y/p, y/p vs. staff, staff vs. staff Managing the conflict with and between the key players. Some key dynamics within the above relationships. Conflict staff v staff is critical particularly around consistency of message on what is and what is not appropriate behaviour by YP 
  • Triggers of conflict, preventing escalation and risk management Early interventions and how to manage this. Do not ignore early signs, what are the indicators, when you see them what are you feeling, how do you risk assess it? 
  • Boundary setting-induction to services, expectations of staff and service users, assertiveness Key to pro active behaviour management. When we are in our setting what are the rules, how are they agreed, what are the boundaries, do all staff apply these consistently 
  • When to intervene-moral and legal responsibilities, expectations and limitations Legal issues round intervention to de fuse situations. How much can you do, what about duty of care to all YP, what about duty of care to the YP involved in conflict, where is a safe space for the YP to be? This will be illustrated using some case study work. 

Session 2

  • Additional support, other support services, holistic assessment and intervention for young people. Using information from a wide range of places to manage challenging behaviour. Agreements and information sharing with key agencies  
  • Responding to conflict, Restorative Approaches and other practical tools for managing challenging behaviour. This will be linked in to a range of tools to manage conflict and behaviour issues.  
  • Effective team functioning, consistent approaches, engagement vs. enforcement. Your staff as a team, working together on a common agenda when dealing with conflict 
  • Reflective Practice, developing and evolving as a practitioner. Key process of ensuring regular reflective practice to develop and share best practice  
  • Debriefing process, individual and team learning (Fierce Conversations, Susan Scott). Assertive, open communication and conversation to ensure individual and organisational development   
  • Effective Supervision, supervisee and supervisor needs. The key and significant process that helps keep YP safe, workers safe and helps develop common approaches. 



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