Choosing a crisis management system is a significant decision for any organization supporting individuals with challenging behaviors. Consider Bright Horizons School. The organization had invested heavily in crisis management training, and every team member—from teachers to aides—completed workshops covering de-escalation, physical holds, and challenging behavior.
Yet severe incidents involving elopement, physical aggression, and self-injury continued to increase. Staff felt overwhelmed and disillusioned. They were using the techniques they had learned, but interventions were often ineffective or took too long to implement.
Teachers were going home in tears, aides were exhausted from frequent physical interventions, and one staff member sustained a serious back injury. Students, many with trauma histories or developmental disabilities, were also caught in a cycle of escalating behavior and inconsistent responses.
Staff training was not the problem. They had achieved competency, but not fluency.
Staff could demonstrate techniques during training, but performing a technique once under controlled conditions differs from responding quickly and confidently during a stressful, unpredictable situation.
Bright Horizons eventually recognized that they needed more than another workshop. They needed a system that built fluency through repeated practice, coaching, and feedback, emphasizing prevention rather than managing crises after they begin.
Signs Your Crisis Training Isn’t Working
Several warning signs may indicate that it’s time to reevaluate your approach:
- Incidents and physical interventions are increasing. An effective system should reduce the frequency and severity of crises over time. Rising incidents may indicate that prevention and de-escalation aren’t addressing underlying causes.
- Staff lack fluency and confidence. If employees struggle to remember procedures or hesitate in high-stress situations, training may have focused on knowing what to do rather than doing it automatically.
- Your culture is primarily reactive. If your organization spends most of its time responding to crises instead of preventing them, the system may be missing proactive behavior strategies and skill-building.
- Burnout and turnover are increasing. Frequent frustration, absenteeism, injuries, or turnover can signal that the system isn’t providing adequate support.
- Progress isn’t consistently monitored. Regular assessment is essential for identifying what works and making adjustments as needed.
- The system is difficult to integrate into daily routines. Effective protocols should be practical and generalizable across environments, from classrooms to cafeterias.
- Techniques are outdated or unsupported. Look for evidence, ongoing development, and meaningful support behind the methods your organization uses.
- Training begins with de-escalation rather than prevention. De-escalation matters, but it happens after behavior has begun to escalate. True prevention focuses on environments and skills that reduce the likelihood of a crisis.
What to Look for in Crisis Intervention Training
When creating a crisis management system evaluation checklist, look beyond the techniques themselves. A strong system should include:
- Fluency-based training: Repeated practice helps staff perform interventions accurately, quickly, and confidently under pressure.
- Prevention-focused strategies: Address environmental factors, teach alternative skills, and reduce escalation before it occurs.
- A proven track record: Look for consistent success across diverse settings.
- Training in the science of human behavior: Understanding behavior helps staff make better decisions and develop proactive strategies.
- Competency vs. fluency training: Demonstrating a technique once or twice doesn’t necessarily prepare someone for real-world application. Fluency requires repeated practice and automaticity.
- Clear procedures: Staff need specific, actionable procedures they can follow during a crisis.
- Natural body positioning: Physical interventions should work with natural body mechanics to reduce strain and potential injury.
- True prevention: Be cautious of programs that claim to emphasize prevention but devote little attention to preventing escalation. Prevention should address triggers, routines, environments, and skill development—not simply de-escalation.
The Bottom Line
Choosing a crisis management system isn’t simply about finding a program that teaches staff how to respond when a crisis occurs. It is preventing crises, building staff fluency through repeated practice, and giving teams practical tools they can use confidently under pressure.
Whether evaluating a current program or considering switching crisis management programs, the goal should be more than finding a different set of techniques. The right crisis management system should do more than help your team manage the next crisis. It should give them the skills and confidence to prevent more crises from happening.
Learn More
For more information on how to transform your organization’s approach to crisis management, reach out to Pivot Crisis Intervention at sales@pivotcrisis.com or at 1-866-GetPivo(t). Take the next step toward a safer, more supportive environment for both staff and those you serve.
