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Decoding De-escalation

In today’s world, the ability to manage and diffuse potentially volatile situations is more crucial than ever. Mastering de-escalation techniques can help ensure safety, build trust, and create positive outcomes for all involved.
 

Our goal is to provide you with actionable tools and insights that you can apply in real-world scenarios. By the end of this series, you will be better prepared to handle challenging interactions with confidence and empathy, ultimately contributing to a safer and more respectful environment for everyone.
 

Thank you for committing to this important training. Let’s get started on the path to mastering de-escalation.

Toxic Tendencies

PLEASE NOTE: If the video will not play on YouTube, click the button below:

After watching the video, please review the following questions:

Discussion Questions:

​1. Why is it helpful to label the behavior as toxic rather than the person? If you have experienced toxic behaviors in the workplace before, do you agree that feelings of inadequacy and job insecurity are the root of the behavior? How might the SCARF model explain this as the root of toxic behaviors?

  • Status- how others see you within an organization​

  • Certainty- you feel confident about your future

  • Autonomy- you feel in control of your circumstances

  • Relatedness- feeling a connection to others around you

  • Fairness- believing you are treated fairly


2. The video mentions that toxic behaviors attempt to distort reality, making an objective assessment important. Looking at the list of toxic behavior examples provided, how do these distort reality, and what objective information could help you assess reality?

  • Taking credit for other people's work or the company's success.

  • Blaming others or the company for one's own mistakes.

  • Complaining about coworkers without confronting them directly.

  • Complaining about the organization without taking meaningful action to make changes.

  • Projecting that they are the only person able to do their job adequately and that other employees are inadequate at that type of work.


3. What is the difference between talking to your supervisor about what is happening and engaging in "office gossip?" If you decide to confront the individual engaging in toxic behaviors, why should you remain as objective and factual as possible, and why should you avoid using the word toxic?

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​4. Focusing on your own work and character in the workplace can be a challenge. Why is this important and what are some tangible ways to do this?

Additional Resources

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