Low arousal approach: Developing Organisational Culture

Evidence suggests that non confrontational strategies such as low arousal approaches can be communicated via training. Key themes of restraint reduction, crisis management skills, verbal deescalation often challenge individuals. But what happens after training? It has been my experience that there needs to be a strong emphasis on organisational culture, in essence, do leaders understand the low arousal approach? Are their targets set for the training outcomes? Are there key figures in the organisation supporting the change process? In addition, are the leaders prepared to talk about their own beliefs, values and expectations? Let us all remember the mantra 'training is easy, but, implementation is the difficult bit'. At Studio3 we try to create low arousal cultures not just deliver training.