Audio Coursesby JellypodLesson 06 of 16
Overview
Will, EnableUs Community: Hey everyone, welcome back to Inside NDIS. I’m Will, and I’m here with Winter. Today we’re diving into a topic that’s, well, honestly a bit daunting but super important—working with high-risk participants and what you really need to know before you even start.
Winter, EnableUs Community: Yeah, hi folks! This is one of those areas where, I mean, you can’t just wing it, right? High-risk doesn’t mean “difficult” or “too hard basket”—it’s more about, like, the level of planning and oversight you need. We’re talking about people with complex behaviors, maybe medical fragility, trauma backgrounds, or even folks in high-risk environments like homelessness or shared housing.
Will, EnableUs Community: Exactly. And I think sometimes there’s this pressure to say yes to every referral, but honestly, not every provider is set up for every situation. Like, if your team isn’t trained for, say, ventilator dependency or managing behaviors of concern, it’s actually more ethical to say no and refer on. It’s not a failure, it’s just being responsible.
Winter, EnableUs Community: Totally. I remember my first time working with a participant who had a really complex trauma history. I was, uh, pretty fresh out of uni, and I thought, “Yeah, I’ve got this.” But the reality was, I didn’t. The team wasn’t prepped, we didn’t have the right training, and honestly, it was a bit of a mess at first. I learned quickly that you have to check—do we have the right registration groups, the right skills, and the confidence to manage these risks? If not, it’s better for everyone to step back and get the right supports in place.
Will, EnableUs Community: Yeah, and I think that’s a good point—sometimes the most professional thing you can do is say, “Look, we’re not the best fit, but let’s help you find someone who is.” And document that decision, too. It’s about safety for everyone, not just ticking a box.
Winter, EnableUs Community: So, let’s say you do have the right team and you’re ready to go. The first thing is a proper risk assessment. And I mean, not just a quick checklist—like, really looking at what could go wrong for the participant, for staff, and for anyone else around. What are the triggers, what’s the escalation pattern, what’s the backup plan?
Will, EnableUs Community: Yeah, and then you need a support plan that’s actually useful. Not just paperwork for the sake of it. It should have clear strategies, escalation and de-escalation steps, emergency contacts, and—this is key—the participant’s own strengths and preferences. I’ve seen plans that just list risks, but if you don’t know what the person actually wants or what works for them, you’re missing the point.
Winter, EnableUs Community: And staff training, right? Like, you can’t just throw someone in and hope for the best. Crisis response, trauma-informed care, positive behavior support—these are all musts. I always say, if your team feels like they’re in the deep end, something’s gone wrong in the prep.
Will, EnableUs Community: Yeah, and then there’s the compliance side. You need a solid incident management system—everyone should know how to report and escalate issues, and it’s gotta be real-time, not “I’ll write it up later.” And restrictive practices, that’s a whole thing on its own. If you’re not across the NDIS Quality and Safeguards Commission rules, you can get into serious trouble. Record-keeping too—if it’s not documented, it didn’t happen, basically.
Will, EnableUs Community: Actually, I remember a case where a participant had really high behavioral risks, and it was only because we had a multidisciplinary team—like, behavior practitioners, allied health, even emergency services on standby—that we managed a crisis safely. If we’d tried to go it alone, it could’ve ended really badly. So, building that circle of support is, I reckon, non-negotiable.
Winter, EnableUs Community: Yeah, and don’t forget the family or guardians. Sometimes they know things that aren’t in any file. And regular check-ins with everyone—support coordinators, therapists, whoever’s involved—just keeps everyone on the same page.
Will, EnableUs Community: So, all this planning and compliance stuff is important, but at the end of the day, the participant’s dignity and autonomy have to come first. Just because someone’s got complex needs doesn’t mean they lose their right to have a say in their own life. Involve them in safety planning, ask for their input, and use language that’s respectful—not labels or jargon.
Winter, EnableUs Community: Yeah, and staff safety matters too. I mean, rotating shifts, having clear protocols, and making space for debriefs after tough shifts—it’s not just about avoiding burnout, it’s about making sure people feel safe to speak up if something’s not right. I remember we did a crisis response rehearsal once, and honestly, it was a bit of a disaster. We found gaps we didn’t even know existed, but it meant we could fix them before anything real happened. Sometimes you don’t know what you don’t know until you try it out.
Will, EnableUs Community: Yeah, and if a staff member says they’re not comfortable with a risk, you’ve gotta respect that. Forcing someone into a situation they’re not ready for just puts everyone at risk. Empowering your team is just as important as supporting the participant.
Winter, EnableUs Community: So, I guess if there’s one takeaway, it’s that working with high-risk participants is tough, but it’s also where you can make the biggest difference—if you do it right. Respect the complexity, plan for it, and always check if you’ve got the right tools and mindset before you start.
Will, EnableUs Community: Couldn’t have said it better. Thanks for tuning in, everyone. We’ll be back next time with more on onboarding and supporting participants under the NDIS. Winter, always a pleasure chatting with you.
Winter, EnableUs Community: You too, Will. Thanks everyone for listening, and take care out there. See you next time!
