Psychospiritual Crisis Readiness Scorecard | Retreat Safety Checklist for Facilitators

Question 1

Before someone enters your space, do you have a consistent way to spot obvious red flags that may signal higher psychospiritual or psychological risk?

If screening is weak, prevention is weak.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 2

Do you know which participants, situations, or combinations of factors are most likely to destabilize your container?

Pattern recognition should start before the room gets hot.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 3

If a participant becomes overwhelmed, disoriented, or hard to settle, does everyone know who leads, who supports, who escalates, and who stays out of the way?

Role confusion turns intensity into chaos.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 4

Can your team clearly distinguish between facilitation, containment, spiritual support, logistics, and medical escalation?

Blurred roles create harmful improvisation.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 5

Does your team know the difference between a hard process, a psychospiritual crisis, and a situation that requires immediate outside intervention?

Wrong categorization causes overreaction or dangerous delay.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 6

Are your escalation thresholds clear enough that the team would make similar decisions under pressure?

Consistency under pressure is a sign of readiness.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 7

Do you have a low-stimulation environment or containment plan that can actually reduce activation when someone is spiraling?

A container that cannot reduce stimulation cannot really contain.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 8

Can your team stay regulated enough to help calm intensity rather than unconsciously adding to it?

The team nervous system becomes part of the incident.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 9

Would your team reliably recognize coercive, manipulative, inflated, or unsafe behavior from a facilitator, guide, or support person?

Some crises are intensified by people, not just states.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 10

Do participants have a clear, trusted way to raise concerns if a facilitator or support person feels off, unsafe, or out of depth?

Hidden harm grows in silence.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 11

If a hard incident happens, can key people communicate quickly and clearly without creating more confusion or panic?

Poor communication multiplies harm.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

Question 12

After a destabilizing event, do you have an actual plan for follow-up, integration, and community protection instead of just hoping things settle down?

The aftermath reveals whether the system is mature.

No, this is not in placeWe are mostly running on assumption or hope here.

Rarely trueIt happens inconsistently or depends on one person.

Partly trueWe have something here, but it is not dependable.

Mostly trueThis is in place, though still vulnerable under stress.

Clearly true and dependableThis is a real strength we can trust under pressure.

For participants: open the guide

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How much of your container would still hold if one person stopped being easy to support?

Before someone enters your space, do you have a consistent way to spot obvious red flags that may signal higher psychospiritual or psychological risk?

Do you know which participants, situations, or combinations of factors are most likely to destabilize your container?

If a participant becomes overwhelmed, disoriented, or hard to settle, does everyone know who leads, who supports, who escalates, and who stays out of the way?

Can your team clearly distinguish between facilitation, containment, spiritual support, logistics, and medical escalation?

Does your team know the difference between a hard process, a psychospiritual crisis, and a situation that requires immediate outside intervention?

Are your escalation thresholds clear enough that the team would make similar decisions under pressure?

Do you have a low-stimulation environment or containment plan that can actually reduce activation when someone is spiraling?

Can your team stay regulated enough to help calm intensity rather than unconsciously adding to it?

Would your team reliably recognize coercive, manipulative, inflated, or unsafe behavior from a facilitator, guide, or support person?

Do participants have a clear, trusted way to raise concerns if a facilitator or support person feels off, unsafe, or out of depth?

If a hard incident happens, can key people communicate quickly and clearly without creating more confusion or panic?

After a destabilizing event, do you have an actual plan for follow-up, integration, and community protection instead of just hoping things settle down?