SCARF model
(status / certainty / autonomy / relatedness / fairness)
A model for collaboration and influence based on
social neuroscience
Do this first . .
http://www.scarfsolutions.com/selfassessment.aspx
The number one issue for your brain is
Minimise danger and maximise reward.
The brain constantly scans incoming information and asks . . .
Is it dangerous / bad ? (AVOID)
Is it safe / good ? (APPROACH)
This has been going on a long time . . .
Your brain is a very old design
Old to new
• Reptilian brain
• (400million years old)
• Fight or flight centre
• Limbic brain
• (250 million years old)
• Hunger, thirst, sex, sleep, blood pressure, temperature
• Neocortex
• (500,000 years old)
• Self control, consciousness, awareness, language
The approach – avoid response is deep in your brain
• Modern implications of this are
• First impressions are important
• Decisions are made before we know it
• Fear reduces brain functioning
Connecting to the SCARF model
• Evidence suggests that the same parts of the brain are used for
• Approach  Avoid decisions (survival)
• People interactions / experience (social)
• This means our social and work life is based n the idea of maximising
rewards and minimising danger.
Connecting to the SCARF model
The SCARF model identifies common factors that activate a threat or
reward response in social situations.
The self assessment quiz shows which of these you may be most
affected by in your social interactions.
IMPLICATIONS IN WORKPLACE
SCARF MODEL
THREAT (AVOID)
REWARD (APPROACH)
STATUS
Giving advice, instructions, offering
feedback
Beating your ‘personal best’ /
receiving positive feedback
CERTAINTY
Not knowing what the boss expects /
people acting in ‘unusual’ ways
Having clear objectives for projects
/ breaking work into small units
AUTONOMY
Being micro managed
Allowing people to organise own
hours (glidetime), workload etc
RELATEDNESS
Meeting new people / people from
different cultures
Setting up mentoring or coaching
at work / having a friend at work
FAIRNESS
Lack of ground rules / expectations /etc
Transparency / doing volunteer
work
Empathy – or ‘how to make people like you’.
• The empathy arc describes a conversational technique to quickly
connect to a new person.
• Based on and influenced by the SCARF model
Emotions / Feelings
Meaning
Stories
Affirmation
The empathy arc
Thanks / Goodbye
Hello / Rapport
How to do it
EMPATHY ARC
SCRIPT
HELLO
“Hello / how are you “
STORIES
“Tell me about a time when . . “
EMOTIONS
“How did you feel about that / when that was happening . . ?”
MEANING
“I guess that must have meant a lot to you . . ?
AFFIRMATION
“That’s a really interesting story . . “
THANKS
“thanks for sharing that with me . . .”
Connections Empathy Arc - SCARF
• The empathy arc technique can quickly
•
•
•
•
•
Establish a high relatedness(R) feeling,
Gives status(S) to the speaker (all about them),
The highly structured conversation gives some certainty (C)
By asking questions and listening we transfer autonomy to the speaker(A)
Fairness can be increased by “I am going to ask a few questions - is that ok?”
• Use empathy arc to increase Approach response