Today we will share an insight of the Scarf Model with you.
Guestauthors are Veronika Kotrba & Ralph Miarka, Agile Teams lösungsfokussiert coachen, June 2015:
Employees have major needs that need to be full filled to completely concentrate on their work.
In the SCARF model these five major needs are described. Once the fundamental needs are met, employers will be really motivated and productive.
The inventor has built the model on the basis of scientific results from brain research.
To simplify – our brain tries to protect us from possible danger and helps us to maximize the reward of our needs (minimize danger and maximize reward). Management has to focus on assurance of the essential human needs.
The following factors have main influence on the motivation of human beings:
On the basis of the factors mentioned our brain decides whether we should react on a dangerous situation or are we in the condition of recreation
Where am I in the relation to other human beings? For us it is a very important and motivating question even more important than the level of income.
The most feedback mechanism are attacking the status of a person. Telling someone to improve the work reduces the value of a human being. There are other ways – one can be to allow employees to generate feedback themselves. Their status will increase by this. An example will follow in the part „Solution Focused Rating“.
The brain research results show that in case of uncertainty of any form humans react like being in danger. Our brain tries constantly to forecast what is going to happen next.
Therefore it is very important to state expectations clearly and be transparent about what is going to happen next. That generates security means in uncertain security is provided once information is given. It will help to reduce uncertainty.
Brain research results also show how that our brain sends stress signals once we loose control in situations. On the other hand we can reduce the level of stress in complex situations when we gain control and find options to choose from. That means we need to help employees to get the feeling to have choices.
It is well known that our brain reacts in the first time with warning signals once we meet new humans f.e. at a party. After the introduction of one ort two persons the stress levels will sink. Humans need the feeling to be associated with others. Our brain groups other persons in ‚like we are’ and „not like us categories“. This also leads to the well known phenomenon „the others“ and „we“ companies, a separation between friends and enemies.
We should help companies to actively support teams to become acquaintances especially when teams are spread in different locations or across departments. Otherwise „the others“ will stay in the category „not like us“ and will be the fear factors for the future. In the consequence teamwork and collaboration will never start.
A proper and fair equalization activates the parts of the brain reacting on appreciation. The cerebral region of the brain is reacting on unfair treatment.
It is important to show fairness by creating transparency even if it seems to be improper. .
The involved Manager is responsible for the assurance of the coverage of these 5 major needs.
Literature and sources of information
David Rock, SCARF Model – Influencing Others with Dr David Rock, 8. Aug 2010. YouTube: http://www.youtube.com/watch?v=isiSOeMVJQk (8 Min:16 Sek)
SCARF: a brain-based model for collaborating with and influencing others, NeuroLeadershipjournal, 2008.
Managing with the Brain in Mind, strategy+business Vol 56, 2009., Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long, HarperBusiness, Okt 2009.
Your Brain at Work, Google Tech Talk, 12. Nov 2009. YouTube: http://www.youtube.com/watch?v=XeJSXfXep4M (55 Min 2 Sek)
Dan Pink, The puzzle of motivation, Ted Talk, Jul 2009. http://www.ted.com/talks/dan_pink_on_motivation.html (18 Min 40 Sek)
RSA Animate, Drive: The surprising truth about what motivates us, YouTube: http://www.youtube.com/watch?v=u6XAPnuFjJc (10 Min 48 Sek)
Bernd Hufnagl, Besser fix als fertig, Molden Verlag, 2014