What is the SCARF Model?

Social behaviors – like those we see in and around our projects – are driven by two urges: to minimize perceived threat, and to maximize potential reward. But what are the sources of threat and reward in the social domain? That is the question answered by David Rock’s SCARF Model.

David Rock developed a model of five domains of social experience that can trigger our reward and threat responses:
1. Status
– our social position in relation to others around us and our sense of personal worth
2. Certainty
– how predictable future events seem to be
3. Autonomy
How much control we feel we have over our lives and of events around us
4. Relatedness
Our sense of being connected to others and safe among them
5. Fairness
Our perception of justice, equity, and respect, and how reasonably we feel we are treated

The Approach/Avoid response takes control of our limbic system and has a big effect on our cognitive performance.
Rewards trigger interest, confidence, and creativity. We are more willing to engage with people and events
Threats inhibit detailed perception and subtle thinking in favor of generalization and defensive behaviors
You can use the SCARF model to provide your team members (and stakeholders) with a safe and emotionally nourishing workplace environment.

David Rock’s 2008 paper ‘SCARF: A Brain-Based Model for Collaborating With and Influencing Others.’
https://schoolguide.casel.org/uploads...


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⏱ Chapter Markers...
00:00 - The SCARF Model from David Rock
00:14 - Social behavior
01:03 - Our five threat and reward responses
01:51 - The threat & reward circuits in our brains
03:15 - Using the SCARF Model
03:26 - Status
03:47 - Certainty
04:11 - Autonomy
04:33 - Relatedness
05:02 - Fairness
05:39 - David Rock’s SCARF article
05:53 - Summary

#Project #ProjectManagement #SCARF