Build a healthy workplace with the SCARF Model

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Use the SCARF Model - make a measurement about commitment and trust

 

Modern brain research has shown that in order to perform, the brain has a fundamental need to be part of a social context. At your workplace can measure the SCARF Model / STARS. This is a measure of "growth mindset"/development ability or social security. Actually, how well the group can perform and how committed the group is. Are there risks beneath the surface?

Fcausation shows that our brain is not only rational and focused on finding solutions to problems. It is strongly focused on eliminate social threats, formerly a crucial survival factor for us. The brain is constantly trying to minimize threats and maximize what is rewarding. Minimizing threats is a priority, and to minimize the threats, the same mechanisms are used that we use when we are facing a real physical threat that threatens our survival, so-called. "Fight and flight" responses. We therefore do not make such smart decisions in a situation of threat and find it very difficult to cooperate and be logical. The emotions take over.

This is because the part of the brain that handles the threat situation requires a lot of oxygen and energy. This energy is taken, among other things, a from the important working memory. Our capacity for analytical thinking and creativity decreases. Since way back on the savanna, we have been created to survive and avoid risks:

About threat mode occurs in an organization it implies a threats to organizational productivity, COLLABORATION and adaptability. If there are deficiencies in the social environment at a workplace, the culture deteriorates and it becomes difficult to develop.

The SCARF Model thus summarizes these threats. One of the basic models developed in 2013 by David Rock. He is also one of the founders of the *Neuroleadership Institute, which summarized a lot of research on the brain with organizational development and leadership. The tool was developed after David conducted a large number of interviews with neuroscientists. During the work, he realized that there were a number of social situations that are particularly important to us humans that kept coming back. He then summarized these in SCARF. When you understand SCARF, you can decode your own behavior or that of others. SCARF stands for; Status, Certainty, Autonomy, Relatedness and Fairness. Through the powerful model, we can understand how we can work with reward in everyday life to help the brain so that we become developmentally inclined, creative and cooperative. 

Yesbox has developed a model to continuously measure and monitor this basis for social security and trust. In a survey, based on 10 statements, you can get an answer as to whether your group is within the reference level. You will receive advice based on the result, i.e. above or below the reference value. We call it measuring your STARS others say SCARF or TRUST.

Does everyone feel important? Is there the necessary trust? Does everyone understand the rules of the game? Is there the predictability needed in everyday life?

In the analysis, you also get tips on how to proceed. Click here if you want to talk to us about STARS

 

We start from several models, including - SCARF

STARS is thus intended to be a thought or reflection tool that makes us aware of the factors that are so important to make everyone perform. The model helps you become aware of our reactions and blockages (which we often cannot understand ourselves) and shows how we can choose words and actions to have a better effect. Perhaps it is good to know that many small actions and comments either support or undermine the perceived levels of status, predictability, autonomy, relationships and fairness in your organization as well.

This is one reason why leadership is sometimes so difficult; sentences, words, looks and gestures are noticed and interpreted, magnified and sometimes given meanings we may never have intended.

Read how neuroleadership in practice explains SCARF here

Status - Do the employees feel important and respected?
Clarity - Development takes place at a reasonable pace. Is everyone involved?
Autonomy - Can employees influence their work situation?
Relationships - Do colleagues feel a sense of belonging and trust in the workplace?
Game Rules - Does the organization value everyone and are there rules of the game for everyone?

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Tips for good training in SCARF Learn more about SCARF from us or here