What Leaders need to know about the SCARF Model
Still avoiding feedback conversations?
You’re not alone.
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Dr David Rock, creator of the feedback model, the SCARF model, says:
“Feedback is in the top three hardest things leaders have to do—and they’re generally terrible at it.”
Traditional Feedback Models result in feedback that can feel like a threat. Neuroscience shows our brains interpret feedback as a risk to our status—one of the core SCARF triggers. That’s why even a simple “Can I give you some feedback?” can send us into emotional overdrive.
According to David Rock, people can feel threatened by feedback offered to them in the following ways:
Status – our relative importance to others.
Certainty – our ability to predict the future.
Autonomy – our sense of control over events.
Relatedness – our sense of connection with others.
Fairness – our perception of fair exchanges between people.
How the Feedback Fitness Framework Addresses the SCARF Model.
While the SCARF model lists five threats, it doesn't provide leaders with a framework to reduce those threats. That's where the Feedback Fitness Framework does.
I recommend discussing the SCARF topics in your Warm-Up Conversations. That way, you are reducing the perceived threat of feedback before you offer the feedback. It's a preventative approach that works.
What is useful for Leaders to know:
The SCARF model lists considerations and factors to be aware of in your feedback conversations. The Feedback Fitness Framework provides you with the methodology to reduce these threats and provides you with the structure to do just that.
Are you ready for the future of feedback?
Sing out if you would like more details on creating the Warm Up Conversations that build psychologically safe feedback conversations.
