The winds of change are coming in fast and furious. If your organization or team is undergoing a change, we need to talk. When change is happening, two questions permeate the air: 1) How does this relate to me? and 2) Will I be relevant at the end of the change? As leaders, we can be proactive when answering these questions and minimizing fears and pushback.
That said, I’d like to share a tool with you called the SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness), originated by researcher David Rock of the Neuroleadership Institute. In times of change, the SCARF model offers a way to look at our experience from the lens of empathy. Here’s an example of the model in action:
- Status: Whenever possible, give positive feedback and publicly acknowledge the things that are going well.
- Certainty: Give clear expectations, and whatever you do, don’t overpromise.
- Autonomy: Create as many opportunities as possible for your team members to have a voice and a choice.
- Relatedness: Create social opportunities to talk about the wins, concerns, and failures.
- Fairness: Be clear with communication, be transparent, and make sure your rules are consistent.
I hope this model helps you navigate the winds of change. If you’d like additional tips on how to improve your SCARF factors around change management, feel free to drop me a line. I’d love to help you. Aloha and Salamat Po!
P.S. Enjoy my ‘Bloophers?!?!’ reel at 2:00 in the video above 😂