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.

“As leaders, we can be proactive 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 😂