Late last year I had the opportunity to take a class for Productivity Coaches on Leadership. Led by Ellen Faye and Cameron Gott, two amazing coaches, who instructed us in areas of growth and opportunities for Leadership in our own lives and the lives of our clients.

“Leadership is the process of social influence, which maximizes the efforts of others, towards the achievement of a goal.” –John Maxwell

We discussed in detail the SCARF model created by David Rock. Outside of class I read the book Dare to Lead by Brené Brown.

This model addresses how the brain reacts during change; it is expanded from David Rock’s SCARF model. David Rock is a Coach and Co-founder of the Neuro Leadership Institute. His work focuses on the way humans relate to each other. There are two themes that emerge from the work he has done:

  • Motivation is a driving social behavior and is based on minimizing threats and maximizing rewards.
  • The brain networks that are based in survival needs are also based in social experiences.

Brené Brown asserts that safety and trust need to happen within a team. Without work, communication and teams break down. Leaders need to be vulnerable in order to build trust.

The melding of these two concepts allow for trust, leadership and change to happen in a constructive way. Team members and colleagues need to know what to expect, have control and feel that they belong. They need to know they matter and are treated with respect.

Here is the SCARVES model

S-Stress-I have low stress so that I can make clear decisions and take action

C-Certainty-I know what to expect

A-Autonomy-I have control

R-Relatedness-I belong here

V-Vulnerability-I speak the truth

E-Equality and Fairness-I am treated with respect

S-Status-I matter

These seven domains can activate the threat or reward response that David Rock discusses in his work. Understanding how these domains and bringing awareness to otherwise unconscious processes can help leaders in three ways:

  • Knowing that drivers can cause a threat response enables people to design interactions to minimize threats.
  • Knowing that drivers can activate a reward response enables people to motivate others more effectively by tapping into internal rewards.
  • The foundation of this model is based in safety and trust.

To put this model into action:

  • Choose a SCARVES driver and explain how you’ve seen it affect situations in your work and work as a leader.
  • Share the SCARVES model with your team and discus in staff meetings the domains and how they show up in your work culture.
  • Set an appointment to discuss your Leadership Challenges and the ways Productivity Coaching can help you grow as a leader.

Margo Crawford is a Productivity Coach and Professional Organizer with Wave Productivity. She works with entrepreneurs, small business owners and business professionals to help them become better leaders in their workplace. She coaches by phone nationally and in person in Phoenix, Providence and Boston. If you want to get more organized in your office call 602-677-8275 or email margo@waveproductivity.com.