1. SCARF model (status / certainty / autonomy / relatedness / fairness)
A model for collaboration and influence based on social neuroscience

2. Do this first . .

3. The number one issue for your brain is
Minimise danger and maximise reward.
The brain constantly scans incoming information and asks . . .
Is it dangerous / bad ? (AVOID)
Is it safe / good ? (APPROACH)

4. This has been going on a long time . . .

5. Your brain is a very old design
Old to new
Reptilian brain
(400million years old)
Fight or flight centre
Limbic brain
(250 million years old)
Hunger, thirst, sex, sleep, blood pressure, temperature
Neocortex
(500,000 years old)
Self control, consciousness, awareness, language

6. The approach – avoid response is deep in your brain
Modern implications of this are
First impressions are important
Decisions are made before we know it
Fear reduces brain functioning

7. Connecting to the SCARF model
Evidence suggests that the same parts of the brain are used for
Approach  Avoid decisions (survival)
People interactions / experience (social)
This means our social and work life is based n the idea of maximising rewards and minimising danger.

8. Connecting to the SCARF model
The SCARF model identifies common factors that activate a threat or reward response in social situations. The self assessment quiz shows which of these you may be most affected by in your social interactions.

10. IMPLICATIONS IN WORKPLACE
SCARF MODEL
THREAT (AVOID)
REWARD (APPROACH)
STATUS
Giving advice, instructions, offering feedback
Beating your ‘personal best’ / receiving positive feedback
CERTAINTY
Not knowing what the boss expects / people acting in ‘unusual’ ways
Having clear objectives for projects / breaking work into small units
AUTONOMY
Being micro managed
Allowing people to organise own hours (glidetime), workload etc
RELATEDNESS
Meeting new people / people from different cultures
Setting up mentoring or coaching at work / having a friend at work
FAIRNESS
Lack of ground rules / expectations /etc
Transparency / doing volunteer work

12. Empathy – or ‘how to make people like you’.
The empathy arc describes a conversational technique to quickly connect to a new person.
Based on and influenced by the SCARF model

13. The empathy arc Emotions / Feelings Meaning Stories Affirmation
Thanks / Goodbye
Hello / Rapport

14. How to do it EMPATHY ARC SCRIPT HELLO “Hello / how are you “ STORIES
“Tell me about a time when . . “
EMOTIONS
“How did you feel about that / when that was happening . . ?”
MEANING
“I guess that must have meant a lot to you . . ?
AFFIRMATION
“That’s a really interesting story . . “
THANKS
“thanks for sharing that with me . . .”

15. Connections Empathy Arc - SCARF
The empathy arc technique can quickly
Establish a high relatedness(R) feeling,
Gives status(S) to the speaker (all about them),
The highly structured conversation gives some certainty (C)
By asking questions and listening we transfer autonomy to the speaker(A)
Fairness can be increased by “I am going to ask a few questions - is that ok?”
Use empathy arc to increase Approach response