David Rock’s SCARF model (SCARF stands for the five key “domains” that influence our behavior in social situations. Status, Certainty, Autonomy, Relatedness, Fairness) is a useful framework to guide individual conversations and team observations to find out what’s actually going on. The model captures five broad social domains that cause tension in the workplace, and is a useful lens to identify triggers that may cause team members to feel threatened, ultimately leading to team dysfunction. Here are some signs to look for:Status. Watch for people with tendencies to wield power and authority over others, or who treat others disrespectfully and undermine others publicly.Certainty. Look for those who use information as power. Hoarding critical information undermines team effectiveness and an individual’s credibility.Autonomy. Identify individuals who are reluctant to delegate and micromanage projects, which can lead to no personal agency or choice among the team.Relatedness. Look for cliques and ostracizing behaviors, which can lead to team members feeling like they don’t belong, or that they are replaceable.Fairness. Notice if decisions are made by leaders opaquely or subjectively, without little input from team members and no transparency into the process or rationale.
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