You are on page 1of 2

LESSON 6: SCARF Model

Lesson Overview: This lesson will introduce learners to the concept The SCARF model by
David Rock and the implications for leader's attempts to manage employee performance. The
lesson will educate learners on the fundamentals of the SCARF model, including status,
certainty, autonomy, relatedness, and fairness. Learners will apply knowledge by completing an
in class activity which requires them to complete a guided worksheet to demonstrate their
understanding of the concepts.
Materials:

SCARF Model: Influencing Others video with Dr. David Rock


Your brain at work video by David Rock
PowerPoint presentation of David Rock's SCARF model

Physical Resources

Training Room
Projector
Laptop and guest network access for corporate network
Whiteboard and accessories (markers, erasers, etc.)

Lesson Standards: N/A, corporate learning environment


Lesson Objectives:
8) Given selected text, reference materials, and guided learning worksheet, learners will describe
(select an answer) how the principles of the SCARF model are applicable to the performance
management process, by answering questions with 80% accuracy (as compared to correct
response for each question).
Time: 1.5 hours
Pre-instructional activities: Learners will view a short video which introduces the concept of
The SCARF model. After watching the video, learners will be asked to provide real life
examples which support or negate the concept.
Creating Meaningful Dialogue:

Ask learners how working under a threat response can impact cognitive performance.
Ask learners to provide examples they have seen in the workplace with employees and
how they attempted to address the issues.
Ask learners how knowing about the SCARF model would lead them to plan different
intervention strategies.

Content presentation: Instructional delivery will leverage PowerPoint as visual reinforcement


of key points of the SCARF model. Videos from subject matter experts in the fields of employee
motivation and behavioral assessment, will provide learners perspective and expertise in the
concepts being presented.
Key Points to Discuss:

Status: Discuss how leaders, by virtue of their "status", can invoke a threat response.
Ask learners in what ways leaders can diminish this threat response in employees.
Certainty: Discuss how a lack of certainty can invoke a threat response. Ask learners in
what ways leaders can diminish this threat response in employees.
Autonomy: Discuss how a lack of autonomy can invoke a threat response. Ask learners
in what ways leaders can diminish this threat response in employees.
Relatedness: Discuss a lack of relatedness can invoke a threat response. Ask learners in
what ways leaders can diminish this threat response in employees.
Fairness: Discuss how a lack of fairness (including perceived unfairness) can invoke a
threat response. Ask learners in what ways leaders can diminish this threat response in
employees.

Learner Participation: Facilitated discussion will be used to allow learners to bring forward
real life examples from their own performance management experiences. Prompts from the
SCARF model will be included in the PowerPoint presentation. An intentional effort will be
made to ensure learners are engaged in meaningful dialogue related to the examples and key
points. Learners will use a selected case study to apply concepts of this lesson.
Assessment: At the conclusion of instruction, learners will be provided a selected case study
depicting a performance management challenge and learners will describe how (select an
answer) the principles of The SCARF model would be applied in order to address performance
issues present in the case study, with 80% accuracy (as compared to correct response for each
question).
Questbase for Assessment Completion: Direct learners to log in to their Questbase accounts
and complete assessment, per included instructions.
Follow-through activities: Learners will apply knowledge from this lesson in subsequent
lessons. Learners will apply concepts from this lesson in order to manage performance issues in
the workplace effectively.