A new SCARF based staff development/coaching template is now available on the Resources page here.
The template uses the SCARF Model to help leaders determine where their staff are in relation to the five factors in the model. The template uses a rating scale of 1 through 10. This allows a leader to determine granular levels of each factor. You can also use an either/or approach. This means you can assess whether a team member is in threat mode or reward mode.
Look for Trends
It is important to have data to support your views or you may be off on a wild goose chase. Also note, people can have bad days and weeks, so also look for trends over time. A quieter day in the team may simply mean they’ve had an argument with their spouse.
Another aspect is to go a little deeper than outward appearances only. This takes a little more care but you don’t need to be a psychologist. This might be what is referred to as “Will vs Skill”. If a person has the skills to complete a task but doesn’t, then it may be a “will” issue. There may be something internally preventing them.
Will vs Skill
A simple example I have come across many times is sales. People join organisations for a purpose and then sales comes into the role. (Or perhaps it was there all long and they have avoided it). Regardless, they now need to jump on the sales train.
Some people are averse to this approach with customers and avoid it. Leaders will consider all sorts of strategies to win them over.
The point about going deeper is to understand the aversion to sales itself. This may comes down to beliefs, attitudes and habits around the concept of selling. There could be many reasons for this:
- family background is adverse to sales people
- have been scammed before vowed to never do that to others
- don’t want to be seen as a salesperson in the worst sense (many people use the “used car salesperson” metaphor)
- Won’t people see me as pushy?
- What if people say no? We all hates rejection.
In relation to the SCARF model, this might be seen as a threat and so they may use common behaviours to deal with the threat:
- Fight – push back (e.g. why do I have to sell?)
- Flight – avoid “selling” and describe is as better customer service (without the required results)
- Freeze – reduction in contact with customers (in a contact centre this may look like shortened call times, hanging up on customers)
- Flinch – using most of the process with out closing the sale (aka asking for the order)
The point is to assess where your individual team members are on the scale and work towards supporting them to the more beneficial side of the equation.