Skip to main content

Drive

To help people make progress you need to know what drives them.

Context​

SCARF​

Five key domains that influence behaviour and emotional responses in social contexts.

  • POSITIVE: When these five domains are satisfied, they activate the brain's reward circuitry, leading to increased engagement, collaboration, and productivity.
  • NEGATIVE: When these needs are threatened, it can trigger a 'threat response', leading to reduced cognitive performance, increased stress, and decreased collaboration.

The model is based on two key principles from neuroscience:

  1. The brain's primary organizing principle is to minimize danger (fear) and maximize reward (greed).
  2. The brain treats social needs similarly to basic survival needs.

Status​

This refers to our relative importance to others. In the workplace, it's about how we perceive our position in the hierarchy.

  • Threat response: Feeling undervalued or inferior can trigger stress.
  • Reward response: Recognition, praise, or promotion can boost motivation.

Certainty​

This is about our ability to predict the future.

  • Threat response: Ambiguity or lack of clear information can cause anxiety.
  • Reward response: Clear expectations and transparency can increase comfort and productivity.

Autonomy​

This relates to our sense of control over our environment.

  • Threat response: Micromanagement can lead to frustration and disengagement.
  • Reward response: Having choices and the ability to make decisions increases satisfaction.

Relatedness​

This is our sense of connection to and safety with others.

  • Threat response: Feeling isolated or excluded can lead to decreased cooperation.
  • Reward response: Team-building activities and inclusive practices can enhance collaboration.

Fairness​

This is our perception of fair exchanges and treatment.

  • Threat response: Perceived unfairness can lead to resentment and decreased trust.
  • Reward response: Transparent processes and equal treatment can increase engagement and loyalty.

Needs​

People need to feel that they belong.

A wharenui (meeting house) serves as metaphor for building a lives from solid foundations.

  1. Whenua: Trusted spaces where you feel safe and able to be yourself.
  2. Taha Whanau: Family and social well-being.
  3. Mahi Me Te Tākaro: Work and the Play must be in balance.
  4. Taha Tinana: Physical well-being.
  5. Taha Hinengaro: Mental and emotional well-being.
  6. Taha Wairua: Spiritual well-being

Fears​

People are more motivated more fear of loss than realize potential gains. Fears, uncertainty and doubt prohibit the opportunity to create value from a state of flow. General fears include:

  • Decision FUD
    1. Fear of Missing Out (FOMO)
    2. Irreversible Errors
    3. Change and The Unknown
    4. Failure
  • Social Fears:
    1. Rejection
    2. Loneliness
    3. Being judged
    4. Public speaking
  • Mental Health:
    1. Feeling Inadequate
    2. Loss of Agency
    3. Imposter Syndrome
  • Physical Health:
    1. Serious illness
    2. Loss of mobility
    3. Aging and dying

See fear setting practice.

Obstacles​

Desires​

Meaningful Endeavour: