Evolving the SCARF Model through an Untapped Leadership Lens

The SCARF model—focused on Status, Certainty, Autonomy, Relatedness, and Fairness—provides a framework for understanding social drivers of human behavior in organizational contexts. However, when viewed through the lens of Untapped Leadership, which emphasizes leveraging the lived experiences and systemic challenges faced by underrepresented leaders, we can see how the SCARF model is uniquely experienced and can be potentially adjusted to represent diverse perspectives better.

EVOLVING the SCARF Model

1. Status:

   • SCARF frames "status" as an innate human need to perceive relative importance. However, for marginalized leaders, status is often tied to overcoming systemic barriers rather than competing within traditional hierarchies. The model could address how systemic inequities shape status perception differently for underrepresented individuals.

   • In Untapped Leadership, status would be reframed to emphasize authentic recognition of diverse contributions, particularly those that emerge from non-dominant cultural perspectives.

2. Certainty:

   • While the SCARF model values predictability, contextual agility, a concept central to Untapped Leadership, recognizes that marginalized leaders frequently navigate environments where uncertainty is inherent due to systemic inequities.

   • Our leadership goal is building comfort with adaptability rather than only striving to reduce uncertainty.

3. Autonomy:

   • SCARF’s focus on personal control can clash with the collectivist and relational leadership styles often prevalent among BIPOC and underrepresented groups.

   • Untapped Leadership suggests redefining autonomy not just as independence but as the ability to act within systems while leveraging community and collective agency​​.

4. Relatedness:

   • SCARF encourages inclusion by fostering relatedness. However, it often assumes neutrality in team dynamics. Marginalized leaders may experience microaggressions or exclusionary behaviors, complicating this driver.

   • A more inclusive lens would highlight the importance of psychological safety and allyship in building genuine relatedness​​.

5. Fairness:

   • SCARF focuses on equitable treatment, but systemic inequities mean fairness is not experienced equally.

   • Untapped Leadership underscores the need for equity over equality, ensuring support is tailored to bridge gaps created by historic and ongoing marginalization​​.

Adjustments to Integrate Untapped Leadership

1. Incorporate Identity and Lived Experiences:

   • Expand SCARF to acknowledge how intersectionality (race, gender, etc.) influences each domain. For instance, autonomy might manifest differently for leaders navigating systemic biases​​.

2. Shift Focus to Equity and Justice:

   • Adjust "Fairness" to explicitly address structural inequities and promote equity-focused practices in leadership development.

3. Recognize Contextual Agility:

   • Embed a dimension that appreciates the agility required to lead within inequitable systems, aligning with Untapped Leadership's call to embrace systemic complexity​​.

4. Empower Marginalized Perspectives:

   • Redefine "Status" to focus on the unique expertise and contributions of underrepresented leaders, valuing non-traditional forms of leadership​.

5. Support Systemic Transformation:

   • Expand the model to include systemic power dynamics and how they influence certainty, autonomy, and fairness. Use tools like power mapping and the Zone of Untapped Capacity to deepen understanding​.

By adapting SCARF through these adjustments, organizations can create more inclusive frameworks that align with the values of Untapped Leadership, fostering equity and unlocking the potential of diverse leadership.

Curious how Untapped Leaders can help your organization integrate these principles? Reach out to us for a consultation.