How to Use the DARE Model to Develop Your Staff

dare model

If you’re a leader within an organisation, you’ve probably heard of the STAR method. But have you heard of the DARE model?

The STAR method stands for Situation, Task, Action, Result. When you’re developing a team member, the situation might involve an area they’re struggling in. The tasks might involve certain coaching methods or formal training. But this is where it gets repetitive. The actions might require the team member to attend training or some other self-development. Finally, the results are if this whole process was worthwhile or not.

The DARE model takes out the repetitiveness and makes it clearer for you, the team member, and your manager. It also doesn’t end once the results are in. So how do you use it? Simply follow these steps. I triple-dog-dare you to try it.

Development Area

When a staff member sees or hears the terms development area, they immediately see it as a negative. They wonder what they’re doing wrong or what they need to be doing better in their job.

But this isn’t always the case.

A development area could be a skill or attribute to help get them ready for their next role. That job could be a move up or sideways.

I remember having a staff member that wanted to go from a phone role to a webchat position. To help them get ready for that role, their development area was to work on customer emails as a way to improve their writing ability and adjust their communication style accordingly.


Much like the STAR method, this is where you state what actions will take place to develop the team member.

Actions should be clear. There should be no ambiguity over what the expectations are, who is responsible for completing the activities, and when they must be actioned by.

A good development plan should include actions for both yourself and the team member. They need to play a part in their own career, and this can only happen if they complete them too.


This is where you record your progress.

The development plan needs to be measurable. You want to see progress, even if it’s a decline in performance. Understanding if the actions are working can help determine if alterations need to be made or if new steps need to be taken to achieve success.


The evaluation of the DARE model should take place once the development plan has come to its conclusion and at no time before. You need to see all the actions until the end to see if the strategy was successful.

Then it’s time to evaluate the performance. Was it successful? If it was, then what worked? What happens if it was a failure? Was it due to the wrong actions, or did someone or something let it down?

Evaluations aren’t the conclusion. Once the development plan is finished, it’s time to start a new one, with different actions and even more improved results by using the results of the evaluation.

That’s what makes the DARE model a more efficient plan. You can repeat it over and over and refine the process so that you and your team member continue to achieve success.

Why You Should Use the DARE Model

Development plans should always have a start and an end. But when one finishes, another should begin. Just because you reached the goals of one doesn’t mean you’ve perfected something. You should continue to improve using the findings from the evaluation. Refine the process. Then continue on.

If you want to learn more about developing your people using the DARE model and other helpful tips, then make sure you’ve saved the Better Boss Blog to your bookmarks. You can also follow pwf services on Instagram, Facebook, and LinkedIn for even more advice on how to lead your people. Don’t you dare miss another post.

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