KISS Review Framework
An action-orientated review model to convert past experience into practice.
FFC Technique
Give feedback that is clear, specific, and actionable by combining Feeling, Fact, and Comparison.
The Golden Circle
For understanding how great leaders and orgs inspire action by starting with a clear sense of purpose.
4 Patterns of Team Conflicts
Summary of typical conflicts in the workplace, discover proven strategies
Active Listening Spiral
A framework enhances understanding, empathy, and responsiveness.
Thomas-Kilmann Conflict Mode Instrument (TKI)
Using dual concern theory to understand and resolve conflicts.
AVP Model
A simple practice to accept the anxiety, anger or sadness and start embracing them.
SBI Model
Deliver objective feedback by separating situation, behavior, and impact.
7-38-55 Rule
Your presence speaks louder than your words.
FORM Technique
A simple way to start conversations.
The Relationship Map
A simple way to evaluate your relationships.
TOPS Framework
Make your pitch or message clear, logical, and action-oriented.
Stakeholder Saliency Model
Sharpen your stakeholder management skills via finding who matters most.
Winston’s Star
Apply five communication elements to make ideas memorable and repeatable.
3A Trust Model
Gives you a simple and clear structure to build trust fast.
2 Minute Rule
Change up the content every two minutes to keep people engaged.
10-10-10 Meeting Model
Structure 30-minute meetings into focused parts for better feedback.
The Rule of Suspense
Reveal your points step by step.
PREP Framework
Deliver clear, structured arguments by stating your point first, proving it, and closing with clarity.
Johari Window
Expand self-awareness, uncover blind spots, and strengthen trust through structured feedback.
FIRE Model
Separate facts from interpretations to respond to feedback calmly and solve the real problem.
ORID Focus Conversation
Help groups move from information gathering to action in a structured and inclusive way.
Harvard Negotiation Principle
Six negotiation principles help both sides get more of what they want.
ZOPA
A practical negotiation concept that defines where a deal is actually possible.
Zoom-In and Zoom-Out Model
Allows you to handle challenges with clarity, whether you need to see the big picture or focus on the details.
Self-Us-Now Framework
Help individuals and groups connect personal stories to collective action.
7C Pyramid Communication Framework
Aim to eliminate confusion and miscommunication in both verbal and written forms
Pixar Storytelling Formula
Turn complex ideas into clear cause-and-effect stories people remember.
Current–Past–Future Interview Framework
An easy framework to answer "Tell Me About Yourself" in a job interview.
Hero's Journey Storytelling Framework
A storytelling framework that makes your message relatable, memorable, and impactful in any context.
The Innovation Story Framework
Narrate how an idea was born, built, and scaled to demonstrate its real-world impact.
VSNC Framework
Persuade and inform with clarity by structuring your message.
COIN Model
Deliver clear, non-judgmental feedback by separating facts, impact, and next actions.
GREAT Coaching Model
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
Three Circles of Influence
Grow your influence via focusing what you can control.
Radical Candor
Being a great manager without losing your humanity.
COST Principle
Help people to deliver strong messages or express complex ideas.
RACI Model
Bring clarity, reduce friction to the stakeholder communication.
Magic Loop Framework
Capture feedback, act on it, make changes stick, and report back with clarity.
ABCD Trust Model
Increase engagement and commitment in the workplace.
PART Framework
Structure your answers and emphasize takeaways to show real growth.
CLEAR 1
Strengthen alignment between your priorities and your manager’s expectations.
RIDE Communication Framework
Help you persuade effectively, build trust, and gain support in any professional setting.
DISC Communication Styles Framework
Speak their language, not yours.
Freytag’s Pyramid
Helps communicators control emotional rhythm and attention over time.
SCR Framework
Resolve complications with concise, executive-ready solutions.
SCQA Framework
Structure complex messages into a clear narrative that leads the audience to your conclusion.
Pyramid Principle
Structured communication framework which is supporting your point with logically organized details and effective information delivery.
AVP Model: Control Emotions by Letting Them Be
A simple practice to accept the anxiety, anger or sadness and start embracing them.
AVP Model
Why We Need Emotion Control
Ever been stuck in a loop of anxiety, anger, or sadness?
The problems keep coming up when we fight them, suppress them, or try to pretend they don't exist, they don't work at all.
The truth is, emotions like anxiety, anger, and sadness aren’t the enemy, they’re signals from your body trying to tell you something important. The better way is, to acknowledge these tough feelings, understand them, and give yourself the permission to feel without being consumed by them.
That’s where the AVP model steps in.
The AVP model stands for Acknowledge, Validate, Permit.
It was developed by Dr. Becky Kennedy, a renowned clinical psychologist and parenting expert. Known as “Dr. Becky” by her fans, she’s the author of the bestselling book Good Inside, which explores practical tools for emotional regulation and parenting.
Dr. Becky’s approach isn’t just about parenting—it’s about fostering emotional intelligence in every aspect of life. Her insights make the AVP model a go-to strategy for anyone looking to navigate the messy world of feelings with grace.
Acknowledge
Start by labelling your feelings.
This isn’t just a “touchy-feely” exercise; naming what you’re experiencing helps you face it head-on. Simply recognizing the emotion can take away some of its sting.
For example:
This moment feels hard.
I’m noticing anxiety right now.
My chest feels tight, and my heart is racing
Validate
Your feelings are valid—every single one of them. They’re not random or irrational; they’re your body’s response to your experiences.
Tell yourself why your emotions make sense:
I’m exhausted from juggling work and parenting. It’s okay to feel overwhelmed.
My friend cancelled on me after a rough day; of course, I feel disappointed.
This step helps you feel at home in your body rather than fighting against it.
Permit
Here’s the game-changer: give yourself permission to feel. Tell yourself it’s okay to feel exactly as you do.
Remember, permitting doesn’t mean losing control. You can permit anger while choosing to use a calm voice or permit frustration while maintaining kindness.
Examples:
I have full permission to feel frustrated right now.
It’s okay to feel like life is hard today.