FORM Technique
A simple way to start conversations.
The Relationship Map
A simple way to evaluate your relationships.
Stakeholder Saliency Model
Sharpen your stakeholder management skills via finding who matters most.
3A Trust Model
Gives you a simple and clear structure to build trust fast.
PREP Framework
Deliver clear, structured arguments by stating your point first, proving it, and closing with clarity.
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.
Current–Past–Future Interview Framework
An easy framework to answer "Tell Me About Yourself" in a job interview.
VSNC Framework
Persuade and inform with clarity by structuring your message.
Three Circles of Influence
Grow your influence via focusing what you can control.
RACI Model
Bring clarity, reduce friction to the stakeholder communication.
ABCD Trust Model
Increase engagement and commitment in the workplace.
PART Framework
Structure your answers and emphasize takeaways to show real growth.
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.
FIRE Model: Managing Feedback
Separate facts from interpretations to respond to feedback calmly and solve the real problem.
FIRE Model
The Sting of Criticism
We all hate being criticized; what's worse, it's unavoidable. Don't feel embarrassed if you have this kind of thought.
Being criticized is not fun, however, you really don't need to take all bad things in, the FIRE model can make you treat the feedback wisely.
Developed by Mark Murphy, founder of Leadership IQ and author of “Truth at Work”, FIRE model helps us extract positive and constructive criticism from negative feedback, allowing us room to work on our mistakes without being weighed down by all the negativity that’s thrown at us.
Humans generally evaluate the world around us with a four-step process.
We notice some Facts, then we make Interpretations about those facts, then based on our interpretations we experience emotional Reactions, and once we experience those emotions we have some desired Ends.
So, Facts, Interpretations, Reactions and Ends formed the FIRE framework.
FIRE Model Deep Dive
Facts
This is something you can see, and hear.
Facts are objective provable and verifiable. This refers to objective data or information that is verifiable and not influenced by personal feelings or opinions.
Just concentrate on the facts more than anything else.
Interpretation
Once we observe a fact, our mind uses our own life history, previous experiences and personality to interpret it.
This involves the subjective analysis and the emotional response to the facts.
The interpretation varies from person to person (influenced by personal experiences, biases, and personality etc.). Remember, try not to get too bogged down in this part of the evaluation.
Reaction
Interpretation, as we have already mentioned, leads to emotional reactions.
Ends
Our emotions are always driving us towards a certain goal.
By focusing on facts, we can separate objective reality from subjective interpretation, leading to more rational and effective responses - resolving the fact of the matter.