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.
GREAT Coaching Model: A Guide to Goal Achievement
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
GREAT Coaching Model
Why Good Intentions Fail
Have you ever set a personal or professional goal with great enthusiasm, only to get sidetracked a few weeks later? You are not alone.
The gap between intention and impact is where most potential is lost.
It’s a common challenge, and that’s exactly where the GREAT coaching model can help.
Developed by Graham Alexander, a well-known coach in goal-setting and personal development, GREAT coaching model provides a structured yet flexible approach for turning your goals into tangible results.
Whether you're a leader, a coach, or someone working toward personal growth, this model can guide you through the process of clarifying your goal and achieving it step by step.
The GREAT model is often seen as an evolution of GROW. While GROW is excellent for unlocking awareness and options, GREAT is designed for execution.
Its unique value lies in the last two letters: Action and Timing. Without these, many coaching conversations end with insight, not results.
Core Concept of GREAT Coaching Model
The GREAT model focuses on five key stages to help you get clear about your goal and work toward it effectively.
Goal
Start with defining a clear, specific, and meaningful goal (refer to SMART Goal Setting Framework). A well-crafted goal is the foundation for success, as it gives you direction and purpose.
Practice: You set a goal to increase your team's productivity by 20% over the next quarter.
Reality
Take a hard look at your current situation. Understanding where you stand is critical.
What obstacles are in your way? What resources do you have at your disposal? A clear reality check gives you the insight you need to make informed decisions.
Practice: Analyze the current state of the team, identifying key issues like unclear communication or missed deadlines.
Explore
Explore different options and solutions.
This stage encourages creativity and brainstorming. What pathways could help you achieve your goal? What risks and rewards are associated with each option?
Practice: You and your team brainstorm possible solutions, such as improved workflows, training, or regular feedback sessions.
Action
Now, it's time to take action!
Create a clear, step-by-step plan that outlines exactly what needs to be done. This phase is all about commitment and execution.
Practice: You create a detailed plan with actionable steps, like scheduling bi-weekly check-ins and reassigning tasks based on team strengths.
Timing
Finally, focus on timing.
Set deadlines, create milestones, and regularly assess progress. This ensures you stay on track and can adjust your plan when necessary.
Practice: You establish clear milestones, like measuring productivity improvements every month and adjusting the plan as needed.