Communication

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.

Freytag’s Pyramid: Structure Compelling Business Narratives

Helps communicators control emotional rhythm and attention over time.

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Applications

No application mappings are available for this framework yet.

Framework Card

Freytag’s Pyramid

Goal: Structure presentations so the audience stays engaged from setup to payoff.
Best For: Project Narratives; Leadership Speeches

Check-In

Why This Matters

Many stories fail not because the idea is weak, but because the structure is flat.

In business communication, presentations often start too slow, peak too late, or end without resolution. As a result, audiences lose attention, miss the key point, or forget what mattered most.

Freytag’s Pyramid solves this by giving you a clear narrative arc that builds tension, delivers impact, and lands with clarity.

Framework Logic

What this framework is

Freytag’s Pyramid is a classic storytelling structure developed by German novelist and playwright Gustav Freytag.

It breaks a story into seven stages that move from setup to tension, reach a peak, and then resolve cleanly. While it originated in dramatic literature, it is widely used today in storytelling, presentations, speeches, and brand narratives.

Freytag's Pyramid diagram mapping the 7 stages of dramatic structure against time and tension

The model helps communicators control emotional rhythm and attention over time.

Deep Read

Core Concept of the Framework

Exposition

This is the introduction. You set the context, define the characters or stakeholders, and explain the situation.

In business, this could be the market context, the team, or the starting problem.

Inciting Incident

Something changes. A trigger appears that disrupts the status quo.

This could be a new challenge, a missed goal, a customer complaint, or a market shift.

Rising Action

Tension builds as actions are taken and obstacles appear. The audience starts to care because the outcome is uncertain.

In presentations, this is where complexity and stakes increase.

Climax

This is the turning point. The conflict reaches its peak.

A decision is made, a strategy is chosen, or a critical moment occurs. Everything before this leads here.

Falling Action

Tension begins to ease. The consequences of the decision unfold. You show what changed and how the situation starts to stabilize.

Resolution

The core conflict is resolved. The problem is addressed, the goal is reached, or a clear outcome is achieved.

Denouement

Loose ends are tied up.

You reflect, summarize lessons, and leave the audience with closure and meaning.

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