An action-orientated review model to convert past experience into practice.
Give feedback that is clear, specific, and actionable by combining Feeling, Fact, and Comparison.
For understanding how great leaders and orgs inspire action by starting with a clear sense of purpose.
Summary of typical conflicts in the workplace, discover proven strategies
A framework enhances understanding, empathy, and responsiveness.
Using dual concern theory to understand and resolve conflicts.
A simple practice to accept the anxiety, anger or sadness and start embracing them.
Deliver objective feedback by separating situation, behavior, and impact.
Your presence speaks louder than your words.
A simple way to start conversations.
A simple way to evaluate your relationships.
Make your pitch or message clear, logical, and action-oriented.
Sharpen your stakeholder management skills via finding who matters most.
Apply five communication elements to make ideas memorable and repeatable.
Gives you a simple and clear structure to build trust fast.
Change up the content every two minutes to keep people engaged.
Structure 30-minute meetings into focused parts for better feedback.
Reveal your points step by step.
Deliver clear, structured arguments by stating your point first, proving it, and closing with clarity.
Expand self-awareness, uncover blind spots, and strengthen trust through structured feedback.
Separate facts from interpretations to respond to feedback calmly and solve the real problem.
Help groups move from information gathering to action in a structured and inclusive way.
Six negotiation principles help both sides get more of what they want.
A practical negotiation concept that defines where a deal is actually possible.
Allows you to handle challenges with clarity, whether you need to see the big picture or focus on the details.
Help individuals and groups connect personal stories to collective action.
Aim to eliminate confusion and miscommunication in both verbal and written forms
Turn complex ideas into clear cause-and-effect stories people remember.
An easy framework to answer "Tell Me About Yourself" in a job interview.
A storytelling framework that makes your message relatable, memorable, and impactful in any context.
Narrate how an idea was born, built, and scaled to demonstrate its real-world impact.
Persuade and inform with clarity by structuring your message.
Deliver clear, non-judgmental feedback by separating facts, impact, and next actions.
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
Grow your influence via focusing what you can control.
Being a great manager without losing your humanity.
Help people to deliver strong messages or express complex ideas.
Bring clarity, reduce friction to the stakeholder communication.
Capture feedback, act on it, make changes stick, and report back with clarity.
Increase engagement and commitment in the workplace.
Structure your answers and emphasize takeaways to show real growth.
Strengthen alignment between your priorities and your manager’s expectations.
Help you persuade effectively, build trust, and gain support in any professional setting.
Speak their language, not yours.
Helps communicators control emotional rhythm and attention over time.
Resolve complications with concise, executive-ready solutions.
Structure complex messages into a clear narrative that leads the audience to your conclusion.
Structured communication framework which is supporting your point with logically organized details and effective information delivery.
Emphasis on timing, ensuring actions are strategically aligned with deadlines for effective goal setting.
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.
The GREAT model focuses on five key stages to help you get clear about your goal and work toward it effectively.
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.
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 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.
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.
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.