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.

The Relationship Map: Audit Your Social Net Worth

A simple way to evaluate your relationships.

Read the full framework

Applications

No application mappings are available for this framework yet.

Framework Card

The Relationship Map

Goal: Allocate your limited social energy to the people who fuel your growth.
Best For: Annual Life Audits; Burnout Prevention

Check-In

Relationship Around Us

Some relationships make us feel alive, while others weigh us down.

Most of us don't pause to reflect on which relationships are helping ur grow and which ones are pulling us back. Now the Relationship Map can help us with it.

This tool was introduced by Sahil Bloom in his book The 5 Types of Wealth. It provides a clear and simple way to evaluate your relationships, whether they bring value or just hold you back.

Framework Logic

What this framework is

The Relationship Map is a visual tool that organizes your relationships based on:

Supportiveness – How positive or negative the relationship feels.
Frequency – How often you interact with the person.

These two factors are placed on a 2×2 grid, forming four zones:

Deep Read

How the framework works

Green Zone (Supportive & Frequent)

These are your strongest and most valuable relationships. They are both highly supportive and regularly engaged. Prioritize and invest in maintaining their strength and presence in your life.

Who goes here:

Your spouse or partner who encourages and supports your goals
A close friend you talk to every week and who makes you feel heard
A manager or teammate who trusts you and helps you grow
A sibling who checks in regularly and genuinely cares

Action:

Keep the relationship strong.
Show appreciation and stay connected.
Spend regular quality time together.

Opportunity Zone (Supportive & Infrequent)

These relationships offer high support but occur infrequently.

Seek to increase the frequency of interactions to deepen these meaningful connections.

Who goes here:

A high school best friend you haven’t seen in years, but who always supported you
A former mentor or coach who gave you great advice but you lost touch with
A cousin you love spending time with during holidays but rarely speak to otherwise
A respected colleague who has always been kind but you rarely collaborate with

Action:

Reach out and reconnect.
Schedule meetups or calls.
Try to make interactions more regular.

Danger Zone (Ambivalent & Frequent)

These relationships may not offer consistent support and occur often.

They should be carefully managed—either by reducing interaction or by working to improve their quality.

Who goes here:

A coworker you must work with daily, but who can be dismissive or competitive
A family member who criticizes you often but is always around
A friend group where some dynamics feel off, but you’re still included
A neighbor you see often but feel drained after talking to

Action:

Set clear limits.
Decide if the relationship can improve.
Talk openly if you want to fix the issues, but it's totally fine if you just want to leave it as is.

Red Zone (Demeaning & Frequent)

These are potentially toxic relationships that are both harmful and recurring.

To protect your emotional well-being, consider distancing yourself or removing these entirely from your life.

Who goes here:

A boss who belittles or micromanages you regularly
A friend who constantly talks down to you or dismisses your achievements (hey, maybe we shouldn't call him/her "friend")
A partner who is emotionally abusive or manipulative
A toxic teammate who gossips, competes unfairly, or disrespects boundaries

Action:

Step back or end the connection.
Protect your mental and emotional health.
Focus on people who support you.

Read the full framework