Freytag’s Pyramid: Structure Compelling Business Narratives
Helps communicators control emotional rhythm and attention over time.
Communication Framework
Communication is the currency of leadership. However, being a "good talker" is not the same as being an effective communicator. True effectiveness requires structure, empathy, and narrative.
This library covers the spectrum of interpersonal dynamics, moving from simple clarity to complex persuasion. Our frameworks are organized into three key capabilities:
- Structural Clarity: Methods for organizing thoughts hierarchically to ensure logic and impact.
- Storytelling & Persuasion: Using proven narrative arcs and emotional triggers to engage and influence audiences.
- Feedback & Negotiation: Navigating high-stakes conversations and resolving conflict through principled agreement strategies.
Whether you are preparing a keynote or a difficult 1:1, these models ensure your message lands exactly as intended.
41 frameworks
StoryBrand Framework: The 7-Part Guide to Clarifying Your Message
Focuses on the seven elements necessary for helping your customer.
DISC Communication Styles Framework: Understand and Adapt Your Way of Talking
Speak their language, not yours.
RIDE Communication Framework: The Four Steps to Persuade with Clarity
Help you persuade effectively, build trust, and gain support in any professional setting.
15 Good Interview Questions For Leaders to Ask
Helps you evaluate not just the job, but the culture, leadership style, and future.
CLEAR 1:1 Framework: Master Your Manager Meetings
Strengthen alignment between your priorities and your manager’s expectations.
The Rule of Suspense: How to Keep Your Audience Engaged
Reveal your points step by step.
PART Framework: Showing How You Think During an Interview
Structure your answers and emphasize takeaways to show real growth.
10-10-10 Meeting Model: How to Run Effective 30-Minute One-on-Ones
Structure 30-minute meetings into focused parts for better feedback.
2 Minute Rule: Keep People Engaged During Your Presentation
Change up the content every two minutes to keep people engaged.
3A Trust Model: Build Trust Fast at First Meeting
Gives you a simple and clear structure to build trust fast.
Magic Loop Framework: Close Feedback Gaps
Capture feedback, act on it, make changes stick, and report back with clarity.
Winston’s Star: 5 Steps to Make Your Ideas Stick
Apply five communication elements to make ideas memorable and repeatable.
TOPS Framework: Structuring Presentations that Drive Decisions
Make your pitch or message clear, logical, and action-oriented.
RACI Model: Clarify Roles to Strengthen Stakeholder Communication
Bring clarity, reduce friction to the stakeholder communication.
FORM Technique: Master Small Talk
A simple way to start conversations.
Communication Framework FAQ
Why is storytelling important in a business context?
Facts and figures inform, but stories inspire. Human beings are hardwired to process information through narratives. Using a storytelling structure helps leaders frame dry strategies as compelling journeys, making it easier for employees and customers to connect emotionally with the mission.
How can I make my emails and reports more persuasive?
Detailed explanations often bury the lead. Effective communication frameworks suggest starting with the conclusion or main idea first, then supporting it with arguments and data. This "top-down" approach respects the reader's time and makes your argument much more convincing.
What is the best approach for a difficult negotiation?
Preparation is more important than charisma. The best negotiation methods encourage you to define your ideal outcome and your "walk-away" point before the meeting starts. They also focus on expanding the "pie" by finding mutual value, rather than just arguing over a fixed price.
How do I give negative feedback without damaging the relationship?
Feedback fails when it feels like a personal attack. Structured feedback models help you separate the person from the behavior. By focusing strictly on specific situations and observable actions—and explaining their impact—you lower defensiveness and open the door for constructive change.
