Reframe is Critical for Updating Mental Models

 

Sukjae Lee Ph.D.

Creator of the Effectiveness Coaching Methodology

2025. 12. 8.

 

 

The 'Reframe' stage in the FORM process (Feedback, Opportunity, Reframe, Move Forward) is critical for updating mental models because it is the phase where the coach intentionally challenges the coachee's existing assumptions and helps them construct new, more effective interpretations of reality(Lee, Sukjae, 2014; 2020; 2024).

Here is how the Reframe stage works to update mental models:

 

 

 

1. The Bridge Between Awareness and Action

 

The stages leading up to 'Reframe' create the necessary tension for change:

• Feedback and Opportunity highlight the "gap" or discrepancy between the coachee's internal mental model (e.g., "I am an empowering leader") and external reality (e.g., ELA results showing micro-management). This gap causes cognitive dissonance.

The 'Reframe' stage acts as the bridge that resolves this dissonance not by reverting to old beliefs, but by deliberately building new ones that facilitate growth.

 

 

2. Challenging Limiting Beliefs

 

Mental models are often invisible to the person holding them until they are explicitly challenged. The Reframe stage provides a structured way to expose and question these limitations:

• Exposure: The coach uses cognitive strategies (like Expanding Perspectives) to help the coachee see that their current understanding is just one of many possible interpretations.
• Questioning Assumptions: The coach asks powerful questions that prompt the coachee to reconsider their fundamental assumptions (e.g., Is it really true that mistakes always lead to catastrophe?).
• Creating Alternatives: The coachee is guided to consciously choose a new, more empowering belief or way of thinking (e.g., shifting from "Mistakes are failures" to "Mistakes are essential learning opportunities that build resilience").

3. Fostering 'Aha!' Moments and Insight

 

'Reframe' is where most powerful insights occur:

• New Narrative Creation: By shifting the frame of reference, the coachee can generate a new, constructive narrative about themselves, their situation, and their capabilities.
• Shift in Perspective: The Reframe stage helps the coachee move from a "problem-focused" mental model to a "solution-focused" or "opportunity-focused" one.

 

4. Summary: Reframe and Mental Models

 

Stage of ChangeAspect of Mental Model Affected

Feedback	Exposes the gap between internal model and external reality.
Opportunity	Creates motivation to change the model.
Reframe	Actively deconstructs the old, limiting model and builds a new, effective one.
Move Forward	Tests the new mental model through action.

By successfully navigating the 'Reframe' stage, the coach ensures that the resulting action plan (Move Forward) is built on a solid foundation of updated, effective mental models, rather than temporary behavioral fixes that quickly fade.

 

References

 

Lee, Sukjae (2006). Develop 18 Core Leadership Competencies. Seoul: Kim & Kim Books.

Lee, Sukjae (2014). Effectiveness Coaching by a Business Psychologist. Seoul: Kim & Kim Books.

Lee, Sukjae (2019). Thought Revolution That Changes My Life. Seoul: Wildbooks.

Lee, Sukjae (2020). Coaching Methodology. Seoul: Korea Coaching Supervision.

Lee, Sukjae (2020). How to Use a Wandering Mind. Seoul: Plan B Design.

Lee, Sukjae (2023). Field-Focused Coaching Psychology. Seoul: Hakjisa.

Lee, Sukjae (2024). Coaching Psychology Class for Boosting Execution. Seoul: Hakjisa.

Lee, Sukjae (2024). Thinking Partner. Gyeonggi: Moa Books.

Lee, Sukjae & Lee, Jongseo (2025). Perspective Shifting. Seoul: Parkyoungstory.

 

Perspective Shifting