MASTER Risk Model - Learning Resources - Abilities

Leadership

Ask a mentor: “What’s one thing I could do this week to show stronger leadership in my transition?”

Write a one-sentence leadership mantra for how you want to show up in your new role—repeat it daily.

Thank someone publicly for their encouragement—recognition strengthens your support system.

Schedule 15 minutes today to check in with someone informally about your transition journey.

Share a personal story about your transition with someone—model openness and build trust.

Observe one group setting quietly—notice dynamics without intervening—practice presence and awareness.

Reflect on a leader who inspired your transition—what consistent behaviors shaped your view of success?

Journal about a tough decision during your transition—what did it teach you about your influence?

Write down three strengths you bring into this new field—how often do you use them, and where can you grow?

Explore how your leadership style has shifted in transition—what experiences influenced that change?

Reflect on a time you struggled to step up—what did it reveal about clarity or confidence?

Think about your leadership “default mode”—directive, supportive, or exploratory—when does it work best?

Share your transition vision publicly—invite feedback and commit to moving forward despite uncertainty.

Delegate a personal responsibility you usually hold onto—free up time to focus on career growth.

Have a difficult conversation you’ve been avoiding—prepare carefully and prioritize clarity over comfort.

Ask a peer: “What’s one thing you’d change if you were in my place right now?”

Volunteer to lead a project outside your comfort zone—practice influence in a new setting.

In your next meeting, pause and ask: “What am I missing?”—model curiosity and openness.

Ask a mentor: “When do you see me show my best leadership—and when do I unintentionally hold back?”

Request feedback from a mentor focused only on your leadership presence—listen fully before responding.

Share your leadership goals for transition with a peer—ask them to hold you accountable for one shift.

Invite a peer to share how they perceive your leadership style in transition—note gaps between intent and impact.

Ask someone with a very different style how they lead—what can you take from their approach?

Discuss with a peer how each of you builds trust in new settings—compare techniques and stories.

Reframe “I need to prove everything alone” as “I need to ask smart questions and learn from others.”

Turn “Being confident means being certain” into “Real strength is adapting when new info comes.”

Recast “My job is to decide” as “My job is to create conditions for better career decisions.”

Instead of “I failed that interview,” say “That gave me data for a better next round.”

Shift from “I need to prove I can do this” to “How can I involve others in solving it with me?”

View vulnerability not as weakness but as leadership capital that builds trust in transition.

Watch how you introduce yourself—do you project curiosity, certainty, or hesitation? What tone does it set?

Observe how mentors respond to your presence—do they lean in to guide, or step back?

Track who contributes and who holds back in groups—what dynamics do you reinforce unconsciously?

Notice your body language under stress—are you modeling calm, confidence, or doubt?

Monitor when you default to doing everything alone—what beliefs drive that instinct?

Pay attention to how others lead in your absence—what impression of you lingers?

Collaboration

Start your next networking call by inviting the other person to set the agenda—practice shared ownership.

Send a thank-you note to someone who supported your transition this week—build appreciation openly.

Ask a peer: “Is there anything I can take off your plate today?”—practice shared responsibility.

Offer to co-create a plan with a peer instead of finalizing it alone—practice collaboration early.

Suggest a live brainstorming session instead of emails—use time together to create, not just coordinate.

Add a “Collaboration Wins” note to your transition tracker—highlight one task made easier with others.

Reflect on your collaboration style in transitions—do you lean on others or prefer to work alone?

Journal about a collaboration during transition that went well—what made it effective?

Explore a time collaboration failed in transition—what missteps or assumptions contributed?

Write down your top three collaboration strengths—how do they consistently help you in this transition?

Think of a team you enjoyed collaborating with—what behaviors made it effective?

Reflect on when you last asked for input early—how did it shape the outcome?

Let someone else guide part of a project or discussion—trust their approach and learn from their direction.

Proactively connect two people in your network who could benefit from each other’s expertise.

Start a shared doc with a peer to co-create ideas in real time—skip sending polished drafts.

Take someone’s suggestion and apply it immediately—then share back how it improved your outcome.

Offer to act as a bridge between two groups in your network—own clear communication between them.

Begin a brainstorming session with a peer by saying: “Let’s build on each other’s ideas first.”

Ask a peer: “What’s something I do that helps or hinders collaboration while I’m learning this field?”

Share your experience of collaborating in a new context—invite the other person to share theirs for learning.

Request feedback on how you share space in group discussions—do you create inclusion or dominate flow?

Ask a colleague how you handle disagreement—do they experience openness or defensiveness?

Debrief a recent group project—what helped collaboration, and what blocked it?

Ask someone known for collaboration: “What do you intentionally do to make things easier for others?”

Reframe “I can figure this out faster alone” as “I’ll grow more if I build this with others.”

Shift “It’s hard to get guidance” to “Maybe I haven’t asked in the right way yet.”

Instead of “They don’t get my background,” ask “What might they see that I can explain better?”

Recast conflict with peers as creative tension—what better solution could emerge from it?

Reframe ownership as shared growth—how do we make this a win together, not just mine?

View resistance not as rejection but as a sign of missing clarity or support needs.

Observe who dominates vs. stays silent in group settings—how balanced is input, and how do you encourage it?

Watch how peers build on career ideas—what does constructive collaboration sound like?

Track your instinct to fill silence or interrupt—what does that reveal about your style?

Notice how trust builds in new peer groups—what behaviors create confidence?

Observe how peers manage disagreement—avoid, confront, or turn it into solutions?

Pay attention to how recognition is shared—does it reflect healthy team culture?

Communication

Before an interview or meeting, write down your core message in one sentence—practice saying it clearly.

Ask a peer if your resume or message is clear—revise based on their feedback before sending again.

Use a pause after making a point in conversation—let others respond instead of rushing to fill silence.

In your next message, use bullet points instead of long text—make your intent easy to scan and act on.

Record yourself explaining your transferable skills—replay and refine until it’s clear and confident.

Replace filler words in your intro pitch with one strong phrase—make it sharper and more direct.

Reflect on a time your message wasn’t understood—what caused the gap, and how could you improve?

Journal about your communication style in this shift—do you over-explain, under-clarify, or adapt well?

Think about someone who communicates clearly—what techniques make their message easy to absorb?

Reflect on how often you listen to understand versus respond—what changes in outcomes?

Explore your default communication style under stress—assertive, hesitant, or vague? When does it help or harm?

Write down three words others might use to describe your communication—do they fit your intent?

Summarize your new career pitch in under 60 seconds—practice it with someone outside your field.

Choose one person in your new field to follow up with—be intentional and concise in your outreach.

Facilitate a conversation and close with: “Here’s what we decided, what’s next, and who’s doing it.”

Reframe your opinion today by first restating the other person’s view before adding your own.

Use a communication medium you rarely choose—try voice instead of text, or visuals instead of words.

Send a message of appreciation with specifics—practice authentic, behavior-based praise.

Ask someone: “How do you experience my communication during this career shift—clear, rushed, or vague?”

Request feedback on a draft resume, message, or update—was the structure effective, and did the tone fit?

Share your goal to improve clarity—invite someone to flag when your message feels unclear or off-track.

Ask a mentor how your tone comes across in new settings—friendly, rushed, hesitant, or confident?

Debrief a miscommunication in your transition—what signals or assumptions made it harder to connect?

Invite someone from another industry to explain how they interpret your profile or pitch—seek insight.

Reframe “I’ve explained my background already” as “Have I shared it in a way they can relate to?”

Change “I don’t want to bother them” to “Clear questions help others support me faster.”

Turn “I’m not a natural networker” into “I’m learning to connect with clarity and intent.”

Recast a misstep in communication as insight—what gap did it reveal between intent and impact?

Shift “I’ll just explain it quickly” to “If I explain it clearly, others can support or grow with me.”

See listening not as waiting to reply but as active engagement to build credibility.

Watch how recruiters respond to your pitch—confusion, interest, or silence—what signals do you miss?

Track how many clarifying questions follow your explanation—do people get it quickly or need more detail?

Observe when people lose interest in your story—was it too long, unfocused, or unclear?

Pay attention to your pacing when speaking—does it shift with stress or audience type?

Notice which communication formats land best—written, spoken, or visual? Adapt to what works.

Watch someone who communicates career shifts well—what words and structure do they use?

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