MASTER Risk Model - Learning Resources - Abilities

Leadership

Ask your team: “What’s one thing I could do this week to better support how you work together?”

Write a one-sentence leadership mantra that reflects how you want to lead—repeat it before each key interaction.

Thank a teammate publicly for their contribution—recognition builds motivation and performance.

Schedule 15 minutes today to check in informally with a team member—no agenda, just listening.

Share one leadership story or mistake with your team—model openness and build trust.

Observe one meeting without speaking unless essential—practice active presence and careful listening.

Reflect on a leader who shaped your style—what consistent behaviors do you want to model with your own team?

Journal about a difficult leadership moment—what did you learn about your influence on others?

Write down three leadership strengths you bring—how do you use them consistently, and where can you grow?

Explore how your leadership style has evolved—what moments shaped that growth?

Reflect on a time you struggled to lead—what did that teach you about confidence and clarity?

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

Share a vision publicly that stretches your team—invite feedback and commit to supporting the path forward.

Delegate something you normally hold on to—trust a teammate to deliver while you coach from the side.

Have one difficult conversation you’ve been delaying—prioritize clarity and preparation over comfort.

Ask each team member this week: “What’s one thing you’d change if you were in charge?”

Volunteer to lead a project outside your normal scope—practice influence in a new domain.

In your next meeting, pause and ask: “What am I missing?”—model inclusive leadership behavior.

Ask your team: “When do I lead most effectively—and when do I unintentionally hold us back?”

Request 360 feedback focused only on your leadership presence—listen fully before responding.

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

Invite a direct report to share how they perceive your leadership—note gaps between intent and impact.

Ask a leader you respect to describe their approach—what techniques could you borrow or adapt?

Discuss with a peer how you each build trust—compare stories and approaches.

Reframe “I need to solve everything” as “I need to ask the right questions and involve my team.”

Turn “Strong leaders always decide” into “Strong leaders adapt when new information emerges.”

Recast “My job is to decide” as “My job is to create conditions for smarter team decisions.”

Instead of “I should’ve handled that better,” say “That moment gave me data to use next time.”

Shift from “I need to fix this” to “How can I enable the team to solve this together?”

View vulnerability not as weakness but as credibility—it builds trust when modeled openly.

Watch your tone in meetings—do you model certainty, curiosity, or pressure? What effect does it set?

Observe how your presence shifts the room—do people open up, hold back, or defer decisions?

Track who speaks up and who stays silent—what dynamics are you unintentionally reinforcing?

Notice your body language under stress—are you showing calm authority or visible tension?

Monitor when you step in to “do” instead of “guide”—what belief is driving that choice?

Pay attention to how others lead when you’re absent—what culture does your leadership leave?

Collaboration

Start your next meeting by asking a team member to open—share responsibility and create shared space.

Send a quick thank-you to a teammate who stepped up this week—build trust through appreciation.

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

Offer to co-create a solution with a teammate instead of finalizing it alone—invite early input.

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

Add a “Team Wins” slide to your next deck—highlight one achievement built together.

Reflect on how you balance directing versus enabling—are you more hands-on, hands-off, or adaptive?

Journal about a time collaboration went well—what behaviors made it smooth and effective?

Explore a time collaboration broke down—what assumptions or dynamics made it difficult?

Write down your top three collaboration strengths—how do they consistently show up in your work?

Think of a team you loved working with—what behaviors made collaboration strong and effective?

Reflect on a time you asked for input early—what changed in the outcome compared to asking late?

Let a teammate lead part of a shared task—step back and support their approach without taking over.

Proactively connect two teammates working on similar issues—help them collaborate beyond silos.

Start a shared document instead of sending a draft—invite teammates to co-create in real time.

Take a colleague’s suggestion and apply it quickly—share how it improved the final outcome.

Offer to bridge two cross-team groups—own communication across different perspectives.

Begin a brainstorming session by saying: “Let’s build off each other instead of critiquing early ideas.”

Ask a teammate: “What’s something I do that helps or hinders collaboration?”—listen without defending.

Share your experience of collaboration with someone—invite them to share theirs and compare.

Ask for feedback on how you share airtime in meetings—do you create space or dominate flow?

Ask a colleague how you respond in disagreements—do you come across open or defensive?

Debrief a recent project with your team—what supported collaboration, and what got in the way?

Ask a colleague who collaborates well: “What do you intentionally do to make teamwork easier?”

Reframe “It’s quicker if I do it” as “We’ll go further if we build this together as a team.”

Shift “It’s hard to get input” to “Maybe I haven’t made it easy enough for others to contribute.”

Instead of “They don’t understand,” ask “What perspective might they see that I don’t yet?”

Recast conflict as creative tension—how can I use differences to get to a stronger solution?

Reframe ownership as momentum—how do we create a win shared by the whole team?

View resistance not as defiance but as a sign of missing context or unmet team needs.

Observe who dominates and who holds back—how do you invite balanced input from your team?

Watch how your team builds on each other’s input—what does effective collaboration sound like?

Track when you interrupt or finish thoughts—what does that reveal about your leadership style?

Notice what builds trust in your team—what moments or actions make people lean in together?

Observe how conflicts play out—do teams avoid, escalate, or resolve issues productively?

Pay attention to whether credit is shared or centralized—what does that reveal about your team?

Communication

Before your next meeting, write your core message in one sentence—practice saying it clearly and concisely.

Ask a direct report if your last update was clear—revise it today based on their honest feedback.

Use a pause after making a point—allow your team space to respond instead of filling silence.

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

Record yourself explaining a complex team update—replay and refine how clearly you deliver it.

Replace one filler phrase in your next email with a stronger word—send it sharper and clearer.

Reflect on a recent update you gave—how was it received, and how could clarity or tone have been improved?

Journal about your communication style—do you give too much detail, not enough, or the right balance?

Think about someone you admire for clarity—what communication techniques make them easy to follow?

Reflect on how often you listen to understand versus listen to reply—what do you gain or miss by each?

Explore your default style under stress—assertive, indirect, or unclear? When is it useful, and when harmful?

Write down three words your team might use to describe your communication—do they match your intent?

Summarize a complex issue in under 60 seconds—share it clearly with your team to check understanding.

Choose one person to follow up with today—be intentional, concise, and clear in your outreach.

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

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

Use a channel you rarely choose—try visuals instead of text, or voice instead of email.

Send one appreciation message with specifics—practice giving clear, authentic, behavior-based praise.

Ask someone: “How do you experience my updates—too detailed, too brief, or clear and useful?”

Request feedback on your last team email—was it clear, concise, and matched to the audience?

Share your goal to improve clarity—invite a peer to flag when your message is vague or unclear.

Ask a teammate to describe your tone—friendly, rushed, assertive, or passive—what’s their view?

Debrief a miscommunication with a peer—what assumptions or signals made it harder to connect?

Invite someone from another team to explain how they interpret your updates—seek new insight.

Reframe “I’ve already explained it” as “Have I explained it in a way they can apply?”—clarify, don’t repeat.

Change “I don’t want to bother them” to “Clarity speeds progress—I’ll check in and confirm.”

Turn “I’m not a natural communicator” into “I’m learning to be a clearer, more thoughtful leader.”

Recast a communication miss as insight—what did it reveal about the gap between message and impact?

Shift “I’ll do it myself” to “If I explain it well, others can learn and grow with me.”

See listening as active leadership, not silence—engagement is a two-way responsibility.

Watch how your team reacts—clarity, confusion, silence—what cues do you overlook or misread?

Track how many clarifying questions follow your updates—are you clear or leaving gaps?

Observe when people lose attention—was your message too long, vague, or poorly timed?

Pay attention to pacing and tone—does it shift with authority, pressure, or encouragement?

Notice which formats work best—slides, briefs, or discussions—what lands most clearly?

Watch someone known for clarity—what words, tone, or timing do they use consistently?

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