MASTER Risk Model - Learning Resources - Abilities

Leadership

Ask your leadership team: “What’s one thing I could do this week to better support your growth role?”

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

Thank a scaling leader publicly for their contribution—recognition strengthens culture at scale.

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

Share a personal scaling challenge with your team—model openness and build trust.

Observe one leadership meeting quietly without speaking—practice active presence and let others lead.

Collaboration

Start your next leadership meeting by inviting another leader to open—shift ownership early to build trust.

Send a quick thank-you to a team member who handled a scaling challenge—reinforce appreciation.

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

Offer to co-create a scaling solution rather than finalize one alone—invite collaboration upfront.

Suggest a working session instead of long email threads—use time together to solve scaling issues.

Add a “Collaboration Wins” slide to your next deck—highlight one cross-team success.

Communication

Before your next investor or team update, write down your core message in one sentence—practice saying it clearly.

Ask a colleague if your last scaling update was clear—revise based on their honest input today.

Use a pause after making a point—let others respond instead of filling silence.

In your next scaling email, use bullet points instead of paragraphs—make the message easy to scan.

Record yourself explaining a complex scaling plan—replay and refine how clearly you deliver it.

Replace filler phrases with one precise word—edit your scaling update for direct language.

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