MASTER Risk Model - Learning Resources - Mindset

Cognitive Adaptability

Read a viewpoint opposite to yours on a company topic—summarize its strongest point in one sentence.

Pause and ask: “What’s another way to see this?” when reacting strongly to a difficult situation.

Choose one habit today to do differently—change the order, method, or tool you normally use.

Read an article from a field outside your own—note one idea you could apply directly to your work.

Challenge your default choice in a low-stakes task—try the opposite to stretch mental flexibility.

Use the phrase “That’s interesting—tell me more” when something challenges your way of thinking.

Journal about a time when rigid thinking limited your impact—what might openness have created instead?

Reflect on your reaction to workplace change—do you resist, explore, or experiment with new approaches?

Describe a time you adapted to a workplace surprise—what kind of thinking helped you shift perspective?

Write about a belief or assumption at work you’ve outgrown—what influenced you to finally change your mind?

List three recent work challenges—did you consider multiple angles or get stuck in just one approach?

Explore how curiosity shows up in your work thinking—when do you ask “what if,” and when do you shut it down?

Present a new idea to your team that challenges routine—invite discussion without needing agreement.

Switch perspectives in a meeting—see an issue from a colleague’s view and adjust your input.

Do something this week that stretches you intellectually—reflect on what you learned afterward.

Pick a topic you know well and explain it to a peer as if they were a beginner.

Offer a “yes, and” response in disagreement—build constructively even if you differ.

Ask your team to challenge your thinking—respond with curiosity, not defensiveness.

Ask a colleague to point out when you seem closed-minded—what behaviors signal that for them?

Share an example where your mindset shifted recently—ask a colleague how they’ve changed perspective.

Ask a colleague for feedback on your flexibility in brainstorming—do you invite or shut down ideas?

Start a conversation with someone outside your team—ask how they approach change in their role.

Share how you processed a complex decision—invite feedback on where you could be more open.

Create a “blind spots” swap with a colleague—share one area you overlook and exchange theirs.

Reframe “That’s not how we do it” as “What if we tried it once?”—test it on a small process.

Instead of “That won’t work,” ask: “What would make this succeed?”—test one adjustment.

Recast uncertainty as optionality—list three possible paths instead of one stuck option.

When stuck, ask: “What if the opposite were true?”—apply it to one idea at work.

See conflicting views as information—ask: “What variable are they accounting for?”

Reframe mistakes as data points—make one adjustment and retest your approach.

Notice when you instantly dismiss a new idea—what bias or fear might be behind that reaction?

Track your response when challenged—do you feel curious, defensive, or indifferent first?

Observe how you react to surprise—freeze, pivot, or adapt—what’s your first instinct?

Watch someone handle rapid change—what thoughts or cues guide their flexibility?

Observe where innovation thrives in meetings—what mindset traits show up in those spaces?

Track your language in uncertain moments—do you ask “what if” or insist “that’s not possible”?

Emotional Adaptability

When emotions rise during work, pause and name the feeling—labeling it reduces its control over you.

Use a grounding question during stress: “What emotion am I feeling, and is it helping right now?”

Practice replacing a reactive message with a calmer one—pause to edit before pressing send.

Repeat the phrase “I choose how I respond” before entering a task that feels stressful.

Smile or breathe deeply before responding to frustrating news—reset your emotional tone first.

Use a quick body scan during pressure—what emotion is stored in your shoulders, neck, or chest?

Reflect on a recent workplace change—what emotions did you feel, and how did you regulate or resist them?

Journal about your emotional response to ambiguity at work—how do you usually feel, and what helps you adjust?

Explore your emotional triggers at work—when do you tend to overreact, and what recurring patterns can you see?

Write about a time you navigated workplace change gracefully—what inner resources helped you adjust?

Compare how you felt at the start and end of a recent work challenge—what changed emotionally along the way?

Identify one area at work where you often shut down emotionally—what’s behind that pattern, and how can you soften it?

When caught off guard, pause for five seconds before replying—give yourself space to reset tone.

Choose calm in your next frustrating exchange—respond slowly and with steady empathy.

Share your feelings in a group using “I feel… because…”—model constructive expression.

Revisit a task you abandoned from frustration—approach it again with a calmer lens.

Role-play a difficult conversation with a peer—stay open instead of defensive.

Delay replying to a critical email by thirty minutes—reset before drafting your answer.

Ask a peer to observe how you manage emotions during a tense moment—what do they see clearly?

Share your emotional response to a workplace change—ask how they saw it unfold for you.

Invite a teammate to describe how your emotions affect their energy during group discussions.

Discuss with a colleague how you each respond emotionally to change—compare and learn together.

Ask a colleague when they’ve seen you adapt well emotionally—what made it possible in that moment?

Reflect with a teammate on how emotional adaptability affects trust in teams.

Reframe discomfort as growth—notice one new capacity being built through today’s work.

Shift “This is upsetting” to “This is stretching me”—apply that mindset in one meeting.

Recast avoidance as protection—ask: “What am I protecting?”—address it directly.

Instead of “I can’t handle this,” say: “I’m learning each time”—note one small gain.

View strong emotion as signal—ask: “What is this teaching me?”—apply it right away.

Reframe detachment as a call for connection—reach out once today.

Watch your emotional patterns through a full workday—what situations lift or drain you most?

Observe how teammates regulate emotions in groups—what tones or cues work best?

Track when your body tightens emotionally—how does it shape your words or reactions?

Listen for adaptive language in meetings—what phrases redirect tension into curiosity?

Note how quickly you return to balance after stress—what tools help that faster reset?

Observe who helps you shift states at work—what do they say or do that works reliably?

Behavioral Adaptability

In your next task, try changing your usual style—work faster if you go slow, slower if you rush.

Adjust your daily routine by shifting one recurring habit—notice what happens when you break a pattern.

Choose to observe one task fully before acting—adapt to the rhythm of the process before jumping in.

Say “yes” to something you’d normally decline—respond differently and document what happens.

Try a different approach in a recurring task—swap your usual method and compare the results.

Work in a new location or setting for half a day—track how it shifts your focus and behavior.

Journal about a time when changing your behavior at work helped you succeed—what specific shifts made the difference?

Reflect on your go-to work habits—where might they limit your effectiveness in new situations?

Write down three situations at work where adapting your actions would improve outcomes—what holds you back now?

Think of a colleague who adapts behavior skillfully—what traits or choices could you practice yourself?

Recall a time you failed to adapt at work—what was the cost, and how would you act differently next time?

Track what adaptability means to you at work—does it feel like compromise, creativity, or responsiveness? Why?

At your next challenge, act as if you held a different role—how would a strategist or coach behave?

Speak up once in a meeting where you usually stay quiet—make it a thoughtful contribution.

Modify your approach with a colleague who frustrates you—choose curiosity over control.

Tackle a task with a completely new method—use visuals instead of text, or voice notes instead of email.

Ask someone to shadow your process and challenge assumptions—apply one suggestion today.

On a tough day, consciously shift your tone—try calm if reactive, structured if scattered.

Ask a peer to observe one meeting and give feedback on your flexibility—what stood out to them?

Share a time you adapted your approach—ask a peer how they perceived that adjustment.

Ask a colleague to name one habit that holds you back behaviorally—explore how to adjust it.

In your next 1:1, ask for feedback on how you react when things shift suddenly—what do they notice?

Start a discussion with a peer about what “behavioral flexibility” looks like in your function.

Compare reactions with a colleague after a shared setback—what worked best for each of you?

Reframe “That’s just how I am” as “That’s how I’ve been—what do I want to grow now?”

Shift “Changing feels fake” to “Adapting is strategic”—use a new behavior in one interaction.

Instead of resisting feedback, ask: “What action could I test?”—apply one suggestion.

Change “They’re difficult” to “I can adapt my style”—try it in your next interaction.

Recast routine as rigidity—ask: “What habit limits me?”—adjust one today.

See behavior change as range—treat one shift as building professional breadth.

Notice which work habits no longer serve you—what once helped but now holds you back?

Track your body language across settings—what changes with peers versus leadership?

Observe someone who adapts smoothly to change—what signals make them flexible?

In a stressful moment, note how quickly you shift from reaction to intention—can you shorten it?

Track your tone across tasks—do you adapt pace and energy to fit the situation?

Track one behavior that feels automatic—interrupt it once and choose differently.

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