MASTER Risk Model - Learning Resources - Mindset

Cognitive Adaptability

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

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

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

Read an article from a sector outside your own—note one idea you could apply directly to your scale-up.

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

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

Journal about a time when being rigid in strategy held you back—what might openness have created instead?

Reflect on your reaction to market shifts—do you resist, explore, or experiment with new possibilities?

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

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

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

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

Present a bold idea that challenges your usual scaling model—invite discussion, not immediate agreement.

Switch perspectives in a leadership discussion—see it from your team’s angle and adjust your approach.

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

Pick a scaling topic you know well and explain it as if you were an outsider hearing it fresh.

Offer a “yes, and” response in disagreement—build on what’s said even if you differ.

Ask your leadership team to challenge your thinking—respond with curiosity and questions.

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

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

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

Start a conversation with another founder about how they approach market changes—compare notes.

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

Create a “blind spot swap” with a peer—name one area you overlook and exchange theirs.

Reframe “That’s not how we do it” as “What if we tried once, just to learn and adapt?”

Instead of “This won’t work,” ask: “Under what conditions could this succeed?”

Recast market uncertainty as optionality—more possible paths, not just more problems.

When stuck, say: “What if the opposite is true?”—see what new ideas emerge.

See conflicting investor views as data—what variable might each account for?

Reframe mistakes as data points—adjust your hypothesis and run the next experiment.

Notice when you instantly reject a new growth idea—what emotion or bias might be driving that reaction?

Track your inner response when a plan is challenged—do you feel curious, threatened, or indifferent first?

Observe your response to surprise data—freeze, pivot, or adapt—what’s your first instinct?

Watch someone handle rapid market shifts—what thinking guides their flexible behavior?

Observe war-room sessions where innovation thrives—what mindset cues are visible in the room?

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

Emotional Adaptability

When emotions rise in a boardroom debate, pause and name the feeling—labeling it reduces its control over your response.

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 tense or potentially difficult situation.

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 change in your company—what emotions did you experience, and how did you regulate or resist them?

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

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

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

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

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

When caught off guard in debate, breathe for five seconds before replying—give yourself reset space.

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

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

Revisit a task you dropped from frustration—pick it back up with a calmer emotional lens.

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

Delay replying to a critical email by thirty minutes—re-read after an emotional reset.

Ask a peer founder to observe how you manage emotions during high-stakes meetings.

Share your emotional response to a recent pivot—ask your co-founder how they saw it unfold.

Invite your team to give feedback on how your emotions affect their energy in meetings.

Discuss with your co-founder how you each react emotionally to pivots—compare and learn from each other.

Ask your team when they’ve seen you adapt well emotionally—what made it possible?

Reflect with your leadership team on how emotional adaptability builds or weakens trust.

Reframe discomfort during a pivot as growth—what new capacity is being built through this?

Shift “This is upsetting” to “This is stretching me”—notice how it changes your engagement.

Recast avoidance of conflict as a signal—what are you protecting, and why does it matter?

Instead of “I can’t manage this,” say: “I’m learning to navigate this better each time.”

View strong emotions as signals, not threats—ask: “What is this trying to teach me now?”

Reframe detachment as a call for connection—what would re-engagement teach your team?

Watch your emotional patterns across a full sprint—what situations elevate or destabilize you most?

Observe how respected leaders regulate emotions in groups—what tones or cues work reliably?

Track when your body tightens in conflict—how does that shape your words or timing?

Listen for emotionally adaptive language in reviews—what phrases redirect tension toward curiosity?

Note how quickly you return to balance after conflict—what tools support a faster recovery?

Observe which people reliably help you shift state—what do they say or do that helps you reset?

Behavioral Adaptability

In your next leadership meeting, try changing your usual style—speak less if you dominate, more if you usually don’t.

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

Choose to observe one entire board conversation before speaking—adapt to the group’s rhythm before you join.

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

Try a different feedback style today—if direct, use inquiry; if soft, be more clear and structured.

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 leadership behavior helped you succeed—what specific shifts made the difference?

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

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

Think of a founder who adapts behavior skillfully—what traits or choices do they model you could practice?

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

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

In your next challenge, act as if you were an advisor—how would an outside strategist behave?

In your next boardroom, speak up once with a thoughtful input if you usually hold back.

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

Tackle a routine task with a completely new method—visuals instead of text, or demo instead of slides.

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

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

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

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

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

In your next 1:1, ask for feedback on how you respond when things shift suddenly—what shows up?

Start a discussion with peers about what “behavioral flexibility” looks like in leadership.

Compare reactions with your co-founder after a shared setback—what did your behaviors show?

Reframe “That’s just how I lead” to “That’s how I’ve led—how do I want to grow now?”

Shift “Changing my style feels fake” to “Adapting is strategic”—treat leadership as a toolkit.

Instead of resisting critique, ask: “What small test could stretch this area right now?”

Change “They’re impossible” to “How can I adapt my style to reach them?”

Recast routine as rigidity—what founder habit may be limiting adaptability?

See behavior change not as weakness but as range—flex leadership for greater impact.

Notice which leadership habits no longer serve scale—what once worked that now holds you back?

Track your body language across audiences—what shifts around board, team, and customers?

Observe a leader who navigates change fluidly—what rituals signal adaptability in their style?

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

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

Track one automatic leadership habit—interrupt it once and choose a different response.

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