MASTER Risk Model - Learning Resources - Mindset

Limiting Beliefs

Write down one limiting belief about scaling your company and cross it out—replace it with a neutral fact you can act on today.

Say aloud a strength of yours that disproves a limiting belief about leadership. Repeat it with confidence.

Choose a simple task you’ve avoided due to doubt—start it and set a ten-minute timer to stay focused.

Put a sticky note on your screen with a positive counter-belief. Read it before every investor or team meeting.

Swap negative self-talk with a “What if I can?” statement—test it in a safe, low-risk scaling situation.

Visualize yourself succeeding at something you believe you can’t do in scaling—notice how it feels and what changes.

Journal about a recent scaling decision where fear or doubt influenced you—how would confidence have changed it?

Write the origin story of your strongest limiting belief about growth—where did it start and how has it shaped decisions?

Reflect on three scale-up founders who challenged their limits—what beliefs helped them break through fear?

Note one missed scaling opportunity caused by a limiting belief—how would you approach it differently now?

Describe your internal critic during scaling—what voice does it use, and how rational is it when you step back?

List beliefs you hold about scaling success—highlight those that sound like permanent limits.

Say yes to one growth opportunity you’d normally reject out of self-doubt—track what happens next.

Share a bold scaling idea in a group—even if your belief says it isn’t “ready enough.” Reflect afterward.

Offer to lead or present something you’d usually avoid—focus on showing up, not perfection.

Set a micro-goal that challenges a limiting belief—complete it even if it feels uncomfortable.

Ask for something you need but were too hesitant to request—support, feedback, or resources.

Rewrite your LinkedIn bio with one ambitious phrase that challenges your belief about worth.

Ask a trusted advisor what strengths you bring as a founder that you often underestimate in yourself.

Share one limiting belief with another founder—ask if they’ve ever thought the same and how they overcame it.

Request feedback after a board meeting where you spoke up despite doubt—compare it with how you felt inside.

Ask another founder to share a time they doubted themselves but pushed through—what helped them?

Record three positive things advisors or peers said about you this week—note which ones surprised you.

Create a feedback loop with a peer founder to challenge limiting beliefs you both carry.

Rewrite your limiting belief as a challenge: “I can’t scale” → “How might I scale smarter?”

Turn “I always fail at…” into “I’m still learning how to…”—notice the shift it creates.

Reframe a failed strategy as data—what did it teach you for your next scaling move?

Translate “I’m not ready” into “I’m preparing”—list one action that moves you closer today.

When thinking “I can’t,” ask “Who says?”—challenge the credibility of that voice.

Change “We’ll never…” to “We haven’t yet…”—open space for future scaling growth.

Track when your inner voice uses “always” or “never” about scaling—what triggers those absolutes for you?

Observe founders you admire and note their self-talk after misses—what’s their tone and tempo?

Catch yourself mid-thought when hesitating on scale—what belief sits underneath that pause?

Listen for limiting beliefs in exec meetings—do you hear similar ones echoing in your own thinking?

Note your physical cues when you doubt fundraising—tension, breath, avoidance—what belief links to them?

Notice how quickly you brush off praise or warm intros—what belief might be driving that reflex?

Empowering Beliefs

Choose one empowering belief about your role as founder and write it on a notecard to review before tough investor or board meetings.

Repeat an empowering belief in front of a mirror each morning—focus on tone, posture, and eye contact before pitching.

Create a phone lock screen with a short empowering belief you want to reinforce during this growth phase.

Share an empowering belief on LinkedIn—something that drives your current scaling approach and vision.

Choose a belief that energizes you—apply it to a current scaling challenge and notice the shift in mindset.

Start your day by writing one empowering belief and one action it will inspire you to take today.

Write about a moment when believing in your vision helped you secure support—what did you tell yourself then?

List three empowering founder beliefs you admire in others—how could you adopt versions of these in your own leadership?

Reflect on a success you almost didn’t pursue—what belief allowed you to go for it anyway?

Journal about how your empowering beliefs as a founder have shifted over the past year—what triggered that change?

Explore a time when confidence seemed irrational—but still paid off—what belief led the way?

Identify a belief you held back from sharing with your team—what stopped you then, and what could change next time?

Lead a team or investor update with the belief: “My vision adds value.” Focus on clarity, not perfection.

Share a bold idea with your board or investors—act from belief in contribution, not fear of judgment.

Apply an empowering belief to a stretch scaling goal—write it down and act on one next step today.

Say yes to something that excites you but feels risky—let belief lead instead of doubt.

Offer support to another founder with the belief: “We rise by lifting others.”

Begin a pitch or presentation with a story that reflects your core empowering belief.

Ask an investor what beliefs they think drive your leadership—are they aligned with what you want to project?

Share an empowering belief with your leadership team—ask how they’ve applied similar thinking in scaling.

Create a small group of founders to exchange stories of growth driven by empowering beliefs.

Tell someone on your team how their belief in themselves inspired you—start a conversation around impact.

Invite feedback from your board on how your beliefs affect team energy—does growth drive come through?

Post one empowering founder belief on Slack and ask others to share theirs with you.

Recast “This is too risky” as “This is where growth lives”—hold that belief and tackle one step today.

Change “I’m unsure” to “I’m testing”—see how curiosity expands options instead of shutting you down.

Turn “They know more” into “I bring unique insight”—then share one perspective in a meeting.

See doubt as signal to reaffirm belief—ask: “What would my future founder-self do here?”

Reframe perfectionism as “I’m here to learn, not prove”—apply it to your next pitch or deck.

Turn “We’ve never done this” into “We’re excited to learn by testing something new.”

Watch confident founders under pressure—what empowering beliefs seem to guide their behavior?

Observe your thoughts in high-stakes meetings—do they build belief in ability or shut it down?

Notice when peers use affirmations—how do they respond when challenged immediately after?

Track moments you hesitate to lead—was it lack of skill, or lack of belief in yourself?

Observe your posture during self-doubt—adjust physically to reinforce an empowering belief.

Listen to language of leaders you admire—what empowering beliefs sit inside their words?

Opportunity beliefs

Choose one current scaling challenge and write three possible opportunities it could create for your company this week.

Start your day by asking: “Where could today’s biggest scaling obstacle become today’s biggest opportunity?”

Revisit an ongoing project and identify one overlooked opportunity you could explore starting today.

In your next leadership meeting, reframe a colleague’s concern as an opportunity in one clear sentence.

Scan your to-do list and label one task as an “opportunity zone” for personal or company growth.

Set a five-minute timer to brainstorm new opportunity angles on a recent failure—no editing allowed.

Journal about a time when a major growth problem created an unexpected opportunity—how did your mindset shift?

Reflect on how you usually react to uncertainty in scaling—do you seek safety first or notice hidden opportunities?

Identify a recent growth situation you dismissed too quickly—what new angle could still reveal value or opportunity?

Write about a success that came only because another scaling plan didn’t go as expected.

List three traits you’ve developed as a result of unexpected scaling difficulties.

Ask yourself: “What am I not seeing because I’ve labeled this growth challenge as a threat?” Reflect on the cost.

Say yes to a scaling opportunity you’d normally hesitate to explore—take the very first step today.

Join a project or initiative beyond your core focus—see what opportunity it could unlock.

Offer a creative growth idea in a strategy session—even if it feels risky to share.

Volunteer to represent your company in an uncertain initiative—embrace the stretch.

Choose one decision this week and ask directly: “What’s the best opportunity hidden here?”

Flip your routine—change how you start your workday and see what fresh ideas appear.

Ask a mentor to share a time when a failed growth strategy created an opportunity—what shifted for them?

Invite a colleague to challenge your view on a growth issue—ask what opportunity they can see.

Share a current scaling challenge and ask three peers what upside they’d explore in your situation.

Discuss with your leadership team how you find value in setbacks—compare stories and strategies.

Ask your leadership team: “What’s one opportunity you wish we were seeing more clearly right now?”

Have a reverse feedback session: ask your team how you tend to miss or spot opportunities under pressure.

Recast a failed launch as “a future pivot point”—write down what new path it might open for you.

Reframe tough feedback as insight: “What can I build from this rather than shrink from it?”

Instead of “We missed the window,” say “That door closed to show us where to knock next.”

Change “This is risky” to “This could reveal something new”—take one step toward it.

Reframe frustration with scaling as fuel: “This tension means something valuable is waiting.”

Replace “Why us?” with “What might this be preparing us for?”—find meaning in the path.

Notice how great operators talk—how do they shift from problems toward possibilities consistently?

Track your inner dialogue during market stress—does it move toward solutions or stall in doubt?

Observe how quickly you shut down contrarian ideas—when does discomfort mask opportunity?

Listen to how founders pitch pivots—what words frame change as opportunity rather than threat?

Pay attention to what excites you in a crisis—those sparks may point toward the right bets.

Watch how often people credit luck versus effort—what does that reveal about opportunity mindset?

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