MASTER Risk Model - Learning Resources - Mindset

Limiting Beliefs

Write down one limiting belief you hold about leading your team—replace it with a neutral fact you can act on today.

Say aloud one leadership strength that disproves a belief holding you back—repeat it with confidence.

Choose one task you’ve avoided due to doubt—set a ten-minute timer and get it started today.

Put a sticky note on your desk with a counter-belief—read it before every team interaction today.

Swap negative self-talk with a “What if I can?” statement—test it in a safe team setting today.

Visualize yourself succeeding at a task you doubt—notice the impact on how you show up as leader.

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

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

Reflect on three leaders who challenged limits—what beliefs helped them break through?

Note one missed leadership opportunity caused by a limiting belief—how would you act differently now?

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

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

Say yes to one leadership opportunity today you’d normally reject—track what happens next.

Share a bold idea in your leadership group—even if you fear it’s not “smart enough.” Reflect afterward.

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

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

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

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

Ask a trusted team member what strengths you bring as a leader that you often underestimate.

Share one limiting belief about leadership with a peer—ask if they’ve ever felt the same and how they overcame it.

Request feedback after a meeting where you spoke despite fear—compare their view with how it felt inside.

Ask someone to share when they doubted themselves and still pushed through—what helped them?

Record three positive things colleagues said about you this week—note which surprised you.

Create a feedback loop with a peer to challenge limiting leadership stories you both hold.

Rewrite “I’m not a strong leader” as “How might I grow stronger?”—act on one step today.

Turn “I always fail at this” into “I’m still learning as a leader”—notice the shift it creates.

Recast a past leadership failure as growth data—what did it teach you for your next decision?

Translate “I’m not ready” into “I’m preparing”—note one step that brings you closer today.

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

Change “I never…” to “I haven’t yet…”—open space for leadership growth and progress.

Track when your inner voice uses absolutes about leadership—what triggers “always/never” for you?

Observe leaders you admire and note their self-talk after mistakes—what tone do they use?

Catch yourself mid-thought when hesitating to lead—what belief sits beneath that pause?

Listen for limiting beliefs in team talk—do you hear echoes of your own thinking patterns?

Note physical cues when you doubt a decision—tension, breath, avoidance—what belief links them?

Notice how quickly you deflect praise or opportunity—what belief might be driving that?

Empowering Beliefs

Choose one empowering belief about your leadership and write it on a notecard to review before team meetings.

Repeat an empowering belief about your leadership in front of a mirror each morning before work.

Create a phone lock screen with an empowering leadership belief to reinforce daily this week.

Share an empowering belief about leadership with your team—make it visible as part of culture.

Choose a belief that energizes your leadership—apply it to a current challenge and note the shift.

Start your day by writing one empowering belief and one leadership action it inspires today.

Write about a time when believing in your leadership helped your team move forward—what did you tell yourself then?

List three empowering leadership beliefs you admire in others—how could you adopt versions of them with your team?

Reflect on a success you nearly skipped as a leader—what belief allowed you to pursue it anyway?

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

Explore a time when confidence felt irrational but paid off—what belief drove you forward?

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

Lead your next team meeting with the belief: “My input creates clarity.” Focus on presence, not perfection.

Share a bold idea with a senior leader—act from belief in contribution, not fear of judgment.

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

Say yes to something exciting but risky this week—let belief lead instead of doubt.

Offer support to a peer with the belief: “We rise by lifting others.”

Begin your next presentation with a story that reflects your empowering belief.

Ask a colleague what beliefs they think drive your leadership—do they align with what you want to project?

Share an empowering belief with a colleague and ask how they’ve applied similar thinking under pressure.

Form a small peer group to exchange stories of growth rooted in empowering beliefs.

Tell a colleague how their self-belief inspired you—start a conversation about impact.

Invite feedback on how your outlook affects team energy—does belief in growth come through clearly?

Post one empowering leadership belief at your desk—invite colleagues to share theirs.

Recast “This is too complex” as “This is where I grow”—apply it to one leadership task now.

Change “I’m unsure” to “I’m learning”—let curiosity expand your leadership, not close it down.

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

See doubt as a trigger to reaffirm growth and ask: “What would my future self do here?”

Reframe perfectionism as “I’m here to improve, not prove”—apply it to your next deliverable.

Turn “I’ve never done this” into “I’m excited to grow by trying this new leadership task.”

Watch confident leaders under pressure—what empowering beliefs seem to guide their actions?

Observe your thoughts in high-stress leadership moments—do they build belief or block it fast?

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

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

Observe posture during self-doubt—adjust physically to support a stronger empowering belief.

Listen to language of leaders you respect—what empowering beliefs are embedded in their words?

Opportunity beliefs

Pick one current team challenge and write three possible opportunities it could create this week.

Start your day by asking: “Where could today’s biggest obstacle for my team become our opportunity?”

Revisit an ongoing project and identify one overlooked opportunity to strengthen your team.

In your next meeting, reframe a complaint as an opportunity—voice it in one clear sentence.

Scan your team’s priorities—label one task as an “opportunity zone” for your own growth.

Set a five-minute timer to brainstorm new opportunity angles from a recent leadership setback.

Journal about a situation where a major team problem opened a new opportunity—how did your mindset shift?

Reflect on how you usually react to team uncertainty—do you push for safety first or notice hidden opportunities?

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

Write about a success that came only because a team plan failed—what did you learn from the shift?

List three traits you’ve built through unexpected leadership challenges—how do they serve you now?

Ask yourself: “What am I not seeing because I labeled this as a threat?” Reflect on the cost to leadership.

Say yes to an initiative you’d normally hesitate to take—commit to the very first step this week.

Join a cross-team initiative outside your scope—see what new opportunity it could unlock.

Share a creative idea in a problem-solving session—even if it feels risky to voice.

Volunteer to represent your team in a cross-functional initiative—embrace the stretch.

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

Flip your leadership routine—start your day differently and see what fresh ideas appear.

Ask a mentor to share when a failed project created opportunity—what shifted for them?

Invite a peer to challenge your take on a team problem—ask what opportunity they would see.

Share a current leadership challenge—ask three colleagues what upside they’d explore.

Discuss with a peer how you both find value in setbacks—compare stories and strategies.

Ask a teammate: “What’s one opportunity we’re overlooking right now?”

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

Recast a failed project as “a pivot point”—write what new direction it could open for your team.

Reframe criticism as insight: “What can I build from this feedback instead of shrinking from it?”

Instead of “I missed my chance,” say “That door closed so I could knock on the right one.”

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

Reframe frustration as fuel: “This tension means something valuable is waiting to be solved.”

Replace “Why me?” with “What might this be preparing me for as a leader?”

Notice how strategic leaders talk—how do they pivot conversations from problems to possibilities?

Track inner dialogue during tense reviews—does it move to solutions or stall in blame and doubt?

Observe how quickly you shut down novel proposals—when does discomfort mask opportunity?

Listen to how peers pitch change—what words frame it as opportunity rather than threat?

Notice what excites you in a crisis—those sparks may point toward future leadership paths.

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

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