MASTER Risk Model - Learning Resources - Mindset

Limiting Beliefs

Write down one belief about your leadership that limits bold choices—replace it with a fact you can act on today.

Say aloud one leadership strength that disproves a limiting belief—repeat it before key decisions.

Choose a strategic task you’ve delayed from doubt—start it and set a ten-minute timer to progress.

Put a sticky note on your laptop with a positive counter-belief—read it before each leadership call.

Swap negative self-talk with “What if I can?”—test it in a low-risk leadership context.

Visualize yourself succeeding at a risk you fear—notice what changes in your leadership energy.

Journal about a recent strategic decision where hesitation or doubt shaped you—how would confidence have changed it?

Write the origin story of your strongest limiting belief in leadership—where did it begin and how has it shaped decisions?

Reflect on three leaders who broke limits—what beliefs helped them push beyond fear?

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

Describe your internal critic in leadership—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 a strategic opportunity you’d normally decline from doubt—track what happens next.

Share a bold idea in the boardroom—even if you fear it may not land—reflect afterward.

Offer to present at a high-stakes forum you’d usually avoid—focus on showing up, not flawlessness.

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

Ask for support you need but usually withhold—resources, allies, or board backing.

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

Ask a board member what strengths you bring that you often underestimate in yourself.

Share a limiting belief with a senior peer—ask if they’ve faced it and how they overcame it.

Request feedback after speaking up in a board meeting despite fear—compare outside view with how you felt.

Ask a peer CEO to share a time they doubted themselves—what helped them push through?

Record three positive comments from board or peers this week—note which surprised you most.

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

Reframe “I’m not visionary enough” as “How might I sharpen my vision?”—apply it in one decision today.

Replace “I always fail at…” with “I’m still mastering how to…”—apply it to a pressing task.

Reframe a failed board decision as insight—what did it teach for your next move?

Translate “I’m not ready” into “I’m preparing”—take one small action toward readiness today.

Reframe “I can’t” into “Who says?”—challenge the authority of that inner critic.

Replace “I never…” with “I haven’t yet…”—treat it as unfinished progress.

Track when your inner voice uses absolutes like “always” or “never” in leadership—what triggers them?

Observe admired CEOs—how do they self-talk after mistakes or risk?

Catch yourself mid-thought when hesitating—what belief is underneath that pause?

Listen for limiting beliefs in board discussions—do they echo your own?

Note physical cues in self-doubt—tension, breath, avoidance—what belief links to them?

Notice when you dismiss praise or opportunities—what limiting belief drives it?

Empowering Beliefs

Choose one empowering belief about your vision—write it on a card to review before strategic meetings.

Repeat an empowering belief in front of a mirror each morning—align tone, posture, and executive presence.

Create a phone lock screen with a short empowering belief you want to reinforce before board calls.

Share an empowering belief on LinkedIn—signal the values guiding your leadership approach.

Choose a belief that energizes you—apply it directly to a pressing executive challenge.

Start your day writing one empowering belief and one action it inspires you to take.

Write about a moment when belief in your leadership helped you push through—what did you tell yourself then?

List three empowering beliefs you admire in other CEOs—how could you adopt versions of them in your own work?

Reflect on a success you almost abandoned—what empowering belief allowed you to pursue it anyway?

Journal about how your empowering beliefs shifted in the past year—what triggered those changes?

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

Identify a belief you held back from voicing—what stopped you then, and what would change next time?

Lead a meeting with the belief: “My perspective adds value.” Focus on clarity, not perfection.

Share a bold vision with a key stakeholder—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 a risky but energizing proposal—let belief guide instead of doubt.

Offer support with the belief: “We succeed by lifting others.”

Begin your next speech with a story that reflects your core empowering belief.

Ask a peer CEO what beliefs they see driving your success—are they aligned with what you want to project?

Share an empowering belief with a colleague—ask how they’ve applied similar thinking at scale.

Host a roundtable on empowering beliefs—exchange stories of how conviction shaped action.

Tell a colleague how their belief in themselves inspired you—start a conversation around conviction.

Invite feedback on how your attitude affects executive morale—does belief in growth come through?

Share one empowering belief at the next executive forum—invite others to share theirs too.

Recast “This market is too tough” as “This is where leadership shows”—act on one choice with conviction.

Change “I’m uncertain” to “I’m expanding”—see how curiosity opens instead of blocking you.

Change “They know more than me” to “I bring a unique view”—share one distinct perspective today.

Recast doubt as belief rehearsal—ask: “What would my future self choose here?”

Replace perfectionism with “I’m here to improve, not prove”—apply it to one deliverable.

Reframe “I’ve never done this” into “I’m excited to grow by doing this new thing.”

Watch how respected leaders speak under pressure—what empowering beliefs seem to drive their tone?

Observe your thoughts in crisis—do they reinforce belief in ability or erode it fast?

Notice leaders using affirmations—how do they react when challenged?

Track moments of hesitation—was it skill or belief that held you back?

Observe posture when uncertain—adjust to physically support confidence.

Listen to admired leaders’ words—what empowering beliefs echo in their language?

Opportunity beliefs

Take one current board challenge and list three opportunities it could open for the company this year.

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

Revisit a stalled initiative—identify one overlooked opportunity you could explore this quarter.

In your next board meeting, reframe a concern as an opportunity in one clear statement.

Scan your agenda and mark one task as an “opportunity zone” for personal leadership growth.

Set a five-minute timer to brainstorm new opportunity angles on a past executive failure.

Journal about a time when a major corporate crisis created growth—how did your mindset shift in that moment?

Reflect on how you usually react to market uncertainty—do you seek safety first or explore hidden opportunities?

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

Write about a success that only came because another strategic plan failed.

List three traits you’ve developed from unexpected corporate difficulties.

Ask: “What am I not seeing because I labeled this as a threat?” Reflect on the cost of that label.

Say yes to exploring an uncertain initiative—commit to the first visible step today.

Join an initiative outside your scope—explore what opportunities it could unlock.

Offer a creative, untested idea in strategy review—even if risky to share.

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

In a decision, ask explicitly: “What opportunity is hidden here?”

Flip your morning routine—start the day differently to invite fresh ideas.

Ask a mentor to share how a failed strategy created new opportunity—what shifted for them?

Invite your board to challenge your view on strategy—ask what upside they can see.

Share a current challenge with your executive team—ask three of them what upside they’d see.

Discuss with a peer how you both find growth in setbacks—exchange perspectives.

Ask your team: “What opportunity do you think we’re missing right now?”

Host a reverse-feedback session: ask how you miss opportunities under pressure.

Reframe a failed initiative as “a strategic pivot point”—note what new path it might unlock.

Recast criticism as intelligence—“What can I build from this feedback instead of shrink from it?”

Replace “I missed my chance” with “That door closed to show me another”—list one new path.

Change “This is risky” to “This could reveal upside”—commit to a first small test.

Reframe frustration as fuel: “This tension means value is waiting to be unlocked.”

Replace “Why me?” with “What might this prepare me for?”

Observe how visionary peers discuss challenges—how do they shift from threats to opportunities?

Track your dialogue under pressure—does it push toward solutions or loop in blame?

Observe how fast you dismiss untested ideas—what discomfort masks possible value?

Listen to how peers frame change—what words cast it as opportunity, not risk?

Pay attention to sparks of excitement in crises—what do they reveal about future directions?

Watch how peers credit luck versus strategy—what does that reveal about opportunity mindset?

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