MASTER Risk Model - Learning Resources - Mindset

Intrinsic Motivation

Write down one task today and add “because I care about…” to reconnect it with personal meaning.

Choose one work task and link it to your values—why does this matter to you beyond the outcome?

Block ten minutes to work on something that energizes you—no outcome needed, just enjoy the flow.

Start your day by asking: “What would make today feel meaningful, not just productive?”

Keep a “why I do this” sticky note visible—anchor your actions to your deeper intrinsic motivation.

Say no to one task that drains your energy and doesn’t align with your deeper sense of purpose.

Journal about the last time you lost track of time at work—what made it so engaging and fulfilling internally?

Reflect on which part of your role brings you fulfillment—how could you increase that more often?

Explore how your early interests still influence what drives you at work—what themes continue to persist?

Write about a time when you were proud of effort, not results, at work—what did that reveal about your motivation?

Identify a moment when external pressure distracted you from internal drive—how can you guard against it again?

List three values that guide your work—how are they showing up in this week’s decisions?

Spend one hour this week on a “passion project” task—track how it energizes your overall effort.

Share what motivates you with a teammate—invite them to share theirs in return.

Choose one work task and focus on enjoyment and learning, not outcome or recognition.

Rework a routine task to reflect your strengths—add an element of curiosity or interest.

Speak up for a change you believe in—even if unpopular—let values guide your input.

Declutter your to-do list—keep only tasks tied to purpose, curiosity, or meaningful impact.

Ask a peer what they see as your “why”—does it align with the motivation you feel inside?

Share your core motivation with your manager—ask if they see it reflected in your current role.

Ask a peer to observe when you seem most energized—what patterns do they notice in your work?

Discuss with a peer what motivates you both—what’s different, what overlaps, and what does that unlock?

Ask a peer when they’ve seen you most alive in your work—what task or moment stood out?

Reflect with a peer on when you work hardest without recognition—what drives you internally?

Shift “I have to do this” to “I choose to do this because…”—connect it to your deeper why.

Recast frustration as a signal—ask: “What value feels violated?”—realign in one choice.

Replace “I need to finish this” with “I want to grow”—connect one task to deeper purpose.

When motivation dips, ask: “What deeper reason brought me here?”—write it down.

Change “This is boring” to “How can I make it meaningful?”—add one creative twist.

Reframe ambition as alignment—ask: “What am I building?”—apply it to one choice today.

Track which tasks energize or drain you—does the pattern match what you value most at work?

Observe your energy across tasks—where does attention sharpen or fade naturally?

Notice when praise or incentives sway your decisions—are you staying true to priorities?

Notice how you feel after helping unprompted—what inner driver fueled that choice?

Watch yourself under pressure—do you act with purpose or drift into autopilot?

Track the “why” behind your yeses this week—were they driven by values or obligation?

Extrinsic Motivation

List one tangible reward at work that motivates you—remind yourself of it before starting a hard task.

Write down one recognition you’ve received at work—review it before starting a difficult project.

Create a simple reward system for a task you’re avoiding—tie completion to something enjoyable.

Add a visible progress tracker for a long-term goal—watching progress builds commitment and drive.

Write down one way your workplace recognizes effort—remind yourself of it before hard work.

Choose one task to finish before lunch and reward yourself with a treat or refreshing break.

Reflect on how recognition at work affects your performance—what kind motivates you most: praise, visibility, or reward?

Write about a time external recognition helped you push through at work—what sustained you in that moment?

Explore moments where you relied too much on external praise—what impact did it have on your workplace choices?

Journal about how workplace rewards influence your choices—do they align or clash with your values today?

Think back to when you last received recognition at work—what impact did it have on your energy and focus after?

Reflect on your current workplace goals—are they motivating, distracting, or in need of redesign?

Share your progress on a tough deliverable with your manager—let visibility fuel follow-through.

Compete with yourself using a measurable target—hit one specific milestone today.

Set a reward for hitting your weekly target—make it tangible and aligned with your interests.

Publicly commit to a deliverable on Slack or email—let accountability drive consistency.

Try a performance tool that gives badges or streaks—notice how gamification shapes your effort.

Ask your manager for feedback on one specific strength—notice how validation affects you.

Ask a teammate what kind of recognition motivates them—compare it with what drives you externally.

Invite your team to share how they like acknowledgment—adjust your praise style accordingly.

Ask a colleague when they’ve seen you most motivated—was it linked to reward, praise, or visibility?

Reflect with a teammate on what incentives keep you engaged—what helps you sustain focus?

Share how external rewards helped you reach a goal—ask a colleague what motivates them most.

Ask a manager for feedback on your use of rewards—do they see healthy drive or over-reliance?

Reframe external praise as signal of value, not ego—note one impact others highlighted.

Shift “I just want recognition” to “I want my work seen”—ask for feedback once this week.

Change “This isn’t worth it” to “What would make this meaningful?”—add one motivator.

Recast salary goals as fuel for growth—link today’s work to that bigger outcome.

Reframe visibility as influence, not vanity—ask: “What impact do I want seen?”

See deadlines as urgency tools—use one to drive focused action today.

Track when external rewards boost or reduce your effort—what’s the point where it flips?

Notice what types of recognition land best for you—public, private, effort-based, or results?

Notice how competition shapes you—does it energize effort or distract from purpose?

Watch your response to being overlooked—what beliefs or habits show up first?

Observe when you push hardest—what external factors usually trigger that drive?

Track motivation on days with versus without recognition—what difference do you see?

No Fear

Name one small risk you’ve avoided out of fear—take the first tiny step toward doing it today.

Name one uncertain situation you’ve avoided at work—note what you can control and take one step now.

Send a short thank-you note or idea to someone—expect no reply and treat the act as a win itself.

Say out loud: “Failure is data, not identity”—repeat it whenever hesitation shows up before a task.

Say aloud: “Uncertainty means possibility”—repeat it whenever you feel tempted to freeze or delay.

Say aloud: “A no doesn’t define me”—repeat it before making a request or sharing your perspective.

Share one time you failed and learned—remind yourself how that moment led to future growth.

Schedule ten minutes to explore a work topic you don’t understand—lean into curiosity over avoidance.

Share your opinion in a low-stakes setting—practice calmness and clarity even if it feels risky.

Reframe a current task as an experiment—success means learning, not achieving perfection.

Choose to ask one curious question during your next workday—even if you’re unsure of the answer.

Make a simple request you’ve been holding back—time, help, or needed visibility.

Post a sticky note that reads: “What if I try—and learn?” Place it where you often hesitate.

Identify a small, unclear decision—make it quickly and treat it as a test, not a dangerous trap.

Write down the worst rejection you received—note what happened next and how you eventually grew.

Lower the stakes: pick one task you’re avoiding and do it badly—on purpose—just to get it done.

Change your desktop background to a quote about exploring the unknown—keep discomfort visible.

Add a sticky note that says: “Rejection is redirection”—place it where hesitation often shows up.

Journal about a time you failed at work—what story did you tell yourself, and how would you rewrite it differently now?

Journal about a time you took action despite uncertainty at work—what happened, and how did it shape your future?

Reflect on your earliest memory of workplace rejection—how has it shaped your current approach to risks or requests?

Reflect on where your fear of failure at work comes from—whose voice or past experience shaped that belief?

Reflect on what the unknown triggers in you at work—loss of control, failure, embarrassment, or something else?

Journal about a time you faced rejection at work—how did you internalize it, and what story did you tell yourself?

Identify how fear of failure shows up in your body—what physical cues appear before you freeze or stall at work?

Write about a workplace moment when not knowing led to growth—how did the experience unfold in daily life?

Explore what you fear most about rejection at work—loss of respect, disconnection, embarrassment, or something else?

Think of a colleague who embraces failure—how do they reframe it differently than you usually do?

Explore your decision-making style at work—do you delay until certainty, or experiment with partial clarity?

Think of a colleague who handles rejection well—what do they believe that helps them stay grounded?

Write about a workplace success that came only after a mistake—how did that failure unlock something important?

Reflect on the cost of waiting for certainty at work—what experiences has hesitation blocked you from having?

Reflect on when you rejected yourself at work by not showing up—what would’ve changed if you had tried instead?

List three opportunities you missed at work because you feared failing—what would you do differently today?

List three areas in your work where ambiguity is present—how are you managing each one mentally and emotionally?

List three workplace actions you didn’t take because you feared rejection—what if you did just one of them now?

Volunteer for something uncertain this week—speak, pitch, or present without knowing the outcome.

Make one decision this week without full details—trust your judgment and capture the result.

Pitch a fresh idea today even if it may not land—observe how it’s received and how you respond.

Share a past failure openly in Slack or a meeting—frame it as a growth story, not a mistake.

Join a project outside your expertise—embrace learning while stretching your skill set.

Ask for something you usually avoid requesting—feedback, resources, or exposure.

Submit something before it feels perfect—focus on contribution over flawlessness.

Start a task without knowing the full path—begin now and adjust as you go forward.

Apply for a stretch role or opportunity even if you doubt success—focus on courage to try.

Ask a challenging question in a meeting—even if it feels risky to speak.

Try solving a problem without full research—use iteration to build understanding.

Send a message to someone you admire—acknowledge their impact, even if no reply comes.

Choose to act even when only 80% ready—note what happens when you move before full clarity.

Share publicly that you’re exploring a new direction—own uncertainty and model courage.

Volunteer to go first in a meeting or workshop—step into visibility before you feel ready.

Approach someone you respect for feedback on unfinished work—show progress, not perfection.

Ask someone to assign you a task that stretches you—accept it without overpreparing.

Share a personal insight or story at work—model vulnerability and observe the response.

Ask a peer to describe a failure that shaped them—what helped them reframe and grow?

Ask a peer how they navigate uncertainty at work—what do they tell themselves when clarity is missing?

Ask a trusted colleague: “How do you experience me when I hesitate to speak or contribute?”

Invite feedback on something you hesitate to share—compare their response with your own fear.

Share an uncertain decision you’re facing—ask a colleague how they might approach it instead.

Discuss with a peer how rejection shaped your growth—compare stories and strategies together.

Share a failure moment with a teammate—ask how they might have handled it differently.

Reflect with a colleague on how uncertainty feels—compare your emotional and behavioral responses.

Ask someone you admire how they handle rejection—what mindset helps them keep going?

Talk to a peer about how fear of failure shaped their career—what advice would they give their past self?

Invite feedback on how you show up in ambiguity—do others see confidence, hesitation, or avoidance?

Invite feedback after making a bold request—did they notice hesitation or strength in your delivery?

Ask a colleague how they recognize when fear is holding them back—compare to your own cues.

Ask someone to share a story where uncertainty led to growth—what did they learn from it?

Share a rejection story in a team meeting—normalize setbacks and invite others to share theirs.

Ask your manager how you handle risk—do they see fear in you that you don’t notice yourself?

Share how you typically react when plans shift—ask a peer if they’ve noticed the same pattern.

Ask a teammate: “What’s one thing you wish I did more often at work?”—listen without defending.

Reframe “I’ll mess this up” as “I’m practicing bravery”—apply it before one hard task today.

Reframe “I don’t know” as “I’m learning”—lean into curiosity on one unclear project.

Reframe “They’ll say no” as “This is a chance to practice courage”—make the ask today.

Replace “What if I fail?” with “What might I learn?”—try one action you’ve been delaying.

Change “This is unclear” to “This is an open space”—ask one question to explore further.

Replace “I might look stupid” with “Trying is how I learn”—speak once in your next meeting.

View failure as iteration, not endpoint—try again with one small improvement.

Turn “There’s no roadmap” into “This is my chance to create one”—outline first step.

View rejection not as failure but filtering—treat today’s “no” as progress toward a fit.

Instead of “This must go right,” say: “I’ll adjust based on what happens”—practice it.

Recast confusion as curiosity—ask one question you’d normally hold back.

Instead of “What if they don’t like it?” say: “What if this helps one person?”—act on it.

Recast fear as readiness training—apply it before one challenging task.

View unpredictability as agility training—treat one surprise as practice.

Recast rejection as feedback, not identity—note one lesson for improvement.

Reframe high standards as pressure to learn—treat one task as practice, not proof.

Instead of “What if I’m wrong?” ask: “What might I learn?”—test it on a small action.

Shift “They’ll think less of me” to “I’ll think more of myself for trying”—take that action.

Track when hesitation appears before action—what fear-thoughts show up and how they shape you?

Notice when you delay action at work—are you cautious, or avoiding fear of being wrong?

Watch how you behave when unsure of acceptance—do you withdraw, over-explain, or go quiet?

Observe a colleague taking bold steps—what mindset appears when outcomes aren’t certain?

Track emotions when direction is unclear—do you freeze, rush, or ask clarifying questions?

Notice how others handle rejection—what can you learn from their tone, posture, or persistence?

Watch how you recover from mistakes—do you shut down, excuse, or adapt quickly?

Observe a leader facing ambiguity—what language do they use to steady others?

Track your inner dialogue after hearing “no”—does it spiral or stay constructive?

Notice your reaction when others fail—judgment, empathy, or curiosity about learning?

Track your self-talk with new tools or tasks—does it invite effort or push you to retreat?

Observe when you pre-reject yourself—what do you avoid to escape possible “no”?

Notice how your body reacts when taking a risk—tight, light, or heavy—what does it reveal?

Catch moments you crave guarantees—what would acting with partial clarity look like?

Catch micro-signals of approval-seeking—when do you adjust too quickly to please others?

Catch yourself avoiding tasks due to fear—what outcome are you picturing, and how likely is it?

Watch how beginners or juniors approach the unknown—what can you learn from their openness?

Notice how others respond to your vulnerability—do they shut down or lean in with empathy?

MASTER Risk Hub