MASTER Risk Model - Learning Resources - Mindset

Intrinsic Motivation

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

Choose one project and link it to your values—why does this matter to you beyond the KPI?

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

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

Keep a “why I lead here” note visible—anchor actions to your deeper intrinsic motivation.

Say no to one task that drains energy and doesn’t align with team purpose.

Journal about when you lost track of time driving delivery—what made the work internally fulfilling?

Reflect on which parts of your role bring joy—how could you increase them within current KPIs?

Explore how early interests still drive you at work—what themes persist in your management style?

Write about a time you were proud of effort over results—what did that reveal about motivation?

Identify when external pressure pulled you from intrinsic drive—how can you guard against it?

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

Spend one hour this week on a professional growth project—track how it energizes your motivation.

Share what drives you personally with your team—invite them to share their motivators too.

Focus on one task this week for enjoyment and learning, not just recognition.

Rework a routine task by aligning it with your strengths or interests.

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

Declutter your to-do list—keep what aligns with purpose and impact.

Ask a peer what they see as your core “why”—does it align with your own internal drive?

Share your core motivators with your manager—ask if your current path reflects them.

Ask a teammate to observe what energizes you—what moments do they see you light up?

Discuss with a colleague what motivates you both—what overlaps and what differs?

Ask someone when they’ve seen you most alive in your work—what were you doing?

Reflect with a peer or coach on when you work hardest without external validation.

Shift “I have to do this” into “I choose to do this because…”—link it to your leadership why.

Recast frustration as a signal: “What value of mine feels blocked, and how do I realign?”

Replace “I must finish this” with “I want to grow through this”—connect it to deeper purpose.

When motivation dips, ask: “What deeper reason brought me here?”

Change “This is boring” into “What part could I make meaningful or creative?”

Reframe ambition as alignment: “What am I building that reflects who I want to become?”

Track which activities energize or drain you—does this align with your core motivators?

Observe your energy across tasks—where do you naturally sharpen and sustain focus?

Notice when praise or incentives sway you—are you staying aligned to your values?

Notice how you feel after helping unprompted—what intrinsic driver fueled it?

Watch yourself in pressure moments—do you stay purpose-driven or default to autopilot?

Track the “why” behind your yeses—values, obligation, or fear of saying no?

Extrinsic Motivation

List one recognition that motivates you—review it before starting a politically hard task.

Share a recent achievement with your manager—notice how acknowledgment boosts your drive.

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

Add a visible progress tracker for a long-term KPI—watching progress builds commitment.

Identify one area where accountability would help—share your current goal with your team.

Finish one task before lunch and reward yourself with a brief, refreshing break.

Reflect on how recognition from executives affects you—what motivates most: praise, visibility, or reward?

Write about a time external incentives helped you push through—what truly sustained you then?

Explore moments you relied too much on external praise—how did that shape decisions or trade-offs?

Journal about how bonuses or ratings influence your choices—do they align with values today?

Think back to your last recognition moment—what impact did it have on energy afterward?

Reflect on current performance metrics—motivating, distracting, or in need of redesign?

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

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

Set a reward for hitting your weekly target—make it meaningful and tangible.

Publicly commit to a deliverable on Slack or email—use accountability to stay consistent.

Test a gamified performance tool—notice how rewards shape your effort.

Ask your manager for feedback on one strength this week—notice how it affects you.

Ask your team what kind of recognition motivates them—compare it to what drives you externally.

Ask your team how they prefer acknowledgment—adjust your recognition style accordingly.

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

Reflect with a peer on what incentives keep you engaged—what patterns sustain focus?

Share how external rewards helped you reach a goal—ask what success looks like for them.

Ask for feedback on your reward-seeking behavior—do others see healthy drive or over-reliance?

Reframe external recognition as validation of impact—“This shows what others find valuable.”

Shift “I just want recognition” to “I want to feel seen for contribution”—clarify feedback needed.

Recast “This isn’t worth it” into “What external driver would make this meaningful?”

Reframe salary goals as freedom drivers—link numbers to meaningful outcomes.

Reframe visibility as influence, not vanity—ask: “What impact do I want to be known for?”

See deadlines as urgency tools—clarity for action, not just pressure.

Track when external rewards drive you—what’s the tipping point where it shifts to pressure?

Notice which types of recognition land best—public, private, outcome, or effort-based?

Observe how competition impacts you—does it focus you or pull you off track?

Watch your reaction when overlooked—what beliefs and habits kick in?

Observe when you push hardest—what external factor usually drives it?

Track motivation on days with vs. without recognition—what’s the difference?

No Fear

Name one small risk you’ve avoided with leadership—take the first small step toward it today.

Name one uncertain dependency you’ve delayed—note controllables and take one step toward it.

Message someone with a compliment or idea—expect no reply and treat the act as a win itself.

Say out loud: “Failure is data, not identity”—repeat it before sending a draft that isn’t perfect.

Say aloud: “Uncertainty means possibility”—use it when scope or priorities feel unclear.

Say aloud: “A no doesn’t define me”—repeat it before asking for help, feedback, or an opportunity.

Share one failure you learned from with your team—remind yourself how it fueled growth.

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

Share your opinion in a group setting—even if unpopular, speak once with calmness and clarity.

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

Ask one curious question in your next leadership meeting—even if unsure of the answer.

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

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

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

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

Lower the stakes: pick one avoided task 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 failed initiative—what story did you tell yourself, and how would you rewrite it now?

Journal about a time you acted without full clarity—what happened, and how did it shape your approach?

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

Reflect on where your fear of failure comes from—whose voice or results history shaped that belief?

Reflect on what the unknown triggers for you—loss of control, missed targets, or public embarrassment?

Journal about a time you were rejected—how did you internalize it, and what story did you tell yourself?

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

Write about a moment when not knowing led to growth—how did the experience unfold operationally?

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

Think of someone who embraces failure publicly—how do they reframe it differently than you?

Explore your decision style—do you delay until certainty, or pilot with partial clarity first?

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

Write about a success that followed a mistake—how did the failure unlock a better path?

Reflect on the cost of waiting for certainty—what experiences did hesitation block this year?

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

List three opportunities you missed from fear of failure—what would you do differently today?

List three areas where ambiguity is high—how are you managing each mentally and emotionally?

List three things you didn’t do recently because you feared rejection—what if you did just one of them now?

Volunteer for a high-visibility task this week—present, pitch, or lead without knowing the outcome.

Make one decision this week with partial data—trust judgment and document the impact.

Pitch a new idea today even if it might not land—track how it’s received and how you respond.

Share a past failure in a team forum—frame it as a growth moment for learning.

Join a discussion outside your expertise—embrace learning in real time.

Ask for something you want but usually fear to request—support, resources, or exposure.

Submit work before it’s perfect—focus on contribution over perfection.

Begin a project without the full plan—start now and adapt as you go.

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

Ask a challenging question in your next leadership meeting—even if it feels risky.

Try solving a problem quickly without full research—use iteration to learn.

Send a message to someone you admire—acknowledge their impact, even if they never reply.

Choose to act even at 80% readiness—observe what happens when you move forward.

Share publicly that you’re testing a new path—model courage in uncertainty.

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

Seek feedback on work-in-progress—show progress without perfection.

Ask a senior to assign you a stretch task—accept it without overpreparing.

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

Ask a peer to share a failure they learned from—what shifted in their mindset afterward?

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

Ask a trusted colleague: “How do you experience me when I’m hesitant to speak up or engage?”

Invite feedback on something you hesitate to share—compare response to your initial fear.

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

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

Share a failure story with your team—ask how they might have approached it differently.

Reflect with a peer on what uncertainty feels like—compare emotional and behavioral responses.

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

Ask someone how fear of failure shaped their career—what advice would they give their younger self?

Ask for feedback on how you show up in ambiguity—do others see confidence or hesitation?

Invite feedback after making a bold ask—did the other person notice any hesitation in you?

Ask someone how they recognize fear in themselves—compare to your own cues.

Ask a peer to share a story where uncertainty created growth—what did they learn?

Share a rejection story in a team setting—normalize setbacks and invite others to contribute.

Ask for feedback on how you handle risk—do others see fear that you don’t notice?

Share how you typically react when plans change—ask a peer if they’ve observed the same.

Ask a teammate: “What’s something you wish I said or did more often?”—listen without defending.

Reframe “I’ll mess this up” into “I’m practicing courage as a manager”—focus on the effort.

Reframe “I don’t know the outcome” into “I’m learning”—lean into the process, not the fear.

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

Replace “What if I fail?” with “What might I learn if I try?”—focus on discovery over risk.

Change “This is unclear” into “This is open space for discovery”—lean into exploration.

Replace “I might look stupid” with “Trying is how I learn”—shift attention from judgment to growth.

View failure as iteration, not final—what would a senior leader try differently here?

Recast “There’s no roadmap” into “This is a chance to create one for myself or my team.”

View rejection not as failure but as filtering—every no brings you closer to a better fit.

Recast “This must succeed” into “I’ll adjust based on outcomes”—focus on flexibility.

Reframe “This is confusing” into “This is curiosity space”—ask one clarifying question.

Instead of “What if they don’t like it?” ask: “What if this helps just one person feel seen?”

Recast fear as readiness training—each step builds resilience as well as success.

Reframe unpredictability as agility training—each unknown builds flexibility.

Recast rejection as feedback, not identity—what signal can you use to improve next time?

Reframe high standards into improvement, not proof—focus on learning.

Replace “What if I’m wrong?” with “What might I learn by being wrong?”

Shift “They’ll think less of me” to “I’ll think more of myself for trying at all.”

Track when hesitation shows up before acting—what fear-thoughts are shaping behavior?

Notice when you delay decisions—are you truly unsure, or afraid of being wrong?

Watch how you behave when uncertain about acceptance—do you withdraw, over-explain, or go silent?

Observe someone taking bold steps—what mindset do they reveal when plans shift?

Track your 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 excuse, avoid, or adapt quickly?

Observe a leader in ambiguity—what language instills calm and direction?

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

Notice your reaction when others fail—are you judgmental, empathetic, or curious?

Track your self-talk when using new systems—does it invite learning or avoidance?

Observe when you pre-reject yourself—what do you avoid just to avoid possibly hearing “no”?

Notice your body’s signals when taking a risk—tight, light, or heavy—stay aware.

Catch moments when craving guarantees—what would acting with partial clarity look like?

Catch micro-signals of approval-seeking—do you adjust too quickly to avoid possible disapproval?

Catch yourself avoiding tasks due to fear—what imagined outcome holds you back?

Watch how new joiners approach uncertainty—what can you learn from their openness?

Notice how people react to your vulnerability—do they reject you, or lean in with empathy?

MASTER Risk Hub