MASTER Risk Model - Learning Resources - Mindset

Intrinsic Motivation

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

Choose one project and link it clearly to your values—why does this matter for you as a leader?

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

Begin your day by asking: “What would make today meaningful for me and my team?”

Keep a sticky note with “why I lead” visible—anchor your tasks to intrinsic purpose.

Say no to one task that drains you and doesn’t serve your team’s bigger purpose.

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

Reflect on which leadership tasks bring you joy or fulfillment—how could you increase them more often?

Explore how your early interests still influence what drives you as a leader—what themes remain strong?

Write about a time when you valued effort over results—what did it reveal about your motivation?

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

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

Spend one hour this week on a stretch project that excites you—track how it fuels your energy.

Share what drives you internally with your team—invite them to share their drivers too.

Choose one task to focus on enjoyment and learning instead of results or recognition.

Rework a routine task to reflect your strengths—add a personal interest to the process.

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

Declutter your task list—keep only what links to purpose, curiosity, or team impact.

Ask a team member what they see as your “why”—does it align with what you feel internally?

Share your core motivation with a mentor—ask if your current direction reflects that drive.

Ask a teammate when they see you most energized—what moments make you light up?

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

Ask a colleague when they’ve seen you most alive in leadership—what were you doing, and why?

Reflect with a coach on when you work hardest without needing validation—what drives that?

Shift “I have to lead this” to “I choose to lead this because…” and finish with your why.

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

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

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

Change “This is boring” to “What part of this can I make meaningful or creative?”

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

Track which leadership tasks energize or drain you—does the pattern match what you truly value?

Observe energy across leadership tasks—where does attention naturally sharpen and flow longest?

Notice when praise or incentives sway choices—are you staying close to your internal compass?

Notice how you feel after helping a report unprompted—what inner driver fueled that effort?

Watch yourself under deadline pressure—do you cling to purpose or slip into autopilot?

Track the “why” behind your yeses this week—values, guilt, optics, or genuine impact?

Extrinsic Motivation

List one recognition that motivates you as a leader—remind yourself of it before a difficult task.

Share a recent team success with your manager—notice how acknowledgment strengthens drive.

Create a simple reward for finishing a task you’re resisting—link it to something enjoyable.

Add a visible progress tracker for a team goal—watching movement builds collective drive.

Identify one accountability boost—share your goal with your manager or your own team.

Finish one task before lunch and reward yourself with a refreshing break or small treat.

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

Write about a time external motivation helped you push through as a leader—what sustained you most?

Explore moments when you relied too much on external praise—how did it shape your leadership choices?

Journal about how financial incentives affect your leadership choices—do they align with your values?

Recall when you last received recognition—what impact did it have on your focus and energy?

Reflect on your current performance metrics—are they motivating, distracting, or needing redesign?

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

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

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

Publicly commit to a deliverable with your team—use accountability to stay consistent.

Try a gamified performance tool—notice how rewards or streaks shape your effort.

Ask your manager for feedback on one recent success—notice how validation affects you.

Ask a direct report what kind of recognition motivates them—compare it with what drives you.

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

Ask a peer when they’ve seen you most motivated—was it linked to reward or recognition?

Reflect with a peer on what incentives keep you engaged—compare sustainable habits.

Share how external rewards helped you meet a target—ask peers what recognition works for them.

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

Reframe recognition as a signal of impact, not ego—“This shows where my leadership adds value.”

Shift “I just want praise” to “I want to feel seen for impact”—clarify the recognition that matters.

Change “This isn’t worth it” to “What driver would make this meaningful for me?”

Recast salary goals as fuel for growth—link money to outcomes that matter to your team.

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

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

Track when external recognition helps or hurts—where is the threshold where it flips your focus?

Notice what forms of praise land best—public, private, outcome-based, or effort-based recognition?

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

Watch your response to being overlooked—what beliefs and habits kick in immediately?

Observe when you push hardest—what external factor is usually present at those times?

Track motivation on days with versus without praise—how strong is the recognition effect?

No Fear

Name one risk you’ve avoided with your team—take the first small step to address it today.

Name one uncertain team situation you’ve delayed—note what you can control and take one step forward.

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

Say aloud: “Failure is data, not identity”—repeat it when hesitation arises before a decision.

Say aloud: “Uncertainty means possibility”—use it when you feel tempted to stall on a decision.

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

Share one past leadership failure with your team—remind yourself how it shaped future growth.

Schedule ten minutes to explore a new management approach—lean into curiosity, not avoidance.

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

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

Ask one curious question during your next meeting—even if unsure, lean into discovery.

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

Place a sticky note: “What if I try—and learn?” where you hesitate most often as a leader.

Identify one small, unclear team decision—make it quickly and treat it as a learning test.

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

Pick one task you’re avoiding—do it “badly on purpose” to break perfection paralysis.

Change your desktop background to a quote on exploring the unknown—embrace discomfort daily.

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

Journal about a failure as a leader—what story did you tell yourself, and how would you rewrite it differently now?

Journal about a time you acted despite uncertainty—what happened, and how did it shape your leadership style?

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 expectations or past experience shaped that belief?

Reflect on what the unknown triggers for you as a leader—loss of control, failure, embarrassment, or something else?

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 delay?

Write about a time when not knowing forced you to grow as a leader—how did it unfold in practice?

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

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

Explore your decision-making style—do you wait for certainty, or experiment with partial clarity?

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

Write about a success that came after a leadership mistake—how did failure unlock growth?

Reflect on the cost of waiting for certainty in leadership—what experiences did hesitation block?

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

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

List three areas of leadership where ambiguity exists—how are you managing each one mentally?

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

Volunteer to lead something uncertain this week—step in without knowing the outcome.

Make one decision this week without full clarity—trust instincts and note the result.

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

Share a past leadership failure in a team forum—frame it as a moment of growth.

Join a project outside your expertise—embrace real-time learning and adapt.

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

Submit work before it feels perfect—focus on contribution instead of flawlessness.

Start a project without the full plan—begin 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 a meeting—even if it feels risky to speak up.

Solve a small problem without full research—treat it as an experiment in iteration.

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

Act even when only 80% ready—observe 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 a mentor with an unfinished idea—seek input, not perfection.

Ask for a stretch assignment from your manager—accept it without overpreparing.

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

Ask a peer to describe a time they failed and grew—what shifted in their mindset?

Ask a peer how they navigate uncertainty in leadership—what do they tell themselves?

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

Invite feedback on an idea you hesitate to share—compare responses with your fear.

Share an uncertain decision you face—ask a peer how they’d approach it.

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

Share a leadership failure with your team—ask how they would have approached it.

Reflect with a peer on how uncertainty feels in leadership—compare coping strategies.

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

Ask a colleague how fear of failure shaped their path—what advice would they give themselves now?

Invite feedback on how you show up in uncertainty—confidence, avoidance, or hesitation?

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

Ask a peer how they know when fear is holding them back—compare it to your own cues.

Ask someone 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 manage risk—do others see fear you may not notice?

Share how you react when plans change—ask if a peer has observed that pattern too.

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

Reframe “I’ll fail at this” as “I’m practicing courage”—focus on effort over perfection.

Reframe “I don’t know” as “I’m learning”—treat uncertainty as leadership development.

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?”—shift leadership focus to discovery.

Change “This is unclear” to “This is an open space for discovery”—explore with curiosity.

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

Recast failure as iteration—ask: “What would a scientist or coach test differently here?”

Turn “There’s no roadmap” into “This is a chance to design one”—claim the freedom to shape it.

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

Instead of “This must succeed,” say: “I’ll adjust based on results”—focus on flexibility.

Recast confusion as curiosity—what one question could you ask instead of staying silent?

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 makes me more resilient, not just successful.

View unpredictability as agility training—each unknown builds leadership flexibility.

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

Reframe high standards as pressure to improve, not proof of worth.

Instead of “What if I’m wrong?” ask: “What might I learn by being wrong this time?”

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

Track when hesitation appears before decisions—what fear-thoughts shape how you then behave?

Notice when you delay action with your team—is it uncertainty, or fear of being wrong or unready?

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

Observe a leader who takes bold swings—what mindset appears when plans don’t work as expected?

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

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

Watch how you recover after visible mistakes—shut down, justify, or reflect and adapt quickly?

Observe a senior leader steering 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 a report fails—judgment, empathy, or curiosity about learning first?

Track self-talk with new systems or tools—does it invite action or push you toward retreat?

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

Notice how your body feels when you take visible risks—use that awareness to stay present.

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

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

Catch yourself avoiding a bold ask due to fear—what outcome are you imagining, and how likely is it?

Watch new hires or juniors approach uncertainty—what can you learn from their open mindset?

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

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