MASTER Risk Model - Learning Resources - Mindset

Intrinsic Motivation

Write down one task today and add “because I care about…” to reconnect it with long-term purpose.

Choose one initiative and link it to your values—why does this matter beyond shareholder results?

Block ten minutes for an activity that energizes you—no outcome needed, just recharge your drive.

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

Keep a “why I lead” sticky note visible—anchor daily tasks to your deeper motivation.

Say no to one task that drains energy and doesn’t serve your core leadership purpose.

Journal about the last time you felt deeply engaged in leadership—what made the work meaningful internally?

Reflect on which aspects of your role bring fulfillment—how could you amplify them more often?

Explore how your early ambitions still drive you—what themes from your youth persist in leadership today?

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

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

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

Dedicate one hour this week to a passion project that excites you—track how it fuels leadership energy.

Share what intrinsically drives you with your leadership team—invite them to share too.

Choose one task to approach with enjoyment and learning, not just metrics or outcomes.

Rework a routine task to highlight your strengths—embed personal meaning in delivery.

Advocate for a change you believe in—voice it even if unpopular.

Declutter your weekly priorities—keep only those tied to meaning and impact.

Ask your executive team what they see as your “why”—does it align with your deeper purpose?

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

Ask a peer when they’ve seen you most energized—what circumstances lit you up?

Discuss with a colleague what fuels each of you—where values align, where they differ.

Ask a mentor when they’ve seen you work hardest without recognition—what drove that effort?

Ask a peer when they’ve seen you driven purely by purpose—what did they notice?

Shift “I must deliver this” to “I choose to deliver this because…”—finish with your leadership why.

Recast frustration as a signal: “What core value feels compromised, and how can I realign?”

Replace “I must finish this” with “I’ll grow through this”—connect task to deeper purpose.

When motivation dips, ask: “What deeper purpose am I serving here?”

Recast “This is boring” into “What could make this meaningful?”

Recast ambition as alignment—“What am I building that reflects my future self?”

Track which activities energize versus drain you—do they align with your true purpose?

Observe your energy in different leadership tasks—where does focus sharpen or scatter?

Notice when incentives sway you—are you staying aligned to deeper values?

Notice how you feel after helping unprompted—what inner driver is revealed?

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

Track the “why” behind your yeses—values, guilt, or obligation?

Extrinsic Motivation

List one external recognition that drives you—remind yourself before tackling a difficult corporate task.

Share a recent achievement with your board—notice how acknowledgment fuels your commitment.

Create a simple reward for a task you’re avoiding—tie completion to a personal enjoyment.

Add a visible progress tracker for one strategic initiative—watching progress fuels persistence.

Identify one area where accountability helps—share a current target with your leadership team.

Choose one task to complete before lunch—reward yourself with a refreshing break.

Reflect on how recognition from stakeholders impacts you—what kind motivates you most: praise, visibility, or reward?

Write about a time external motivation from shareholders sustained you—what helped you push through difficulty?

Explore moments when you relied too much on external praise—how did that impact your strategic decisions?

Journal about how financial incentives influence your choices—do they align or clash with your core values?

Think back to when you last received recognition—what impact did it have on your leadership energy?

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

Share your progress on a difficult corporate goal with a stakeholder—let visibility drive consistency.

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

Set a reward for achieving your weekly executive target—align it with what you truly value.

Publicly commit to a deliverable with your board—let accountability drive follow-through.

Use a gamified tracker for one project—notice how external recognition fuels consistency.

Request feedback from your board chair on one recent success—absorb validation.

Ask your board how they prefer recognition—compare it to the rewards that drive you.

Invite your board to share what acknowledgment matters—adjust your recognition style accordingly.

Ask colleagues when you appeared most motivated—was it tied to recognition, results, or purpose?

Reflect with peers on what incentives sustain you—what patterns appear across leaders?

Ask peers how they perceive your pursuit of recognition—healthy ambition or over-dependence?

Ask your board for feedback on your reward orientation—healthy drive or misaligned focus?

Reframe external reward as validation of impact—“This shows where others see strategic value.”

Shift “I want recognition” to “I want to feel seen for contribution”—clarify what feedback helps.

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

Recast pay as freedom fuel—link incentives to impact, not numbers.

Reframe visibility as influence—“What message do I want to stand for?”

Treat deadlines as activators, not threats—“This drives clarity for action.”

Track when external recognition drives you—when does it support, and when does it distract?

Notice what forms of recognition land best—public, private, results, or effort?

Notice how competition shifts your drive—does it sharpen focus or distract from purpose?

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

Observe what external factors push your drive hardest—what patterns show up?

Track your motivation on days with and without recognition—what difference shows?

No Fear

Name one strategic risk you’ve avoided out of fear—take the first small step toward addressing it.

Name one uncertain market shift you’ve avoided—note what you can control and take one step to prepare.

Share one insight with a peer CEO—expect no reply and treat the exchange itself as the win.

Say out loud: “Failure is data, not identity”—repeat it before tackling a difficult executive decision.

Say aloud: “Uncertainty means possibility”—repeat it before market or strategic shifts.

Say aloud: “A no doesn’t define me”—repeat it before asking for capital, support, or resources.

Share one past failure with your senior team—remind yourself how it later drove success.

Schedule ten minutes to explore an unknown market trend—lean into curiosity over avoidance.

Share your opinion once in a group of peers—even if unpopular, speak calmly and clearly.

Reframe a current project as an experiment—success means learning, not flawless execution.

Ask one curious question in your next meeting—even if unsure, show openness to discovery.

Make a simple request you’ve delayed—time, support, or visibility from key stakeholders.

Post a sticky note: “What if I try—and learn?” Place it where hesitation shows up.

Identify a small unclear choice—decide quickly and treat it as a test, not a threat.

Write down the worst rejection in your career—note how it shaped your next growth step.

Lower the stakes: pick one avoided task and do it badly—just to get it moving.

Change your screen background to a quote about uncertainty—keep exploration visible.

Add a sticky note: “Rejection is redirection”—place it where you hesitate to act.

Journal about a corporate failure—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 executive judgment?

Reflect on your earliest memory of rejection—how has it shaped how you handle high-level risks or requests today?

Reflect on where your fear of failure stems from—whose voice or which experience shaped that belief?

Reflect on what the unknown triggers in you—loss of control, public failure, or damaged credibility?

Journal about a time you were rejected in business—how did you internalize it, and what story followed?

Identify how fear of failure shows up in your body—what physical cues appear before you freeze in action?

Write about a moment when not knowing created growth—how did that uncertainty unfold productively?

Explore what you fear most about rejection—loss of respect, reputation, or influence with stakeholders?

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

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

Think of someone who handles rejection with grace—what do they believe that you could apply?

Write about a success that only followed a major mistake—how did that failure unlock progress?

Reflect on the cost of waiting for certainty—what growth did hesitation prevent?

Reflect on when you rejected yourself by not stepping up—what would’ve changed if you had acted?

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

List three areas where uncertainty dominates—how are you managing each mentally and emotionally?

List three requests you’ve avoided out of fear of rejection—what if you acted on one today?

Volunteer to lead in an uncertain context—pitch, negotiate, or decide without full assurance.

Make one leadership decision this week without all data—trust instincts and record the outcome.

Pitch a new direction today even if risky—track how it’s received and your own reaction.

Share a past failure openly with your executive team—frame it as growth data.

Step into a project outside your expertise—embrace learning by leading through uncertainty.

Ask for visibility or resources you usually hesitate to request—note how the response unfolds.

Submit a draft before perfecting it—value contribution over polish.

Initiate without a full roadmap—begin now and adjust iteratively.

Apply for a high-visibility opportunity even with doubt—focus on courage to try.

Ask a difficult question in a leadership forum—even if it feels risky to speak.

Make a decision quickly without full research—treat iteration as learning.

Reach out to an admired leader—acknowledge their impact even if no reply comes.

Act when only 80% ready—observe what happens when you move before clarity.

Share openly that you’re testing a new strategy—own uncertainty and courage.

Volunteer to speak first in a high-level forum—step into visibility early.

Seek feedback on an unfinished project—value progress over perfection.

Volunteer for a task beyond comfort—accept it without overpreparing.

Share a personal story in a corporate setting—model openness and note reactions.

Ask a peer leader to share how they reframed a failure—what mindset shift did they use?

Ask a peer how they handle strategic uncertainty—what do they tell themselves when clarity is absent?

Ask a trusted colleague: “How do you experience me when I hesitate to voice my perspective?”

Invite feedback on a risk you’re hesitant to take—compare their response with your fear.

Share a strategic unknown you’re weighing—ask a trusted peer how they’d approach it.

Discuss with a fellow leader how rejection shaped your career—compare lessons and outcomes.

Share a failure story with your senior team—ask how they would have handled it differently.

Reflect with a peer on what ambiguity feels like—compare leadership responses.

Ask a respected leader how they process rejection—what mindset helps them persist?

Talk with another leader about how fear of failure shaped their career path.

Invite peers to share feedback on how you show up in uncertainty—confidence, avoidance, or caution?

Invite feedback after making a bold ask—did others notice hesitation in your approach?

Ask for feedback on how you handle high-stakes risks—do others see fear where you don’t?

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

Ask a trusted peer: “What’s something you wish I said or did more often?”—listen fully.

Ask your senior team how you handle risk—what fears do they see that you might not?

Share how you respond when major plans change—invite a peer’s view on your pattern.

Ask a peer CEO: “What do you wish I did more as a partner?”—listen without defending.

Recast “If I fail, I’m finished” as “I’m practicing boldness”—treat effort as progress itself.

Reframe “I don’t know” as “I’m learning”—lean into discovery instead of fearing the gap.

Recast “They may say no” as “This is courage practice”—treat the act of asking as success.

Replace “What if I fail?” with “What might I learn if I try?”—shift focus from fear to discovery.

Reframe “This is unclear” as “This is open space for discovery”—explore with curiosity.

Replace “I may look weak” with “Courage comes from trying”—value effort over optics.

Recast failure as iteration—what would a scientist do differently here?

Change “There’s no roadmap” to “This is my chance to design one.”

Reframe rejection as selection—each no filters toward better alignment.

Replace “This must succeed” with “I’ll adapt to what unfolds”—focus on flexibility.

Recast confusion as curiosity—ask one clarifying question instead of staying silent.

Replace “What if they reject me?” with “What if this helps just one person?”

Reframe fear as training—every attempt builds resilience.

Recast unpredictability as agility practice—unknowns sharpen flexibility.

Recast rejection as input, not verdict—what lesson can you extract?

Reframe high standards as growth pressure—proof to improve, not prove worth.

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

Shift “They’ll doubt me” to “I’ll respect myself for trying at all.”

Track hesitation before key actions—what fear-thoughts surface, and how do they steer behavior?

Notice when you stall in uncertainty—are you cautious, or simply afraid of being wrong?

Watch your behavior when seeking approval—do you over-explain, withdraw, or go silent?

Observe bold peers in risk-taking—what beliefs sustain them when outcomes falter?

Track your response when direction is unclear—freeze, push ahead, or seek clarity?

Notice how leaders handle rejection—what do their words, posture, or persistence teach?

Watch yourself in failure—do you shut down, deflect, or adapt forward?

Observe a peer in ambiguity—what words do they use to steady others?

Track your self-talk after hearing “no”—does it spiral down or move you forward?

Notice your reaction to others’ failure—judgment, empathy, or curiosity?

Track your thoughts with new tech—do they invite action or retreat?

Observe when you silence yourself to avoid “no”—what fears drive that choice?

Notice your body’s state when risking—tight, heavy, or light—how does it affect delivery?

Catch yourself craving guarantees—what would acting on partial clarity look like?

Catch signals of approval-seeking—how quickly do you bend to avoid rejection?

Catch yourself avoiding tasks—what feared outcome are you imagining, and how real is it?

Watch how beginners embrace the unknown—what can you model from their openness?

Notice how peers respond when you’re vulnerable—do they dismiss or lean in?

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