MASTER Risk Model - Learning Resources - Mindset

Psychological Resilience

Note one recent setback with stakeholders and capture one lesson that strengthens your future steadiness.

Block ten minutes to pause and reset when fire drills spike—use deep breathing or a short walk.

Add a desktop note: “Setbacks are signals, not stop signs.” Read it before tough stakeholder calls.

Revisit a success that followed a failed approach—remind yourself how you bounced back stronger.

Keep a “resilience win” list—add one small recovery moment from today, however minor it seems.

Start your day with: “What will I face today with steadiness, not panic?”—carry it into reviews.

Journal about a tough moment with stakeholders—how did you respond, and what would resilience have looked like?

Reflect on your stress patterns during month-end—when do you lose focus, and what helps you recover faster?

Write down three traits that help you bounce back in the matrix—how can you deploy them deliberately?

Describe your definition of resilience in mid-management—how has it evolved over recent years?

Think about a resilient manager you admire—what do they do differently in crisis, and what can you borrow?

Revisit a time you wanted to quit but didn’t—what did it reveal about your internal strength?

Tackle a report or task you’ve delayed fearing it might flop—complete it without overthinking.

After a setback this week, commit to constructive action within one hour—avoid downward spirals.

Share a failure openly with your team—highlight the growth it produced.

Set a three-day goal that requires persistence—track how you respond under pressure.

Lead a recovery check-in after a mistake—model learning instead of blame.

Push through a minor frustration intentionally—recognize the effort to stay composed.

Ask a peer how you appear under pressure—what do they notice that you may not?

Share how you bounce back after setbacks—invite peers to share their recovery routines.

Ask a peer: “What’s one thing I do well under stress?”—note repeated themes in answers.

Ask a mentor to review how you handled a recent challenge—what did they notice?

In your next 1:1, ask how your team perceives your calm during tough moments.

Invite peers to describe your resilience with three adjectives—what surprises you?

Reframe “This project failed” as “This was training”—what resilience skill did it sharpen?

Recast “I failed again” into “This is growth data”—plan your next adjustment today.

Reframe stress as realignment—adjust priorities rather than doubting yourself.

Recast interruptions as resilience drills—practice handling them as if chosen intentionally.

Translate “This is overwhelming” into “What’s one small step I can take right now?”

Reframe end-of-day fatigue into: “I’ve stretched today—how can I restore wisely now?”

Observe when your focus drifts after feedback—what sparked it, and how fast do you reset?

Watch how peers reset after setbacks—what signals show they’ve regained resilience?

Track your self-talk after setbacks—constructive, neutral, or harshly critical?

Monitor your first reaction to stress—reactive, avoidant, or adaptive?

Notice how senior leaders recover from setbacks—do they re-center or carry tension forward?

Track how long you take to refocus after bad news—what sped recovery?

Emotional Resilience

Pause for one minute before an executive review—breathe deeply and anchor to calm before you begin.

Label your emotion during a tense escalation—naming it reduces its hold on your reaction.

Start a “calm cue”—a phrase or gesture you’ll use to stay composed during heated discussions.

Set a recurring reminder: “Check in with yourself—how are you feeling right now?”

Use a sticky note with “Composed under pressure” or “Breathe, then respond” on your laptop.

Identify one daily stress trigger and plan a healthy emotional response in advance.

Journal about a recent emotional spike in an escalation—what triggered it, and how could you stay calmer next time?

Reflect on how you react to tense stakeholder feedback—what patterns show up, and what would you change?

Write about a time you stayed grounded during a heated review—what helped you regulate in the moment?

Explore how emotional reactivity helped and hurt relationships—what has been the real cost?

Reflect on when emotional awareness helped you support a report—what did you notice in them?

List three emotional skills you’ve built over time—how do they serve you in tense negotiations?

Practice a calm response when an executive interrupts—focus on composure and curiosity, not defense.

Stay silent for three seconds before replying to tense feedback—create space to regulate.

Respond to passive-aggressive comments without sarcasm—choose assertiveness over escalation.

When emotionally charged, take a five-minute walk before replying—see how it shifts your tone.

In a tense exchange, express your emotion constructively—use “I feel… because…”

Manage a frustrating task with calm focus—notice urges and choose centered response.

Ask a colleague how you show emotion in tense meetings—what impression does it leave on others?

Share a debrief after a heated exchange—what did you feel, and how did you regulate it?

Ask for feedback on your emotional presence in meetings—do others see calm or reactivity?

Invite a peer to observe how you handle pressure—ask for one example of you modeling calm.

Reflect with a colleague on how composure shaped a recent outcome—what impact did it have?

Discuss emotional triggers with a peer—compare what you each notice and how you manage them.

Reframe frustration in meetings as data—what value or boundary was crossed?

When anxious before a board review, say: “This means I care”—use that energy productively.

Turn “This emotion is too much” into “This is my signal to pause and recalibrate.”

Reframe irritation as unmet needs—what do I need now to stay centered?

Shift “They’re upsetting me” into “I feel upset”—reclaim your response as choice.

Reframe discomfort in tough talks as growth—what is this teaching me about leadership?

Track when you feel emotionally off-balance—what team dynamics triggered it, and what followed?

Observe someone composed in conflict—what specific behaviors signal regulation?

Notice how fast you recover from critique—what helps or blocks your reset?

Pay attention to emotional dynamics in your team—what moments shift group energy?

Catch early signs of overload—physical cues, urgency, or rumination—pause and record.

Track how peers mirror your tone—what signals do they pick up from you?

Physical Resilience

Stand up and stretch for two minutes every 90 minutes to reset focus before your next handover.

Drink a full glass of water before your next review—track hydration as a performance booster.

Add one energy-boosting food to your afternoon instead of caffeine—protect focus for late meetings.

Block fifteen minutes today for light movement—walking, yoga, or bodyweight recovery.

Set a recurring reminder to check posture while working—upright focus improves energy.

Take ten slow breaths before bed—improve recovery to show up sharper tomorrow.

Journal about how workload and travel affect your focus—what patterns do you notice across the quarter?

Reflect on your energy across a typical week—when do you crash, and what usually contributes?

Write down three things that drain energy in long meeting days—how could you reduce or replace one?

Recall a time you felt energized and sharp before a review—what routines supported that state?

Reflect on how sleep debt impacts resilience—how does one poor night change your decisions?

Explore how physical neglect affects emotional balance—do you notice reactivity when your body is off?

Take a walking break during one internal update—boost energy while staying engaged.

Replace one screen break with a ten-minute walk—refresh both energy and focus.

Go to sleep thirty minutes earlier—track your energy levels the next day.

Work standing for one hour this week—notice changes in focus and energy.

Schedule a midday stretch—use even five minutes to reset energy.

Plan and eat one balanced lunch this week—fuel energy instead of crashing later.

Ask a peer what physical routines they use to sustain energy—try one of their methods this week.

Share your favorite quick energy reset with a peer—exchange strategies you each use.

Invite a peer to join a walking one-to-one instead of sitting—note the energy difference.

Ask a colleague if they’ve noticed when you appear physically drained—what patterns do they see?

Have a team discussion about burnout signals—compare what cues people notice first.

Swap low-energy day strategies with a colleague—what habits help them stay resilient?

Reframe “I’m too busy to recharge” as “Rest fuels leadership performance”—act on it today.

Recast “Breaks are wasted” into “Breaks are fuel”—test it by scheduling one recovery pause.

When tempted to push through exhaustion, ask: “What will recovery now make possible later?”

Recast “I must power through” into “I must power up”—schedule recovery into your plan.

Shift “Rest is indulgent” into “Rest is responsible”—act on it with one rest action.

Reframe stress as a physical signal—respond with care instead of more pressure.

Track when your energy dips during the day—what meetings, habits, or routines precede it?

Notice your breathing in tense meetings—shallow or calm? Shift and note the difference.

Observe your posture in long meetings—are you upright and engaged or showing fatigue?

Watch peers’ body language late in the day—what helps high-energy leaders sustain?

Check your physical state before decisions—rested, clear, and focused or depleted?

Notice tension from back-to-back meetings—what physical patterns emerge?

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