MASTER Risk Model - Learning Resources - Mindset

Psychological Resilience

Write down one leadership setback and note one lesson it taught you that strengthens future judgment.

Block ten minutes to reset when pressure peaks—use breathing or a short office walk.

Create a desk note: “Setbacks are signals, not stop signs.” Read it before difficult leadership moments.

Revisit a corporate success that followed failure—remind yourself how you bounced back stronger.

Keep a “resilience wins” list—note one recovery moment today, however small it seems.

Start your day with: “What will I face today with steadiness, not panic?”

Journal about a recent boardroom challenge—how did you respond, and what would resilience have looked like instead?

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

Write down the top three traits that help you bounce back mentally—how can you use them more deliberately?

Describe your personal definition of resilience—how has it evolved through three to five years at the top?

Think of a resilient leader you admire—what do they do differently in crisis, and what could you borrow?

Revisit a time you wanted to quit but didn’t—what did that reveal about your strength as a leader?

Tackle a task you’ve avoided out of fear of failing publicly—complete it now without delay.

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

Share a personal failure story in the boardroom—emphasize the resilience it built.

Set a three-day perseverance goal—track your response when pressure builds.

Lead a debrief after failure—model learning, not blame.

Push through a small frustration intentionally—name and value your resilience.

Ask a peer how you appear under extreme stress—what do they notice that you might miss?

Share how you mentally reset after setbacks—invite your team to share resilience routines.

Ask a peer: “What’s one thing I do well under crisis?”—note repeated patterns in feedback.

Ask a mentor to review your crisis response—what strengths or blind spots did they notice?

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

Invite peers to describe your resilience in three words—what surprises you?

Recast “This strategy failed” as “This was training”—what skill or insight did the setback sharpen?

Shift “I failed again” to “This is data for growth”—then adjust your plan accordingly.

See stress as a signal to realign—not a weakness—adjust priorities instead of identity.

Reframe interruptions as resilience drills—handle them as if chosen intentionally.

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

Reframe fatigue as “I’ve stretched today”—restore wisely to recover strength.

Notice when your focus drops after critique—what triggered it, and how long until recovery came?

Watch how peers reset after failure—what signals show resilience returning?

Track your inner voice in setbacks—is it harsh, neutral, or constructive?

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

Notice how veteran leaders handle setbacks—do they re-center or let tone spiral?

Track how long you take to refocus after bad news—what tools speed your pivot?

Emotional Resilience

Pause for one minute before addressing your team—breathe deeply and anchor yourself in calm authority.

Label your emotion during a tense negotiation—naming it reduces its hold over your response.

Start a “calm cue”—a gesture or phrase to stay composed when emotions peak in board debates.

Set a recurring calendar reminder: “Check in with yourself—how am I feeling right now?”

Use a sticky note mantra like “Composed under pressure” before engaging in tense dialogue.

Identify one stress trigger in your role—plan a healthy response before it arises.

Journal about an emotional spike during negotiations—what triggered it, and how could you respond with steadier calm?

Reflect on how you respond to frustration with stakeholders—what patterns do you notice, and what would you change?

Write about a time you stayed grounded under pressure—what helped you regulate in the moment?

Explore how emotional reactivity has shaped your executive relationships—what has it cost you?

Reflect on a time when emotional awareness helped you support a colleague—what did you notice?

List three emotional strengths you’ve built over time—how do they serve you in leadership?

Practice a calm response when interrupted in debate—breathe, listen, and respond with curiosity.

In tense discussions, wait three seconds before replying—create composure before response.

Respond to passive-aggressive remarks with assertiveness—choose clarity over escalation.

When emotions rise, take a five-minute walk before reacting—return with perspective.

In a tough negotiation, state your feelings clearly but constructively—use “I feel… because…”

Approach a tedious task with calm focus—notice urges but choose discipline.

Ask a trusted colleague how your emotional presence lands during tension—what impression is left?

Share a debrief after a tense investor call—what did you feel, and how did you regulate?

Ask your board for feedback on your emotional presence—do they see calm, reactivity, or distance?

Invite a board member to observe you under pressure—ask for one example of composure.

Reflect with a peer on how your composure influenced outcomes—what did they observe?

Discuss emotional triggers with a peer—compare how each of you manages under stress.

Reframe anger in conflict as data—what principle was challenged, and how can you respond constructively?

When anxious before speaking, say: “This means I care”—channel energy into preparation.

Shift “This emotion is too much” to “This is a pause cue”—step back and recalibrate.

Shift irritation to unmet need—what resource or boundary would restore composure?

Shift “They made me upset” to “I’m feeling upset”—reclaim choice of response.

See emotional discomfort as growth—ask: “What is this teaching me now?”

Track when you feel emotionally off-balance in conflict—what caused it, and how did you respond?

Observe a steady leader in tension—what behaviors show emotional regulation?

Notice how fast you recover from embarrassment—what aids or blocks the reset?

Pay attention to team emotional dynamics—what shifts collective tone and why?

Catch early signals of overload—mental loops, urgency, tension—pause and name them.

Watch others’ response to your emotional tone—what gets mirrored back to you?

Physical Resilience

Stand up and stretch for two minutes every 90 minutes during long board sessions to reset energy.

Drink a glass of water before each major call—track hydration as part of performance discipline.

Add one energy-boosting snack to your day—fuel stamina for longer leadership hours.

Block fifteen minutes for light movement—walk or stretch between high-stakes meetings.

Set a reminder to check posture—physical stance shapes authority and energy.

Take ten slow breaths before bed—end the day by restoring calm for recovery.

Journal about how your physical state impacted key leadership focus—what patterns emerge across high-pressure days?

Reflect on your energy cycles across long executive days—when do you dip, and what typically contributes?

Write down three things that drain your energy physically—how could you reduce or replace at least one?

Recall a time you felt physically strong and mentally sharp—what routines supported that performance?

Reflect on how sleep affects your resilience—how does one poor night alter your judgment?

Explore how neglecting your body impacts your leadership balance—what patterns do you see?

Conduct one walking call today with an executive peer—boost energy while staying engaged.

Replace one desk break with a ten-minute outdoor walk—refresh focus between commitments.

End your day thirty minutes earlier for rest—track next-day sharpness.

Work standing for one hour—observe posture, focus, and energy shifts.

Schedule a short midday stretch or walk—restore balance between meetings.

Prepare and eat one balanced meal this week—fuel clarity instead of fatigue.

Ask another executive what physical routines they use to sustain energy—try one tip this week.

Share your best quick energy reset with a peer—exchange tips on sustaining high performance.

Invite a colleague for a walking meeting instead of a seated one—notice the energy shift.

Ask a peer to note when you look physically drained—what patterns do they observe?

Ask your leadership team about early burnout signals—compare what cues each person notices.

Exchange physical resilience routines with a peer—what keeps energy sustainable?

Reframe “I can’t pause” as “Recovery fuels endurance”—schedule one rest or recharge today.

Change “Breaks waste time” to “Breaks drive clarity”—prove it by scheduling one recovery break.

When tempted to overwork, ask: “What would recovery now make possible later?”

Recast “I must power through” as “I must power up”—schedule recovery deliberately.

Reframe “Rest is weak” into “Rest is responsibility”—act by choosing one rest practice.

Reframe stress as physical signal—respond with recovery, not force.

Track dips in your physical energy during long days—what precedes and follows those cycles?

Notice your breathing in board stress—fast or shallow? Shift deliberately and note impact.

Observe your physical energy in executive meetings—are you upright and present or slumping?

Watch executives’ posture at day’s end—how do resilient leaders preserve presence?

Check your physical state before big calls—are you clear, rested, and sharp enough?

Track the link between long meeting blocks and tension—what patterns appear in your body?

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