MASTER Risk Model - Learning Resources - Situation

Operations

Identify one recurring task that could be automated or simplified this week—free up time for deeper work.

Check your daily study routine—what’s one unnecessary step you can remove to save time?

Revisit your current checklist or study plan—update or shorten one that’s outdated or complex.

Ask a peer: “What’s one process that slows you down more than it should?”

Time one routine activity (e.g., citing sources)—can you complete it faster with a template or tool?

Review your backlog of tasks—delete anything older than 30 days that no longer adds value.

When was the last time your workload felt smooth and balanced—what made that possible?

What’s one area where you keep reinventing the wheel—what’s missing in your notes or tools?

Think of a time when a deadline was missed—what system failure contributed most?

Which routines have become bloated over time—are you adding value or just adding steps?

How consistent is your approach to recurring work—do others know what to expect from you?

When do you feel most “in flow” academically—and when does friction peak?

Map your weekly study activities—group them and identify where the biggest time drain occurs.

Choose one repeat task and document it clearly—share with a peer to test clarity and handoff.

Block one hour to build or improve a template you’ve been working around manually.

Ask your group to nominate the most chaotic process—and lead a redesign sprint.

Pilot a recurring group check-in focused solely on workflows—what’s working, what’s breaking?

Conduct a task audit—highlight low-impact actions you can batch, drop, or streamline.

Ask: “What’s one routine I use that could be done faster or smarter another way?”

Get a peer to walk through your process—where do they hesitate or get confused?

Share a recent workflow with a peer and ask, “Where would you streamline if this were yours?”

Run a quick poll: which routine or process wastes the most time right now?

Invite a peer to shadow your study habits—what fresh perspective do they bring?

Ask peers where your group creates bottlenecks unintentionally.

Reframe “I’m just getting it done” to “I’m building a repeatable system for sustainable progress.”

Instead of saying “That’s just how I do it,” ask “What’s the real purpose of this step?”

Reframe study routines not as chores but as the engine that drives results.

Shift from “it works for me” to “does it work for those who rely on it?”

View workflow chaos not as failure, but as a signal for redesign or simplification.

Replace “just fix it later” with “how do I prevent this next time?”

Track how many times you answer the same study question—what could be documented better?

Watch how long it takes peers to find shared resources—does the structure support easy access?

Observe where tasks stall—handoffs, unclear next steps, or approvals?

Monitor system use—are tools applied as intended or worked around?

Track repeated last-minute scrambles—are they due to planning gaps or tool failures?

Pay attention to repeated mistakes—are they caused by unclear processes or bad templates?

Decision-making

Identify one decision you’ve been delaying—write down the risk of not deciding, then make a call.

Use a simple “Yes / No / Later” framework to quickly triage your current pending tasks.

Revisit a recent small choice—was it made with clarity, or by default? What would you do differently?

Write out three criteria that define a “good decision” in your student role.

Ask a peer to sanity-check one choice you’re overthinking—get quick external input.

Block 15 minutes to review a past mistake—what decision could have changed the outcome?

Think of a time you made a fast choice that worked—what internal cues did you trust?

When have you overanalyzed something that didn’t matter in the long run? Why?

What choices are easiest for you—and which ones create the most friction or doubt?

Are you more comfortable with reversible or irreversible choices—and how does that shape your behavior?

How often do you make choices based on others’ expectations vs. your own logic?

When did you last change your mind based on new information—and how did that feel?

Use a decision log for one week—write down choices, reasoning, and results.

Before your next big choice, list at least three options, not just a binary yes/no.

Run a “pre-mortem” with a peer—what could go wrong with your current plan?

Ask two peers for opposite views on the same choice—what do you learn from the tension?

Lead peers through a structured decision matrix—compare criteria, weights, and risks.

Force a decision today on one thing stuck over a week—commit to a direction.

Ask your advisor or peer: “What’s one decision you think I made well this term, and why?”

Review a past group decision together—what did you learn, and would you choose differently now?

Present a tough decision to someone outside your course—what do they see that you don’t?

Get feedback on your framing: “Did I explain the trade-offs clearly when I asked for input?”

Ask your group: “Where do we get stuck in decisions—and what’s really causing it?”

Share a recent choice in a group retro—what helped or hindered alignment?

Reframe “I don’t want to decide yet” to “What would help me feel 60% confident to act now?”

Change “I might be wrong” to “Let’s test and learn fast.”

Recast mistakes not as failures, but as experiments with valuable feedback.

Shift from “what’s safest?” to “what’s most aligned with my goals?”

Instead of “I need certainty,” ask “what’s the minimum clarity I need to move?”

Reframe decisions not as outcomes, but as bets—what am I willing to risk or learn?

Notice when your group delays choices—what patterns or fears tend to surface?

Track how long it takes to close loop on group actions—are choices truly finalized?

Watch how others make choices—what methods or filters do they use?

Listen to your self-talk before choosing—are you seeking safety or clarity?

Observe how often emotions drive choices more than facts—where does that show up?

Monitor how priorities shift mid-project—were those reactive or intentional?

Structure

Sketch a quick map of your current program or project roles—are responsibilities crystal clear?

Identify one unclear role in your project—clarify who owns what by end of day.

Review your project’s goal-setting format—does it match how accountability actually works?

Update one project task list to reflect what it actually involves today.

Check whether everyone knows who to report to in your group—ask one direct question.

Define in one sentence the core purpose of your program—does it match your daily work?

When have you seen a program structure help students thrive—what made it work?

When have unclear roles in a project caused confusion or friction in your work?

How does your current program structure support or hinder your progress?

Think of a time you felt underutilized—was it due to unclear expectations or authority?

What parts of your role are “assumed” but not defined—how does that affect clarity and focus?

Reflect on when your program structure shifted—how did it affect ownership or performance?

Clarify who owns each of your top five project tasks—write down names and roles.

Map the escalation path for a group project—who steps in when issues arise?

Run a mini-workshop with your group: “What’s working or not in our current setup?”

Draft a RACI matrix for one project—who’s Responsible, Accountable, Consulted, Informed?

Spot a task that floats between roles—assign a clear owner and support them in taking it on.

Review your calendar and to-dos—do they match your responsibilities, or cover hidden gaps?

Ask a classmate: “What part of my role do you rely on most? Is that clear to you?”

Interview a classmate: “Which responsibilities in your role feel ambiguous or overlapping?”

Present your program’s structure to a peer and ask: “Where might confusion or friction show up?”

Ask someone new to explain your group roles—do they get it right?

Gather feedback on how accountability flows in your group—what needs adjustment?

Share your role description with a mentor—ask if it matches their expectations.

Reframe “roles are fixed” to “roles evolve to meet new needs—what should shift right now?”

Shift from “we need more people” to “can we clarify or redistribute responsibilities first?”

View unclear group roles not as dysfunction but as a chance to co-design better systems.

Recast hierarchy as a tool for support—not control—what changes in how you act?

Instead of “I lack authority,” ask “what part can I own fully and visibly?”

Reframe charts as maps of influence and accountability, not just formal lines.

Watch where tasks or questions fall through the cracks—what’s not clearly assigned or owned?

Observe group meetings—who dominates, who defers, and what does that say about role clarity?

Track how often decisions bounce between people—could clearer roles prevent this?

Notice recurring confusion—are responsibilities overlapping, or is ownership unclear?

Pay attention to how new members are onboarded—does it match how the structure works?

Monitor how often peers work outside their scope—does it show agility or a gap?

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