MASTER Risk Model - Learning Resources - Situation

Operations

Identify one recurring admin task you can automate this week—free up energy for learning and networking.

Check your daily workflow—what one step could you remove to focus more on building expertise?

Revisit a checklist you use—update or shorten one step that feels outdated or unclear.

Ask a peer: “What’s one recurring task you see me overcomplicate?”

Time one routine activity (resume update, outreach)—see if a template could make it faster.

Review your task backlog—archive anything outdated that no longer serves your new direction.

When was the last time your daily routine felt smooth and effective—what created that flow?

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

Think of a time when you missed a deadline—what transition challenge caused it most?

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

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

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

Map your weekly activities—group them by learning, networking, or admin to see time drains.

Choose one recurring job-search task and document it clearly—share with a peer for clarity check.

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

Ask peers to nominate the most confusing transition process—and lead a redesign effort.

Pilot a recurring peer check-in focused solely on transition tasks—what’s working, what’s stuck?

Conduct a task audit—highlight low-value actions to batch, drop, or streamline.

Ask: “What’s one routine task I handle that could be done faster or in a smarter way?”

Ask a peer to walk through your process—where do they hesitate or get lost?

Share a recent workflow with a peer and ask: “Where would you simplify or streamline this?”

Run a poll with peers: Which step in the job hunt wastes the most time right now?

Invite a peer to shadow your admin work—what insights do they bring from fresh eyes?

Ask peers where your workflow creates bottlenecks unintentionally.

Reframe “I’m just completing tasks” to “I’m building repeatable systems for sustainable growth.”

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

Reframe daily routines not as chores but as the invisible engine that builds confidence.

Shift from “It works for me” to “Does it also work for others depending on me?”

View transition chaos not as failure, but as a signal for redesign and simplification.

Replace “I’ll fix it later” with “how do I prevent this issue next time?”

Track how many times you redo a basic task—what could be systemized better?

Watch how long it takes you to find resources—does your system support quick access?

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

Monitor how often you skip tools or systems—are you working around instead of through them?

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

Pay attention to repeated errors—are they caused by unclear systems or missing tools?

Decision-making

Identify one decision about your next step you’ve delayed—write the risk of waiting, then make a call.

Use a simple “Yes / No / Not now” framework to triage career decisions waiting on your list.

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

Write down three criteria that define a “good decision” for your current transition stage.

Ask a peer to sanity-check one career choice you’re overthinking—note their fresh perspective.

Block 15 minutes to review one past misstep—what decision could have changed the outcome?

Recall a decision you made quickly during transition—what internal cues gave you confidence?

When have you overanalyzed a career choice that didn’t matter in the long run? Why?

What decisions are easiest for you in this change—and which create the most doubt?

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

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

When did you last change your mind on a big choice—and how did that feel?

Keep a decision log for one week—note choices, reasoning, and outcomes during your transition.

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

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

Ask two people for opposite perspectives on a career choice—learn from the contrast.

Lead a group through a decision matrix—compare career options by weight and risks.

Force a decision today on one opportunity that’s been stuck—commit to a path.

Ask a peer or mentor: “What’s one decision you think I made well during transition, and why?”

Review a past decision with a peer—what would they have done differently and why?

Present a tough choice you face to someone outside your field—what do they see you don’t?

Get feedback on your framing: “Did I explain my tradeoffs clearly when I asked for input?”

Ask peers: “Where do we get stuck in decision cycles—and what’s really causing it?”

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

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

Change “I might choose wrong” to “Let’s test and learn faster in safe ways.”

Recast mistakes not as failures, but as experiments giving you valuable data.

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

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

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

Notice when you delay personal decisions—what fears or patterns tend to surface?

Track how long it takes to close open loops—are your decisions actually getting finalized?

Watch how professionals you admire structure decisions—what methods do they use?

Listen to your self-talk before choices—are you chasing safety or clarity?

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

Monitor how your priorities shift mid-process—are changes reactive or intentional?

Structure

Sketch your current support system—are roles, contacts, and responsibilities clear for this transition?

Identify one role or responsibility that feels unclear—define ownership before the day ends.

Review how you set goals—does the format align with how you’ll be evaluated in your new field?

Update one task list to reflect what your transition actually involves now.

Ask directly if mentors understand who you should escalate career questions to—clarify today.

Write in one sentence the core purpose of your career change—does it match your daily actions?

When have you seen structure help you navigate change—what made it work in that situation?

When have unclear responsibilities slowed you in transition—what caused confusion?

How does your current support structure help or hinder collaboration across networks?

Think of a time you felt underused in transition—was it due to unclear roles or support?

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

Reflect on when your support system shifted—how did it affect confidence or clarity?

Clarify who supports each of your top 5 priorities—write down names and specific roles.

Map the escalation path in your support system—who steps in when major issues arise?

Run a mini-workshop with peers: “What’s working or not in our current transition structure?”

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

Spot one responsibility floating between roles—claim it and take ownership.

Review your calendar—does it reflect defined transition work, or hidden gaps?

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

Interview a peer: “Which responsibilities in my role feel unclear or overlapping to you?”

Present your current support system to a peer and ask: “Where might gaps or friction show up?”

Ask someone new to explain your role scope—does it match what you expect them to know?

Gather input on how accountability flows in your network—what needs clearer ownership?

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

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

Shift from “I need a bigger team” to “Can I redistribute or clarify roles first?”

View unclear job roles not as dysfunction but as a chance to co-design better expectations.

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

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

Reframe networks as maps of influence and accountability, not just contact lists.

Watch where responsibilities fall through the cracks—what’s not clearly owned?

Observe group discussions—who leads, who defers, and what does that say about roles?

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

Notice recurring confusion—are roles and expectations overlapping or missing?

Pay attention to how onboarding into a new role happens—does it reflect real expectations?

Monitor how often you work outside your comfort zone—does it show agility or role gaps?

MASTER Risk Hub