MASTER Risk Model - Learning Resources - Situation

Operations

Identify one recurring study or project task you could automate this week—free up time for deeper work.

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

Revisit your checklist—update or shorten one that’s outdated or overcomplicated.

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

Time one routine activity (e.g., citations, admin)—can you complete it faster with a template?

Review your backlog—delete or archive anything older than 30 days that no longer matters.

When did your project workflow feel smooth and effortless—what made that possible?

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

Think of a time when a deadline slipped—what system failure caused it?

Which processes in your project feel bloated—are they adding value or just steps?

How consistent is your approach to recurring tasks—do peers know what to expect?

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

Map your weekly tasks—group them and mark where most time is lost.

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

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

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

Pilot a recurring check-in focused only on workflows—what’s smooth or broken?

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

Ask: “What’s one workflow step I handle that could be done faster or smarter?”

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

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

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

Invite a junior student to shadow your workflow—what fresh ideas do they bring?

Ask cross-team peers where your group unintentionally creates bottlenecks.

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

Instead of saying “that’s just my process,” ask “what’s the real purpose of this step?”

Reframe operations not as background but as the invisible engine of progress.

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

View chaos not as failure, but as a signal to simplify or redesign.

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

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

Watch how long it takes teammates to find shared resources—does structure support access?

Observe where tasks stall—handoffs, unclear ownership, or missing approval?

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

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

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

Decision-making

Identify one decision you’ve been delaying—write down the risk of not deciding, then move forward.

Use a simple “Yes / No / Later” filter to triage your pending choices.

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

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

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

Block 15 minutes to review a past misstep—what choice could have changed the outcome?

Recall a time you made a quick choice that worked—what internal cues did you trust?

When have you overanalyzed something minor—why did it feel so important?

Which choices are easiest for you—and which create the most doubt?

Are you more comfortable with reversible or irreversible choices—how does that shape 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 input—how did it feel?

Keep a decision log for one week—record choices, reasoning, and results.

Before your next big choice, list at least three options—not just 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?

Lead your group through a decision matrix—compare criteria, weights, and risks.

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

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

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

Present a tough choice to someone outside your course—what do they see you missed?

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 causing it?”

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

Reframe “I don’t want to choose yet” to “what would give me 60% confidence to act now?”

Change “I might be wrong” to “let’s test and learn quickly.”

Recast mistakes not as bad choices, but as experiments with useful lessons.

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

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

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

Notice when your team delays choices—what fears or patterns show up?

Track how long it takes to close loops—are decisions really finalized?

Watch how mentors structure choices—what filters or methods 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 happen?

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

Structure

Sketch a quick map of your current project roles—are responsibilities clear and balanced?

Identify one unclear role in your project—clarify who owns what today.

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

Update one project task list to reflect what’s really required 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 clear roles help your group thrive—what made it effective?

When have unclear roles in projects caused friction or confusion?

How does your current program structure support or hinder collaboration?

Recall a time you felt underutilized—was it unclear roles or expectations?

What parts of your role are “assumed” but undefined—how does that affect clarity?

Reflect on when your program structure shifted—how did it affect progress?

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

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

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

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

Spot a task floating between roles—assign a clear owner and support them.

Review your calendar—does it reflect defined roles, or hidden extra work?

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

Ask a teammate: “Which responsibilities in your role feel ambiguous or overlapping?”

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

Ask a new member to explain roles and layout—do they get it right?

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

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

Reframe “roles are fixed” to “roles evolve as we learn—what should shift right now?”

Shift from “we need more people” to “can we redistribute roles before adding more?”

View unclear structure not as dysfunction but as a prompt for co-designing roles.

Recast hierarchy as a support system—not control—what changes in how I act?

Instead of “I don’t have authority,” ask “what part can I fully own and show?”

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

Watch where project tasks fall through gaps—what’s not clearly owned?

Observe group meetings—who dominates, who defers, what does that say about roles?

Track how often decisions bounce between people—could clearer structure help?

Notice recurring confusion—are responsibilities overlapping or missing?

Pay attention to onboarding in groups—does structure match how work really flows?

Monitor how often peers work outside scope—agility or structural gap?

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