MASTER Risk Model - Learning Resources - Situation

Customers

Ask three classmates why they found your work useful—note which strength comes up most often.

Identify one recurring piece of feedback—what does it reveal about your fit with expectations?

Rewrite your project summary using only feedback from peers or instructors.

Find your most consistent supporter and note what they highlight—feature that in your framing.

Check the section most skipped in your essay—what might confuse or frustrate readers?

Compare feedback across courses—where are you performing best, and why?

Think of a moment when a classmate said, “This really helped me”—what was different in that delivery?

Reflect on your last weak grade or critique—what didn’t land, and was it the right fit for you?

What hidden assumptions have you made about your classmates’ goals or behaviors?

When was the last time you were surprised by a peer’s insight? What did you do with it?

How often do you ask about long-term goals, not just short-term tasks?

Which student voices get overlooked most—quiet peers, new classmates, or early contributors?

Interview three peers about their biggest challenges right now—don’t advise, just listen carefully.

Create a quick empathy map for your classmates using only real input from the last month.

Run a “Why Me?” survey with five peers—capture their actual reasons for choosing your help.

Contact a past peer who disengaged—ask why they stopped and what would bring them back.

Create a one-minute video walking through your project from a peer’s perspective.

Review your onboarding to a new course—try it yourself, or ask a peer for impressions.

Ask a peer: “If you recommended me for a project, what would you say?”—note the exact words used.

Send a thank-you note with a short 2-question form to peers—what’s clear, what’s confusing?

Ask peers: “Which parts of this project excite you—and which feel unclear or frustrating?”

Invite a supportive peer to share what made them trust you initially and what keeps them.

Show three different titles or summaries to peers—ask which one feels most relevant.

Interview a peer: “How would you explain my work to someone new in this field?”

Shift from “I cover many topics” to “Here’s where I contribute best and why it matters.”

Change “I include everything” to “I target this exact gap in this specific way.”

Reframe complaints as signals—what opportunity is hidden behind that frustration?

Replace “I need more readers” with “I deepen value for the right audience.”

Stop asking “What do you need?” and start asking “What outcome are you really after?”

Instead of assuming disinterest is about difficulty, explore what outcome wasn’t met.

Read recent course feedback—what words and phrases repeat across the most positive ones?

Watch presentations—note where the audience gets engaged or confused.

Track which subject lines or announcements get the most peer response.

Observe how long peers take to move from joining a group to contributing meaningfully.

Pay attention to peer questions in class—what aren’t they understanding?

Listen for hesitation or vague answers in Q&A—what might not be said out loud?

Employees

Ask three group members what helps them do their best work—see what patterns emerge.

Review your last group message—was it clear, relevant, and motivating from a peer’s perspective?

Update one group ritual (meeting, check-in, etc.) to make it more energizing and outcome-focused.

Identify one decision you made recently—did you clearly explain the why to your group?

Scan your last five group chats—how often do you express appreciation or feedback?

Run a quick anonymous poll with peers on how supported they feel in your program.

Reflect on a moment when your group felt most engaged—what conditions made that possible?

When did someone in your group surprise you—in a good way? What enabled that?

Think about your last tough discussion—did you create space for the other person’s view?

What assumptions do you hold about what motivates your peers—and are they accurate?

When have you unintentionally blocked someone’s effort? How could you have acted differently?

Do you consistently make time for development—not just task delivery? What gets in the way?

Ask two group members what they would change to make teamwork better—don’t justify, just note.

Shadow one peer for 30 minutes—observe how their workflow or study habits really operate.

Set up a feedback swap with a classmate—exchange constructive insights on collaboration.

Give meaningful recognition today—name the behavior and impact clearly.

Facilitate a session where everyone shares one blocker and one enabler for their best work.

Re-delegate a group task you’ve been holding too tightly—observe how others handle it.

Ask your group: “What’s one thing I could stop, start, or continue to better support you?”

Run a quick pulse check: “On a scale of 1–10, how connected do you feel to this course right now?”

Have each group member share one personal goal for the term—compare with the group’s tasks.

Ask someone from another group: “How do you see our team contributing to the bigger picture?”

Invite a quieter classmate to speak first in your next discussion—see how it shifts dynamics.

Ask a student leader how they’ve built group trust—what practice could you try?

Shift from “managing performance” to “unlocking potential”—what changes in how you support peers?

Reframe low engagement not as laziness, but as a mismatch between energy and expectations.

Instead of “they’re not contributing,” ask “what clarity or confidence are they missing?”

Replace “top-down communication” with “two-way dialogue”—where can you invite more input?

View resistance not as apathy, but as values or fears showing up.

Instead of “checking in,” frame peer talks as “co-designing success.”

Watch who contributes most (or least) in class—what might be shaping that behavior?

Pay attention to how peers respond to feedback—defensive, curious, disengaged?

Monitor what energizes or drains your group during the week—are tasks aligned with strengths?

Track how often classmates take initiative without prompting—what conditions allow it?

Observe informal chats—what topics spark enthusiasm or tension?

Notice how people introduce each other—what qualities do they highlight most?

Partnerships

List your top three collaborators—write down one mutual goal you haven’t yet acted on together.

Review your last proposal or email—does it clearly show what’s in it for your partner?

Schedule one informal check-in with a collaborator—no agenda, just relationship building.

Identify one partner deliverable that’s delayed—clarify ownership and unblock it today.

Update your partner pitch to highlight shared outcomes, not just your own results.

Revisit an old collaboration—identify one that could be reactivated with a new angle.

Think of your most successful collaboration—what made it work so well, beyond the result?

When have you over-invested in a peer who didn’t reciprocate? What did you learn?

How aligned are your current collaborators with your goals today—not just last term?

What assumptions do you hold about what group partners value—are they still valid?

Reflect on a time when trust eroded in a partnership—what early signals did you miss?

Do your collaborations create energy or drain it? What’s the pattern, and what’s the cause?

Ask a study partner what’s one thing you could do to be easier to collaborate with.

Map the lifecycle of one collaboration—where is the energy high, low, or stuck?

Pitch a joint initiative to a peer—focus on shared value, not just your own benefit.

Send a “success recap” to a collaborator—remind them of wins and suggest one next step.

Document shared risks in one collaboration—clarify what would make success mutual.

Create a shared tracker with one partner—transparency builds trust.

Ask a collaborator: “What’s something I do better than others you’ve worked with?”

Interview someone in your group who liaises with others—what frictions or strengths do they notice?

Share your collaboration pitch with a neutral peer—ask what feels credible or confusing.

Run a feedback loop with two collaborators: “What’s one win and one wish from working together?”

Ask a collaborator: “What’s a project you’ve wanted to try but lacked the right partner for?”

Check in with a collaborator’s junior partner—how do they see the project?

Reframe from “using partners” to “building joint capacity”—what changes in mindset?

View slowdowns with collaborators not as delays, but as chances to realign or reset value.

Shift from “What do I need from them?” to “What are we solving together?”

Instead of “it’s their fault,” ask “where did I miscommunicate or assume too much?”

Reframe small collaborations as test labs—safe spaces for high learning.

Replace “they’re unresponsive” with “have I earned their attention and urgency?”

Notice which collaborations attract interest from others—what’s the success signal?

Observe how quickly collaborators reply or follow up—what does that show about engagement?

Track which collaborations lead to repeat work—what traits do they share?

Monitor how often you share collaborator wins—are they fully integrated in updates?

Watch for misalignment in language—do you and collaborators describe the work the same way?

Listen for hesitation in joint meetings—where might trust or clarity be lacking?

MASTER Risk Hub