MASTER Risk Model - Learning Resources - Situation

Customers

Ask three professionals in your target field why they chose it—note which reasons repeat most.

Identify one recurring question you get from employers—what does it say about role-fit expectations?

Rewrite your value proposition using only phrases employers or clients have used in feedback.

Find your most supportive contact and note what they consistently highlight—use it in messaging.

Check the most common drop-off in applications—what might be confusing or discouraging?

Compare feedback from past vs. current managers—who’s happiest with your strengths, and why?

Recall a moment when someone said, “You’d be great here”—what was different about that context?

Reflect on your last rejected application—what didn’t resonate, and was it the right role for you?

What hidden assumptions have you made about employers’ goals or hiring priorities?

When was the last time you were surprised by feedback from someone in your new field?

How often do you ask about long-term priorities, not just current openings?

Which employer voices get overlooked most—small firms, recruiters, or peers?

Ask three people in your new industry about their biggest challenges—listen without offering solutions.

Create an empathy map for a typical employer using only real feedback from recent interactions.

Run a “Why hire me?” survey with five peers—capture their actual reasons they’d recommend you.

Call a past colleague—ask why they’d recommend or hesitate to recommend you in your new path.

Create a 1-minute video walking through your skills from an employer’s perspective.

Review your onboarding process into a group or course—try it yourself and spot gaps.

Ask someone in your target field: “If you introduced me, what would you say I offer?”—note their exact words.

Send a short 2-question form to three contacts—what’s clear, what’s confusing about your story?

Ask peers in your network: “Which skills make me stand out—and which feel less clear?”

Invite a mentor to share why they believe in your career move and what stands out most.

Show three versions of your elevator pitch to a contact—ask which one feels most relevant.

Interview a peer and ask: “How would you explain my new role to someone in your field?”

Shift from “I could fit many fields” to “Here’s the role I serve best and why it matters.”

Change “My resume is full of features” to “I solve this exact pain in this specific way.”

Reframe rejection emails as signals—what opportunity is hidden in that feedback?

Replace “I’m trying to contact everyone” with “I’m deepening value with the right contacts.”

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

Instead of assuming rejection is about skill, explore what outcome they didn’t see.

Read candidate feedback or client reviews—what words repeat in the most positive notes?

Watch industry webinars or interviews—note where audiences get excited or confused.

Track which messages or subject lines drive the highest response rates from contacts.

Observe how long it takes from first contact to meaningful response—what causes delays?

Pay attention to recruiter questions—what aren’t they understanding about your profile?

Listen for hesitation or vagueness in recruiter calls—what’s not being voiced clearly?

Employees

Ask three peers or mentors what strengths they see in you—look for patterns across answers.

Review your last networking message—was it clear, relevant, and motivating from their perspective?

Refresh one personal routine—make it more energizing and aligned with transition outcomes.

Identify one recent choice—did you share your reasoning clearly with supporters or mentors?

Scan your last five emails—how often do you show genuine appreciation or encouragement?

Run a quick anonymous poll in your network: how supported do you seem in your transition?

Reflect on a time when you felt most engaged in learning—what conditions made that possible?

When did someone surprise you with unexpected support—what enabled that?

Think about your last difficult feedback session—did you create space for their perspective?

What assumptions do you hold about what motivates you during learning—are they accurate?

When have you unintentionally blocked someone’s support? How could you act differently?

Do you consistently make time for growth, not just applications? What gets in the way?

Ask two peers in transition what helps them learn faster—don’t justify, just listen.

Shadow a peer in your new field for 30 minutes—observe how their daily work actually unfolds.

Set up a feedback swap with another transitioner—exchange insights on collaboration and learning.

Give meaningful recognition today—thank someone who supported your transition with specifics.

Facilitate a group where each person shares one blocker and one enabler in their transition.

Re-delegate a task you’ve held too tightly—observe how your network handles it.

Ask a peer: “What’s one thing I could stop, start, or continue to better support our study or work?”

Run a quick pulse check: “On a scale of 1–10, how supported do you feel in your transition?”

Ask peers to share their personal goal for the quarter—compare with your own role goals.

Ask someone from another team: “How do you see my new skills contributing to the bigger picture?”

Invite a junior peer to share first in your next group session—see how it changes dynamics.

Ask a peer leader: “How have you built trust in transitions—and what could I apply?”

Shift from “proving performance” to “unlocking potential”—what changes in your daily approach?

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

Instead of “they’re not helping me,” ask “what’s missing in their clarity, confidence, or trust?”

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

View resistance as a signal of care—what fears or values might be behind hesitation?

Instead of “just checking in,” frame follow-ups as “co-designing success”—what shifts then?

Watch who contributes most (or least) in group settings—what dynamics shape that behavior?

Pay attention to how mentors respond to your progress—curious, cautious, or disengaged?

Monitor what energizes or drains you across the week—are tasks aligned with strengths?

Track how often you take initiative without prompting—what conditions make that easier?

Observe casual conversations—what topics spark energy or tension for you and others?

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

Partnerships

List your top three contacts—write one shared goal you haven’t yet acted on with each of them.

Review your last collaboration email—does it clearly show what’s in it for the other person?

Schedule one informal chat with a contact in your field—focus only on relationship building.

Identify one collaboration that feels stuck—clarify ownership and unblock progress today.

Update your collaboration pitch to highlight shared outcomes, not just your transition needs.

Scan old contacts—identify one relationship you could re-ignite with a new angle or ask.

Think of your most valuable mentor—what made that guidance powerful, beyond the advice itself?

When have you invested in a contact who didn’t reciprocate? What did you learn?

How aligned are your current mentors with your actual career goals today—not just last year?

What assumptions do you hold about what contacts value from you—are they still valid now?

Reflect on a time when trust eroded with a contact—what early signals did you miss?

Do your contacts energize or drain you? What’s the pattern, and what’s the cause?

Ask a mentor what’s one thing you could do to make collaboration with them easier.

Map the lifecycle of one networking relationship—where is the energy high, low, or fading?

Pitch a joint project idea to a peer—focus on shared learning, not just visibility.

Send a recap to a mentor—summarize your wins so far and suggest one next step together.

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

Create a shared tracker with one contact—use transparency to build accountability.

Ask a networking contact: “What’s something I do better than other collaborators?”

Interview someone who’s collaborated with you—what frictions or strengths do they notice?

Share your networking email with a peer—ask what feels credible or confusing.

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

Ask a mentor: “What’s a project you’ve wanted me to test but I’ve not yet tried?”

Check in with a junior contact: “How do you view our collaboration in this shift?”

Reframe from “using contacts” to “building joint capability”—what changes in your mindset?

View slow networking replies not as rejection, but as chances to realign or reset approach.

Shift from “What can I get from them?” to “What problem are we solving together?”

Instead of “It’s their fault,” ask “Where did I miscommunicate or over-assume expectations?”

Reframe small connections as learning labs—low risk for high insight.

Replace “They’re not responsive” with “Have I earned their attention and urgency?”

Notice which contacts create new opportunities for you—what’s the success signal?

Observe how quickly new contacts reply—what does that say about interest or alignment?

Track which collaborations lead to referrals or repeat opportunities—what traits stand out?

Monitor how often you acknowledge others’ wins—are you truly building partnership energy?

Watch for language mismatches—do you and a contact describe opportunities the same way?

Listen for vague answers in networking—where might trust or clarity be lacking?

MASTER Risk Hub