MASTER Risk Model - Learning Resources - Situation

Customers

Ask three clients why they chose you over others—note which strength gets repeated most.

Identify one recurring client question—what does it say about expectations or clarity in your offer?

Rewrite your value statement using only words pulled from client reviews or testimonials.

Find your most loyal client and note what they consistently praise—highlight that in messaging.

Check the most common client drop-off point—what might confuse or frustrate potential buyers?

Compare satisfaction across your client types—who’s happiest, and what makes the difference?

Think of a moment when a client said, “This is exactly what I needed”—what was different in that delivery?

Reflect on a proposal that didn’t land—was the client truly a good fit for you?

What hidden assumptions have you made about client goals or behaviors?

When was the last time you were surprised by client feedback? What did you do with it?

How often do you ask about long-term goals, not just the current project?

Which client voices get ignored the most—silent churners, small buyers, or new ones?

Ask three clients about their biggest struggles right now—don’t pitch, just listen carefully.

Create a quick empathy map for your ideal client using only recent real feedback.

Run a “Why hire me?” survey with five clients—record their real reasons for choosing you.

Call a past client who hasn’t returned—ask why and what would win them back.

Record a one-minute video explaining your service as if to a client—review clarity.

Review your onboarding process—try it yourself or ask a client to walk through it.

Ask a client: “If you recommended me to someone, what exact words would you use?”

Send a thank-you email with a short survey to clients—what’s clear, what’s confusing?

Ask clients: “Which parts of my service make you happiest—and which frustrate you?”

Ask a loyal client: “What first built your trust in me, and what keeps it now?”

Show three different service headlines to a client—ask which feels most relevant.

Ask a client: “How would you explain what I do to someone in your field?”

Shift from “I work with anyone” to “Here’s who I serve best and why they choose me.”

Change “I offer many features” to “I solve this exact need in this exact way.”

Reframe complaints as signals—what opportunity hides in that frustration?

Replace “I need more clients” with “I need deeper value with the right clients.”

Stop asking “What do you need?” and ask “What result are you really after?”

Instead of assuming churn is about price, ask what result they didn’t get.

Read recent client reviews—what words repeat across the most positive ones?

Watch client call recordings—note where they light up or get confused.

Track which email subject lines bring the best response or clicks.

Observe how long clients take between inquiry and action—what delays them?

Pay attention to onboarding calls—what do clients not understand right away?

Listen for vagueness in discovery calls—what’s not being said out loud?

Employees

List the top three habits that help you stay consistent—see what patterns matter most.

Review your last self-note—was it clear, motivating, and useful for keeping yourself on track?

Update one daily ritual (start, break, end) to make it more energizing and result-focused.

Identify one decision you made last week—did you fully explain the “why” to yourself or others?

Scan your last five emails—how often did you express appreciation or clear recognition?

Run a quick self-check—do you feel supported enough in balancing work and personal life?

Reflect on a time you felt most motivated in your solo work—what conditions made that possible?

When did you surprise yourself with what you delivered—what enabled that outcome?

Think about your last difficult client talk—did you create space for their perspective?

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

When have you unintentionally blocked your own initiative? How could you act differently?

Do you consistently make time to learn—not just deliver? What gets in the way?

List two habits you’d change to improve your freelance work—don’t explain, just write them down.

Shadow yourself for 30 minutes—observe how your workflow truly operates.

Exchange feedback with a peer—share constructive insights on delivery and client handling.

Give yourself meaningful recognition—write down the behavior and its impact.

Write down one blocker and one enabler that affect your best work—reflect on them.

Reassign one low-value task—observe how outsourcing or automating changes your load.

Ask a fellow freelancer: “What’s one thing I could stop, start, or continue to support my progress?”

Run a quick check with peers: “On a scale of 1–10, how connected do you feel to your freelance goals?”

Ask a peer to share their personal growth goal—compare it with yours.

Ask a peer: “How do you see my work contributing to the bigger picture?”

Ask a peer to share first in a session—see how it shifts dynamics.

Ask a peer leader: “How did you build trust in your work—and what could I try?”

Shift from “tracking hours” to “unlocking value”—what changes in how you present results?

Reframe low engagement not as disinterest, but as mismatch between delivery and needs.

Instead of “clients aren’t responsive,” ask “what clarity or trust might be missing?”

Replace “I must convince” with “I can create dialogue”—where can I invite more input?

View resistance not as laziness, but as care—what values might drive it?

Instead of “checking in,” try “co-designing success”—how does that shift my role?

Notice what times of day you work best—what patterns influence performance?

Pay attention to how you react to feedback—curious, defensive, or dismissive?

Monitor which projects give you energy vs. drain you—are they aligned with strengths?

Track when you take initiative without prompts—what conditions make it easier?

Observe casual chats with peers—what topics spark energy or worry?

Notice how peers introduce each other—what qualities get highlighted most?

Partnerships

List your top three contacts—write down one mutual opportunity you haven’t yet acted on.

Review your last collaboration email—does it clearly show what value you bring to the other side?

Schedule one informal check-in with a peer—no agenda, just building your professional bond.

Identify one promised deliverable that’s delayed—clarify ownership and unblock progress today.

Update your collaboration pitch—emphasize shared outcomes, not just your own services.

Scan old collaborations—identify one that could be reactivated with a fresh ask or idea.

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

When have you invested energy in a contact who gave little back? What did you learn?

How aligned are your current collaborators with your direction now—not just last year?

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

Reflect on a time when trust faded with a partner—what early signs did you miss?

Do your collaborations create energy or drain it? What’s the recurring pattern?

Ask a collaborator what’s one thing you could do to be easier to work with.

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

Pitch a small co-created project to a partner—emphasize joint value, not just exposure.

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

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

Share a tracker with a collaborator—make progress visible to build trust.

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

Interview a collaborator about their experience working with you—what frictions or strengths do they notice?

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

Run a two-way feedback chat with a partner—share one win and one wish.

Ask a collaborator: “What project would you try with me if the timing was right?”

Ask a collaborator’s junior teammate how they see your partnership.

Reframe from “finding partners” to “building collaboration value”—what changes in approach?

View partnership pauses not as losses, but as chances to reset goals and terms.

Shift from “What do I get from them?” to “What problem do we solve together?”

Instead of “They failed me,” ask “Where did I miscommunicate expectations?”

Reframe small collaborations as test labs—safe spaces for low-risk learning.

Replace “They’re unresponsive” with “Have I earned their urgency and focus?”

Notice which collaborations bring you new referrals—what’s the success signal?

Observe how quickly partners reply—what does it show about their commitment?

Track which partnerships lead to repeat deals—what traits do they share?

Monitor how often you share wins with partners—are they included or forgotten?

Watch for mismatched language with collaborators—do you describe goals the same way?

Listen for hesitation in partner talks—where might trust or clarity be lacking?

MASTER Risk Hub