MASTER Risk Model - Learning Resources - Situation

Customers

Ask three mentees or peers what made them seek your support—note which theme comes up most.

Identify one recurring request for your guidance—what does it reveal about expectations?

Rewrite your personal value statement using only words from feedback you’ve received.

Find your most appreciative mentee—note what they consistently value in your support.

Check the point where people disengage with your work—what might confuse or deter them?

Compare appreciation across contexts—where do people value you most, and why?

Think of a time when someone said, “This is exactly what I needed”—what made that moment possible?

Reflect on a time when an opportunity didn’t work out—was it the right fit for you?

What assumptions have you made about others’ goals—are they accurate?

When were you last surprised by feedback from someone younger—how did you use it?

How often do you ask people about their long-term goals—not just immediate needs?

Which voices get overlooked most—family, mentees, or peers?

Ask three people what their biggest needs are right now—just listen, don’t pitch ideas.

Create a quick empathy map for someone you hope to support—base it on recent talks.

Run a short survey with five people—ask why they value your guidance or work.

Call someone you’ve lost touch with—ask what would bring them back into connection.

Record a one-minute video walking through your offering from the audience’s view.

Review your onboarding approach with someone new—watch where confusion arises.

Ask someone you’ve helped: “If you recommended me to a friend, what would you say?”—note the exact words.

Send a short two-question feedback form to five people you’ve supported—what’s clear, what’s confusing?

Ask someone you’ve helped: “Which part of my support mattered most—and which less?”

Invite someone you’ve guided to share what first built their trust in you—and what keeps it.

Share three possible headlines for your work—ask which one feels most relevant.

Interview someone you’ve helped: “How would you explain what I do to another person?”

Shift from “I can help anyone” to “Here’s who I best support and why they value it.”

Change “I bring lots of experience” to “I solve this specific need in a unique way.”

Reframe complaints as signals—what hidden opportunity might they reveal?

Replace “I need more people” with “I’ll deepen value with the right people already here.”

Stop asking “What do you want from me?” and start asking “What outcome are you really after?”

Instead of assuming “they left for cost,” ask “what outcome did they not receive?”

Read testimonials or thank-you notes—what words come up most often?

Watch how younger people respond to your guidance—what sparks curiosity or doubt?

Track which offers to help are accepted—what language made the difference?

Observe how long people take to act on your advice—what might cause delays?

Pay attention to questions you often receive—what aren’t people understanding?

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

Employees

Ask three peers what helps them stay engaged in projects—see what patterns emerge.

Review your last written note or message—was it clear, encouraging, and inspiring?

Refresh one daily ritual—make it more energizing and purposeful.

Identify one recent choice—did you clearly explain why it mattered?

Review your last five notes—how often did you express gratitude or encouragement?

Run a quick anonymous poll among peers—how supported do they feel in their pursuits?

Reflect on a moment when you felt most energized in sharing your knowledge—what enabled it?

When did someone surprise you in a positive way—what allowed that to happen?

Think about your last difficult talk—did you create space for the other person’s perspective?

What assumptions do you hold about what motivates people around you—are they correct?

When have you unintentionally blocked someone’s initiative—what could you have done differently?

Do you consistently make time for learning and growth—or does daily life get in the way?

Ask two peers what they’d change to feel more fulfilled—don’t defend, just note.

Shadow a peer in their volunteer role—observe how their process really works.

Set up a feedback swap with a peer—exchange constructive insights on strengths and gaps.

Give meaningful recognition today—name the action and its impact clearly.

Facilitate a session where everyone shares one blocker and one enabler to progress.

Re-delegate one task you’ve held too tightly—observe how others handle it.

Ask a former colleague: “What’s one thing I could stop, start, or continue to better support others?”

Run a quick pulse check: “On a scale of 1–10, how connected do you feel to purpose in your current work?”

Invite peers to share one personal goal for this year—compare with how they spend their time.

Ask a peer: “How do you see me contributing to the bigger picture right now?”

Invite someone quieter to speak first in a group you join—see how it shifts dynamics.

Ask a peer leader how they’ve maintained trust in teams—what practices could you adopt?

Shift from “managing tasks” to “unlocking potential”—what changes in your mentoring?

Reframe slow engagement not as disinterest, but as a mismatch of timing or needs.

Instead of “they’re unmotivated,” ask “what clarity or confidence might they need?”

Replace “I must tell them” with “I’ll create dialogue—where can I invite input?”

View hesitation not as rejection but as care—what value or fear is behind it?

Instead of “checking in,” reframe 1:1s as “co-designing success”—what shifts then?

Watch who you naturally mentor most—what draws them to you?

Pay attention to how you respond to feedback—open, cautious, or dismissive?

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

Track how often you take initiative without being asked—what conditions support it?

Observe casual talks—what topics spark enthusiasm or unease?

Notice how peers introduce each other—what qualities do they emphasize?

Partnerships

List your top three contacts—write down one mutual goal you haven’t yet explored together.

Review your last collaboration note—does it clearly show shared benefits for both sides?

Schedule one informal chat with a peer—no agenda, just connection.

Identify one collaboration that’s lagging—clarify what’s needed to move it forward.

Update your collaboration pitch—highlight shared impact, not just your role.

Scan old contacts—identify one relationship worth rekindling with a new angle.

Think of your most fulfilling collaboration—what made it rewarding beyond results?

When have you invested energy in a collaboration that wasn’t mutual—what did you learn?

How aligned are your current collaborators with your direction now—not just years ago?

What assumptions do you hold about partners’ needs—are they still valid now?

Reflect on a time when trust weakened in a collaboration—what early signals did you miss?

Do your collaborations give you energy or drain it—what pattern do you notice?

Ask a collaborator what one thing you could do to make working together easier.

Map the lifecycle of one collaboration—note where energy rises, falls, or stalls.

Pitch a joint initiative to a peer—focus on shared value, not just visibility.

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

Document risks in one collaboration—clarify what makes success mutual.

Create a shared tracker with a partner—build trust through visibility.

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

Interview a partner or collaborator—what frictions or strengths do they notice in working with you?

Share a proposal for collaboration with a neutral peer—ask what feels clear and what feels confusing.

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

Ask a partner: “What’s a project you’ve wanted to try but haven’t had the right collaborator?”

Check in with a collaborator’s junior contact—how do they see the partnership?

Reframe from “using contacts” to “building shared value”—what changes in mindset?

View pauses in partnerships not as endings, but as chances to reset value and direction.

Shift from “What can I get from them” to “What challenge can we solve together?”

Instead of “They dropped the ball,” ask “Where did I over-assume expectations?”

Reframe small collaborations as learning labs—low risk, high insight.

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

Notice which partnerships bring energy and renewal—what’s the success signal?

Observe how quickly partners follow through—what does it show about alignment?

Track which collaborations lead to repeat invitations—what patterns do they share?

Monitor how often you celebrate partner wins—are they included or overlooked?

Watch for mismatched language in partnerships—do you describe goals the same way?

Listen for hesitation or vague answers in collaborations—where might trust be thin?

MASTER Risk Hub