MASTER Risk Model - Learning Resources - Situation

Customers

Ask three classmates what made them choose your project for feedback—note which strength repeats.

Identify one recurring peer comment—what does it reveal about expectations or fit?

Rewrite your value statement using only peer or mentor feedback words.

Find your most consistent supporter and note what they highlight—use it in your framing.

Check the section peers skip in your presentation—what might confuse or frustrate them?

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

Write about a moment when a peer said, “This really helps”—what was different in that delivery?

Reflect on your last rejected idea—what didn’t land, and was it the right audience?

What hidden assumptions do you make about your audience’s goals or behaviors?

When was the last time a peer insight surprised you—what did you do with it?

How often do you ask about long-term needs, not just immediate tasks?

Which peer voices get overlooked—quiet students, early testers, or outliers?

Interview three classmates about their biggest study or project challenges—just listen.

Create a quick empathy map for your peers using only real comments from last month.

Run a “Why Us?” survey with five peers—capture their real reasons for supporting you.

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

Create a one-minute video explaining your idea from a user’s point of view.

Review your onboarding to a new group—try it yourself or watch someone new.

Ask a peer: “If you recommended my idea to someone, what would you say?”—note their exact words.

Share a short form with peers—what’s clear, what’s confusing about your concept?

Ask peers: “Which part of this project excites you most—and which frustrates you?”

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

Show three different headlines or slides to peers—ask which feels most relevant.

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

Shift from “I appeal to everyone” to “here’s who benefits most and why they care.”

Change “my project has many features” to “I solve this exact problem in this way.”

Reframe peer complaints as signals—what opportunity hides in their frustration?

Replace “I want more users” with “I want deeper value for the right users.”

Stop asking “what do you need?” and start asking “what outcome matters most?”

Instead of assuming dropout is about cost, explore what outcome wasn’t delivered.

Listen to peer feedback on projects—what words repeat in the most positive comments?

Watch recordings of practice pitches—note where listeners light up or drift.

Track which subject lines or invites drive the highest peer responses.

Observe how long peers take from signup to first action—what delays it?

Pay attention to peer questions during practice pitches—what don’t they get?

Listen for vagueness in feedback—what’s not being said?

Employees

Ask three group members what helps them perform best—see what patterns appear.

Review your last team update—was it clear, relevant, and motivating to your group?

Update one group ritual (check-in, stand-up) to make it more energizing and focused.

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

Scan your last five messages—how often did you give appreciation or feedback?

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

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

When did someone in your team surprise you—in a positive way? What enabled that?

Recall your last tough discussion—did you create space for the other perspective?

What assumptions do you hold about what motivates your teammates—and are they right?

When have you unintentionally blocked a teammate’s initiative—how could you act differently?

Do you make time for learning, not just task delivery—what gets in the way?

Ask two teammates what they’d change to make collaboration smoother—don’t justify, just note.

Shadow one teammate for 30 minutes—observe how their workflow really operates.

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

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

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

Re-delegate a task you’ve held too tightly—observe how peers manage 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 project?”

Have each teammate share a personal goal for the term—compare with group goals.

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

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

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

Shift from “managing tasks” to “unlocking strengths”—what changes in my approach?

Reframe disengagement not as laziness, but as a mismatch of clarity and motivation.

Instead of “they’re not stepping up,” ask “what clarity or safety might be missing?”

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

View resistance as care—what values or fears could be behind it?

Instead of “checking in,” frame 1:1s as “co-designing success”—how does that shift?

Watch who contributes most (or least) in group work—what drives that behavior?

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

Monitor what energizes or drains teammates—are tasks aligned with strengths?

Track how often teammates take initiative—what conditions enable it?

Observe informal chats—what topics spark energy or tension?

Notice how people introduce each other—what qualities get highlighted?

Partnerships

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

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

Schedule one informal chat with a collaborator—no agenda, just relationship building.

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

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

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

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

When have you over-invested in a collaborator who didn’t reciprocate—what did you learn?

How aligned are your collaborators with your direction today—not just last semester?

What assumptions do you hold about what collaborators value—are they valid today?

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

Do your collaborations energize or drain you—what’s the pattern and cause?

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

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

Pitch a joint initiative to a collaborator—focus on shared value, not exposure.

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

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

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

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

Interview a teammate who works with collaborators—what frictions or strengths do they notice?

Share your collaboration materials 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 view the project?

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

View collaboration slowdowns not as failures, but as chances to realign shared goals.

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

Instead of “it’s their fault,” ask “where did I over-assume or under-communicate?”

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

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

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

Observe how quickly collaborators reply—what does it show about engagement?

Track which collaborations lead to ongoing offers—what traits do they share?

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

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

Listen for hesitation or vague answers in group talks—where might clarity be lacking?

MASTER Risk Hub