MASTER Risk Model - Learning Resources - Situation

Product Fit

Review your current role description—does it clearly match the value your manager expects from you?

Ask one colleague why they rely on you most—note the most relevant contribution they mention.

Compare your strongest project outcome to your weakest—what differentiator mattered most to others?

Identify one colleague request that keeps recurring—does it signal unclear expectations?

Write down in one sentence: Which tasks are not your responsibility—and why?

Search for recent reviews of your company—what are clients praising or criticizing, and how does it relate to you?

Journal about when your work felt like a perfect fit—what task or project made that possible?

Journal about assumptions you’ve made about colleagues’ needs—are those still valid today?

How often do you hear “That was exactly what I needed”? If rarely, why might that be?

Do you base your work more on manager input or your own vision—how balanced is your approach?

Journal about feedback you tend to dismiss—could it point to deeper fit issues?

Journal about when pleasing everyone diluted the real impact of your work.

Interview three colleagues about what challenge they were solving and how your work supported it.

Create a user persona using insights from colleagues or clients you support—base it on real input.

Map the full workflow of one project—from start to finish—and mark points of delay or confusion.

Test one of your skills with a less familiar team or audience to learn where boundaries show.

Run a mini-survey: what would make others recommend working with you more confidently?

Pilot a small tweak in your workflow—track how peers respond and what improves.

Ask a colleague: “When you describe my work to others, what do you say I do best?”

Present your role pitch to someone unfamiliar and ask what feels unclear or mismatched.

Share two versions of your work output and ask which one better supports their needs.

Ask peers: “What objections come up most about my work—and what’s behind them?”

Invite a mentor to audit your messaging for clarity, precision, and relevance.

Ask a peer to complete: “Your work would be even stronger if only it also…”

Shift from “I do many tasks” to “I solve one key need really well—let’s double down on that.”

Reframe slow recognition as “a signal to improve visibility” rather than “a flaw in my work.”

Instead of “I must fit everywhere,” own “I am perfect for this specific contribution.”

View negative feedback not as rejection, but as guidance on mismatched needs or style.

Change “I need more tasks” to “I need more value in my daily work.”

Replace “it’s good enough” with “is it irresistible to the right person at the right time?”

Notice what language colleagues use when describing your work—does it match how you frame it?

Track which colleagues consistently reuse your work—what patterns do you see?

Watch how managers react to your updates—where do they lean in or lose interest?

Monitor which requests reveal confusion about your role—what’s unclear in expectations?

Observe what competing teams emphasize—are they addressing gaps your team has missed?

Listen for hesitation when colleagues discuss workload—what concerns remain unspoken?

Growth Plan

Write down three clear career goals—skills, visibility, or impact—within a specific timeframe.

Identify one bottleneck slowing your progress and brainstorm two immediate, low-effort fixes.

Revisit your last development effort—what worked, what didn’t, and why?

Ask a teammate what “growth” means to them—see if your goals align or diverge.

Review your department’s latest project—what might they be doing right that you can learn from?

List three assumptions you’ve made about how career growth happens—are they still valid?

Reflect on what sustainable career growth means for you—are you building skills or just chasing speed?

Reflect on a time your team resisted a new initiative—what was the root cause?

Journal about how your personal ambitions align or conflict with team or company goals.

Reflect on one risk you’ve avoided that might unlock meaningful career growth.

Reflect on a time rapid growth created lower quality—what did you learn?

Reflect on whether you’re developing in ways that matter—or just following trends.

Build a basic forecast for one career goal—map the skills or milestones needed to achieve it.

Run a “small bet” test—pilot one new approach to improve your workflow or career growth.

Interview a senior colleague in another team about their growth strategy—note transferable ideas.

Organize a growth session with your team to align goals and define top priorities.

Create a tailored version of your skill set for a new audience or department you rarely serve.

Track and compare your time on growth activities vs. routine tasks for one week.

Share your career growth draft with a mentor and ask, “What feels missing or unrealistic?”

Present your development idea in a team meeting—invite questions that test your logic.

Ask senior peers what career trends they see—do they align with your growth direction?

Request input from a junior teammate: “What opportunities do you think we’re missing?”

Share your top three career priorities with a manager—ask which one excites them most.

Share your development plan with a former colleague—ask if it would have improved your impact.

Shift from “How do I advance fast” to “How do I grow right for long-term success.”

Reframe missed targets as data—not failure—to inform smarter next steps.

Replace “growth = promotion” with “growth = increasing value for the right people.”

Instead of seeing risk as danger, view it as an entry point to career opportunity.

Swap “I’m too junior” for “I’m agile and adaptable—how can I use that now?”

Rethink “growth happens after I fix X”—ask what can grow now, even if imperfect.

Track how quickly your team’s ideas move to action—where do they get delayed or dropped?

Notice which growth opportunities excite your peers most—recognition, learning, or impact?

Watch which ideas spark energy versus resistance in team discussions.

Monitor how colleagues’ behaviors show readiness for larger responsibilities.

Observe which projects consistently overrun—are they misaligned with stated priorities?

Listen for comments like “we’ve always done it this way”—possible signs of blockers.

Positioning

Review your LinkedIn headline or bio—does it clearly show what makes you distinct at work?

List three peers in similar roles—how does your contribution stand out compared to theirs?

Check if your LinkedIn profile summary clearly communicates your unique strengths.

Ask a peer to describe your professional brand—compare it to how you want to be seen.

Update one line in your CV or slide deck to clarify what sets you apart.

Revisit your LinkedIn headline to better reflect your distinct value or contribution.

Write about when your reputation last shifted—does it still reflect your strengths at work?

Write what others consistently value most about your work—is that visible externally?

Reflect on whether you’re known for what you want to be known for—why or why not?

Journal about a time your contribution was misunderstood—what was missing in the framing?

Write how clearly you can describe your ideal contribution—and what language resonates most.

Write if you position yourself on features, benefits, or outcomes—what’s most effective?

Create a 1-sentence positioning statement for your role and share it with a trusted colleague.

Deliver a short personal pitch to someone outside your field—see if they immediately “get it.”

Rewrite your LinkedIn or internal bio to reflect your positioning in one clear, unique way.

Conduct a mini-audit of peers in similar roles—identify one way you could differentiate.

Present your personal value proposition to a small group—ask for immediate interpretation.

Test presenting your skills or contributions in a new framing—note the reaction.

Ask a peer to describe what they see as your most unique strength at work.

Get input from two peers on how they describe your contribution—compare their wording.

Present three possible role summaries to your manager—ask which feels most accurate.

Post a short “what I do” statement on your internal profile—ask for feedback.

Interview a peer in a similar role about how they explain their value—compare it to yours.

Run a quick A/B test on two versions of your personal intro—ask which resonates most.

Instead of “what I do,” focus on “what problem I solve” when describing your role.

Think of positioning not as bragging but as creating clarity for others to act.

Shift from “being better” to “being different”—what is your distinctive angle, not just skill?

Frame your message in terms of impact—what changes for the team because of you?

Reframe positioning as career storytelling: what narrative arc are you placing yourself in?

Position your role in terms of outcomes, not job titles—what impact do you really drive?

Watch how peers present themselves in meetings—what’s clear, and what feels generic?

Observe how people introduce themselves—what positioning strategies do they use?

Pay attention to which pitches gain quick support—what language made the difference?

Analyze how respected employees frame their value—what proof points do they highlight?

Notice when colleagues struggle to explain your team’s work—what could be clearer?

Listen for language peers use when describing your role—what words repeat most?

MASTER Risk Hub