How Can I Get 1% Better Today?
THE ANSWER: Master the 2nd Discipline of Trust — Competence.
Competence isn’t about how much you know. It’s about how much you can elevate the people around you. The real measure of competence? Can you get others to do what needs to be done — and do they actually get better because of it? That requires you to be a strategic problem solver. Read the environment. Assess the circumstances. Identify what needs to happen and how to make it happen. Then bring solutions to the table — not complaints. Which leads to a non-negotiable: eliminate BCD — Blaming, Complaining, and getting Defensive — from your life and your program. Full stop.
The 3 Roles of a Coach
- Solve Problems
- Achieve Goals
- Improve Relationships
Whenever BCD shows up, replace it with E+R=O. You always have a choice in how you respond:
- Disciplined Response — intentional, growth-oriented
- Default Response — reactive, ego-driven
The goal is to make the disciplined response your default.
Competence Lives in Two Skill Set
- Coaching Skills — technical knowledge, tactical execution, goal achievement
- Behavioral Skills — life skills, character, habits
Here’s what most people miss: coaching skills are driven by behavioral skills. You can’t unlock elite technical ability without first building the behavioral foundation beneath it.
Two Types of Humility
- Conceptual Humility — acknowledging there might be a better way, but never actually changing
- Functional Humility — finding the better way and doing it
Home base in competence is functional humility. Admit you don’t have all the answers. Check your ego. Ask for help.
Your job isn’t to know everything. Your job is to make people better.
And here’s the part that ties it all together:
Generate confidence in yourself — because you have the power to make other people believe in themselves when they can’t. But they have to believe in you first.
That’s the work.
Source: The “OG” Brian Kight & The Lead Now Virtual Course
— John Perry