Austin discusses the return of NHL players to the Winter Olympics for the first time since 2014, noting the high level of talent and competitiveness on display. He is excited to watch the games, especially the dominant performance by Team Canada.

Amer shares how he has implemented a new project management system, including daily check-ins with the team to understand their top priorities, blockers, and progress. This has provided valuable insights into his team's organizational skills, communication, and ability to work under pressure.

The group discusses common excuses and blockers that team members use, such as missed deadlines, lack of time, miscommunications, and other priorities. Amer explains how he works to unpack these issues, address the root causes, and remove the blockers to keep the team on track.

Austin and John reflect on Amer's previous decision to remove himself from the sales role in order to focus on improving the overall business systems and processes. Amer shares that this was a difficult but necessary move, and he is now focused on developing his team's capabilities rather than being directly responsible for driving results.

As Amer approaches the end of his current commitment to the business, he discusses his desire to focus on developing new skills and solving problems that align with his values, rather than being driven by a need for more money or status. He is taking this time to be more intentional about his next steps.

Amer shares insights he has gained about the concept of "attribution" - the ability to understand the root causes of outcomes, both positive and negative. The group discusses how this skill is valuable in areas like sales, marketing, and investing, as it allows for more effective problem-solving and decision-making.

• "Leaving nothing unsaid" is the foundational coaching skill. It enables coaches to gather complete information, which is essential for effective problem-solving and building trust.
• The "unsaid" often originates from self-deception. Clients frequently lie to themselves about their true goals or feelings, making it the coach's primary responsibility to help them uncover these internal truths.
• Coaching and consulting are distinct phases. Coaching is discovery and alignment (client-led), while consulting is direct skill transfer (coach-led). A coach's identity must disappear during the coaching phase to avoid bias.
• A coach's responsibility is defined by their role's commitments. This provides a clear boundary for accountability, separating the coach's duties from the client's implementation choices.

• Austin is redesigning Rydel's coaching system for scalability, moving from discipline-specific coaches (sales, production) to a single, general coach per franchisee.
• The foundational skill for this new team is "leaving nothing unsaid"—the ability to communicate difficult truths without triggering defensiveness.
• Amer confirmed this is a cornerstone of effective communication, as it's impossible to solve a client's core problem if the most important information is withheld.

• Withholding information is often a form of self-deception, not just a lie to the coach.
• Clients frequently lie to themselves about their true goals (e.g., pursuing a parent's dream instead of their own), creating internal misalignment.
• This self-deception is a primary target for coaching, as it prevents clients from being honest with themselves or others.

• Phase 1: Coaching (Discovery & Alignment)
• Phase 2: Consulting (Skill Transfer)

• Building Emotional Intelligence: Amer used an exercise where a sales rep called their mom to say "I love you." This simple act unlocked a feeling state, making it easier for the rep to then discuss difficult topics about their role.
• Defining Coach Responsibility: A coach's responsibility is limited to fulfilling the defined duties of their role (e.g., providing tools, asking questions). The client's choice to implement or not is their own.
• Avoiding "Veteran" Masks: For long-term clients, avoid creating a culture where they feel they must "have it figured out." This can lead to them masking problems and leaving things unsaid with themselves.

• Austin: Continue training new Rydel coaches on the "leaving nothing unsaid" framework.
• Austin: Emphasize the distinction between coaching (discovery) and consulting (skill transfer) to prevent coaches from imposing their expertise prematurely.
• Austin: Implement tools to help clients identify and address self-deception, such as journaling prompts or responsibility exercises.

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