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Category Archive: Leadership

Dave Anderson

Building a High Performance Culture (Part 22)

This article is part of a multi-part series titled “Building a High Performance Culture” by Up To Speed Guest Expert, Dave Anderson, of LearnToLead®.

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Words That Work: Hunger

In this post on building a high performance culture I’m adding the word “hunger” to the “words that work” category. Hungry cultures are those that regularly change, risk, and stretch—even while things are going well and all the seas appear calm.

I’ll dig deeper into hunger below; but first, quickly review the strong and weak cultural words below so you can conceptualize the ideal culture to move your organization towards, as well as what you must weed out of your culture in order to maximize your organization’s potential.

Words that work and must be woven into culture

Earn: to acquire through merit.

Deserve: to be worthy of; to qualify for.

Consistent: constantly adhering to the same principles.

Hope: grounds for believing something in the future will happen.

Catalyst: a person or thing that makes something happen.

Responsible: to be the primary cause of something.

Tough-minded: strong willed, vigorous, not easily swayed.

Loyal: faithfulness to one’s duties or obligations.

Passion: a strong feeling or enthusiasm about something, or about doing something.

Discipline: an activity, regimen, or exercise that develops or improves a habit or skill.

Commit: to pledge oneself to something.

Prune: to remove what is undesirable.

Wise: having or showing good judgement.

Diligent: giving constant effort to accomplish something.

Words that hurt and must be weeded out of culture

Fault: responsibility for failure.

Blame: to assign responsibility for failure.

Excuse: a plea offered to explain away a fault or failure.

Mediocre: average, ordinary, not outstanding.

Wish: to want something that cannot, or probably will not happen.

Entitle: a claim to something you feel you are owed.

Sloth: reluctance to work or exert effort; laziness.

Complacent: calmly content, smugly self-satisfied.

Maintain: to cause (something) to exist or continue without changing.

Apathy: a lack of enthusiasm, interest or concern.

Interest: to be curious about (as opposed to being committed).

Foolish: lacking good sense or judgment.

Micromanage: to control with excessive attention to minor details.

Hunger is defined as an intense desire, a compelling craving. 

Note that the definition isn’t limited to merely a “desire or a craving;” intense and compelling are the keys. If something is intense and compelling it moves you, which brings up the key point to this post: you can’t have a hungry culture without hungry people at all levels moving it forward. The challenge is that while you can motivate people—stoke embers that already exist—you cannot make someone hungry by putting the embers of desire within them. Thus, your team members must bring hunger to the table; they must give you something to work with. Hungry people normally have the following traits that make them easier to identify during an interview, or to evaluate the people already within your culture:

  1. Hungry people have compelling reasons—their “why”—that drives them to excel. Their why may include a range of motivations from buying a nicer car, moving into a bigger home, sending their kids to a private school, helping a sick parent, making a difference in the lives of others, to supporting orphans. People tend to lose their way when they lose their why, and wind up going through the motions as they miss their potential by a mile.

One purpose of an interview is determine just how specific and compelling a job candidate’s why is. This will give keen insight into how self-motivated you can expect them to be.

  1. Hungry people are rarely stuck in their ways. They change before they have to, enjoy learning and sharing new things, and would rather take a mature risk than defend a safe status quo.
  1. Hungry people want new responsibilities. They want an opportunity to learn and grow and to expand their skills. They also want increased latitude and discretion to make decisions without having to always check with a higher-up.
  1. Hungry people are more prone to seek out feedback. They know they need fast, honest, specific feedback to grow.
  1. Hungry people don’t need as many pep talks. Of course like anyone they appreciate pats on the back, but aren’t dependent on them in order to stay motivated and work hard to reach their goals.

Final note: A culture is in big trouble when the leaders have let complacency nudge out their hunger and begin leading more from the rear, than from the trenches; maintaining, presiding and administering but not having a stretch impact on the team. Frankly, lethargic leaders create lethargic cultures. Hungry leaders build hungry cultures, and more naturally attract those with the like levels of internal motivation necessary to build a great organization.

Permanent link to this article: http://blog.ncm20.com/2015/10/building-a-high-performance-culture-part-22/

Dave Anderson

Building a High Performance Culture (Part 21)

This article is part of a multi-part series titled “Building a High Performance Culture” by Up To Speed Guest Expert, Dave Anderson, of LearnToLead®.

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Words That Hurt: Micromanage

In this post on building a high performance culture, I’m assigning the word “micromanage” to the Words that Hurt column. Micromanagement is an often-misunderstood word, so in this piece I’ll explain what it is and is not, as well as the danger it poses to your culture, people and results.

I’ll dig deeper into micromanage momentarily. But first, quickly review the strong and weak cultural words below so you can conceptualize the ideal culture to move your organization towards, as well as what you must weed out of your culture in order to maximize your organization’s potential.

Words that work and must be woven into culture:

Earn: to acquire through merit.

Deserve: to be worthy of; to qualify for.

Consistent: constantly adhering to the same principles.

Hope: grounds for believing something in the future will happen.

Catalyst: a person or thing that makes something happen.

Responsible: to be the primary cause of something.

Tough-minded: strong willed, vigorous, not easily swayed.

Loyal: faithfulness to one’s duties or obligations.

Passion: a strong feeling or enthusiasm about something, or about doing something.

Discipline: an activity, regimen, or exercise that develops or improves a habit or skill.

Commit: to pledge oneself to something.

Prune: to remove what is undesirable.

Wise: having or showing good judgement.

Diligent: giving constant effort to accomplish something.

Words that hurt and must be weeded out of culture

Fault: responsibility for failure.

Blame: to assign responsibility for failure.

Excuse: a plea offered to explain away a fault or failure.

Mediocre: average, ordinary, not outstanding.

Wish: to want something that cannot, or probably will not happen.

Entitle: a claim to something you feel you are owed.

Sloth: reluctance to work or exert effort; laziness.

Complacent: calmly content, smugly self-satisfied.

Maintain: to cause (something) to exist or continue without changing.

Apathy: a lack of enthusiasm, interest or concern.

Interest: to be curious about. (as opposed to being committed).

Foolish: lacking good sense or judgment.

Micromanage is defined as “to control with excessive attention to minor details.” Here are seven thoughts on micromanagement and how it will influence your culture.

1. Holding people accountable for tough standards is not micromanagement.

It’s important to note that there are a handful of things within a culture that are not up for debate, must be held in a iron grip, and thus may be wrongly perceived as micromanagement. Managers who are diligent in holding others accountable for living company values and following prescribed processes are often erroneously accused of being micromanagers. This reflects a failure to understand that micromanagement involves “minor” details, and values and processes are major matters and must be vigorously enforced and upheld.

2. Making every decision, solving every problem and having all the ideas are signs of micromanagement.

You’ve conditioned people to count on you so heavily they cannot think for themselves. Micromanaged people lack passion and tend to play not to lose.

3. Over-involving yourself in others’ jobs, especially in areas where you have little expertise, may constitute micromanagement.

While your authority allows you to set clear expectations and deadlines for results for the various aspects under your charge, you err when you then nitpick and continually second-guess those responsible for producing the results throughout the process.

4. If you hire the wrong people you’ll have to micromanage them.

This is a sad truth, because it’s foolish to empower incapable or corrupt people with latitude and discretion and expect anything positive to come from it.

5. Micromanagement is a primary de-motivator for top performers.

High achievers resent having to check with you for everything. They feel that their past performance should earn them the trust to move faster and with less supervision than less-proven team members.

6. Micromanagement works in the short-term.

It’s always easier to personally make a decision or perform a task than to teach someone else how to do it. But this strategy causes you to plateau, and stunts the growth of others over the long haul; you become overwhelmed doing too much personally, and others never get to try new things or venture beyond their comfort zone.

7. Micromanagement is rooted in pride and to a large degree, insecurity.

Micromanagers feel that if someone else performs tasks or makes decisions without their involvement it makes them less important. They may also feel that “if they want it done right they have to do it themselves”, overestimating their own abilities while they sell short the potential of their teammates.

In summary, micromanagement overwhelms you, demotivates others, and creates an oppressive culture.

Face it: if you’ve hired people who must be micromanaged that’s your fault; if you don’t train people to do their jobs more independently, that’s your fault; if your ego doesn’t allow you to empower others, that’s your fault. Are you seeing a pattern here? The good news is that you can fix what is your fault. The bad news is that most micromanagers are too full of themselves, or busy doing everything themselves, to even bother trying.

Permanent link to this article: http://blog.ncm20.com/2015/06/building-a-high-performance-culture-part-21/

Dave Anderson

Building a High Performance Culture (Part 20)

This article is part of a multi-part series titled “Building a High Performance Culture” by Up To Speed Guest Expert, Dave Anderson, of LearnToLead®.

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Words that Work: Diligent

In this post on building a high performance culture I’m adding the word diligent to the words that work column, although diligence can hurt you if you’re investing it in the wrong habits or activities.

I’ll expand on diligent in a moment, but first do a quick review of the strong and weak cultural words so you can conceptualize the ideal culture to move towards, as well as what you must move away from culturally in order to maximize your organization’s potential.

Words that work and must be woven into culture:

Earn: to acquire through merit.

Deserve: to be worthy of; to qualify for.

Consistent: constantly adhering to the same principles.

Hope: grounds for believing something in the future will happen.

Catalyst: a person or thing that makes something happen.

Responsible: to be the primary cause of something.

Tough-minded: strong willed, vigorous, not easily swayed.

Loyal: faithfulness to one’s duties or obligations.

Passion: a strong feeling or enthusiasm about something, or about doing something.

Discipline: an activity, regimen, or exercise that develops or improves a habit or skill.

Commit: to pledge oneself to something.

Prune: to remove what is undesirable.

Wise: having or showing good judgement.

Words that hurt and must be weeded out of culture:

Fault: responsibility for failure.

Blame: to assign responsibility for failure.

Excuse: a plea offered to explain away a fault or failure.

Mediocre: average, ordinary, not outstanding.

Wish: to want something that cannot, or probably will not happen.

Entitle: a claim to something you feel you are owed.

Sloth: reluctance to work or exert effort; laziness.

Complacent: calmly content, smugly self-satisfied.

Maintain: to cause (something) to exist or continue without changing.

Apathy: a lack of enthusiasm, interest or concern.

Interest: to be curious about. (as opposed to being committed).

Foolish: lacking good sense or judgment.

The word diligent is defined as “giving constant effort to accomplish something.”

High performing cultures are those where the right things are done consistently, and where the team members diligently persist to see those right activities come to completion.

In order to maximize results, discipline must precede diligence. In other words, one must be disciplined enough to choose and execute the highest leverage tasks from the outset, and to say “no” to the distractions that arise in the process, before diligence is beneficial. Frankly, giving constant effort to stick with, or accomplish, the wrong something, or a low-return something, hurts an organization and stifles results.

The word “consistent” is a cousin of “diligent.” To be consistent means to “constantly adhere to the same principles”. Thus discipline chooses the right activity or principle; consistency ensures those same things are done repeatedly, and diligence ensures the actions are not only initiated but followed through to a successful completion.

Discipline, consistent and diligent are critical success traits demonstrated by highly successful people, and are a trait of highly performing cultures overall. Without discipline you’ll consistently put second things first, as you diligently move forward majoring in minor things.

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Permanent link to this article: http://blog.ncm20.com/2015/06/building-a-high-performance-culture-part-20/

Steve Hall

Two Quick Tips for Service Managers

Auto Mechanic

It seems these days everyone is pressed for time and running a million different directions. Because of this, your team can feel disconnected and often times alone in their jobs. They don’t get quality time with their supervisor and never get to really hear what is going on in the department or business. They have questions like, “are we doing well or not,” and “am I doing my job to your satisfaction, “or ”am I about to be the next ex-employee?” Most of the time employees don’t actually ask these questions; instead the questions just keep floating around in their mind.

It’s a shame when valued employees feel this way. After all, it doesn’t take a lot of information or interaction to make these questions disappear. With this in mind, today I would like to give you two quick tips you can implement, with no added expense. These two items can possibly help your employees feel more informed and secure in their jobs.

The first tip is the monthly wrap-up and kick-off meeting. According to Marcus Buckingham and Curt Coffman in the book First Break All the Rules, one of the key components to employee retention is making the employee feel they are part of the information stream within the business. One way to help your team with this is to hold a monthly kick-off meeting.

On the first day of the month, bring your departmental team together for a quick three to five minute kick-off meeting. Think pre-game speech for the professional sports team. This meeting can be held right in the service department around the lifts and vehicles during normal business hours. Have the attendee’s stand, so the meeting stays short. For the wrap-up part of the meeting, let them know how the prior month finished up. Cover items like departmental gross profit, or shop hours versus objective, and be sure to cover CSI. Don’t forget to congratulate a few employees that had stellar performance

For the kick-off portion, set the goals for the month that is starting. Be sure to acknowledge upcoming employee anniversaries and milestones. Include anything that is upbeat and challenge the employees to reach the goals that are set.  Giving just a couple minutes of your time, combined with the key information that is shared, will make the whole team feel like an integral part of the organization. This meeting costs nothing, but has a lot of value. By doing this you can bring the team together, and win together.

The second tip I would like to share today is coaching from the sidelines, not the locker room. I think that is worth restating. Do you coach from the sidelines or the locker room? Let me explain what I mean. You would never see a NFL coach hanging out in the locker room while the game is being played. They are found watching the action as it happens and coaching everyone on the team to perform better.

Now, put this into your everyday work life in the service department. Game time for the service department is every morning from about 7:30 to about 9:00. Where are you during this time? Are you hanging out in your office running reports, answering e-mails and reviewing numbers? That would be considered “in the locker room”. Should you be on the “sideline” watching the game and coaching the team while the action is happening? Yes.

Is there really anything more important to a leader than helping their team perform better?  Wouldn’t this also help the employees better understand how they are performing in their jobs? Keep this in mind each and every morning and spend the time directing the team, when the game is actually happening, then perform the behind the scenes work during the non-peak times of the day.

Remember that your team moves at the speed in which you lead them, and to lead you must be in front of them. Don’t focus on the wrong items. Put your efforts into your people and unleash the power of the team.

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Permanent link to this article: http://blog.ncm20.com/2015/05/two-quick-tips-for-service-managers/

Tom Hopkins

Success Begins in Your Mind

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Most people who fail in business fail because they don’t know how to keep their attitudes positive on a daily basis. They start their careers learning and practicing the basics, applying those ideas and end up making some money. Then, they go into a slump. They will stay in their slump until they go back to the fundamentals. Until then, they return to doing what they get paid for and accept failure and rejection without letting it stop them.

The key to success is in how you handle failure. Handling failure does not come naturally to most people. It is an acquired skill.

Some of your emotions tell you to sulk and avoid any situations in the future that are likely to put you in line to feel the pain of rejection again. Other emotions tell you to get more out of life for yourself and your loved ones. Concentrate on what you have to gain, and learn how to change your attitude toward rejection.

I am going to present five sayings that have helped me move forward in all areas of my life. Memorize them and recall them when you’re rejected or have failed to achieve what you wanted.

I never see failure as failure, but only as a learning experience.

Every sale that doesn’t go through is a learning experience; every challenge you have is a learning experience. Learn from your failures. Thomas Edison, who conducted more than ten thousand experiments on filaments before he produced a practical light bulb, was once asked, “How did you keep going after you failed more than ten thousand times?” Edison replied, “I did not fail ten thousand times; I learned ten thousand ways that didn’t work.” Like Edison, try to look at failure and rejection in a different light as a learning experience.

I never see failure as failure, but only as the negative feedback I need to change course in my direction.

Outside a restaurant with a lively bar, I once saw a gentleman who had too much to drink to try to unlock his car with the wrong key. No matter how many times he tried, the wrong key still didn’t work. After I’d talked to him into taking a taxi home, it occurred to me that sometimes we all keep using techniques that don’t work in our selling endeavors. We keep applying the wrong solution to the problem long after we’ve tried it and failed.

I never see failure as failure, but only as the opportunity to develop my sense of humor.

Have you ever had a traumatic experience involving a sales presentation? Three weeks later, you finally tell someone about it and suddenly that same event is hilarious. The longer you wait to laugh, the more that failure will hold you back. Make a determined effort to laugh sooner, and learn the trick of telling a good story on yourself.

I never see failure as failure, but only as an opportunity to practice my techniques and perfect my performance.

Every time you present your service to others and they don’t buy, at least they gave you a chance to practice. Many people don’t realize the importance of this. Learn to appreciate the opportunity to improve.

I never see failure as failure, but only as the game I must play to win.

Selling is a game. Life is a game. Both have their rules. Over the years, I’ve discovered that a single rule dominates every situation: Those who risk failure by working with more people earn more money. Those who risk less failure earn less. If you risk failure, sometimes you will fail. But every time you fail, you’re that much closer to success. Success demands its percentage of failure.

Work with these five attitudes toward rejection. What counts isn’t how many transactions fall out, how many doors slam, how many things don’t work out, how many people go back on their word. What counts is how many times you pick yourself up, shrug off failure, and keep on trying to make things come together.

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Permanent link to this article: http://blog.ncm20.com/2015/04/success-begins-in-your-mind/

Dave Anderson

Building a High Performance Culture (Part 19)

This article is part of a multi-part series titled “Building a High Performance Culture” by Up To Speed Guest Expert, Dave Anderson, of LearnToLead®.

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Words that Work: Wise

Words that Hurt: Foolish

In this post on building a high performance culture, I’m adding the word “wise” to the “words that work” column, and “foolish” to the list of cultural “words that hurt”.

I’ll expand on traits of both wise and foolish people, as well as strategies for dealing with both below. First, let’s do a quick review of the strong and weak cultural words so you can conceptualize the ideal culture to move towards, as well as what you must move away from culturally in order to maximize your organization’s potential.

Words that work and must be woven into culture:

Earn: to acquire through merit.

Deserve: to be worthy of; to qualify for.

Consistent: constantly adhering to the same principles.

Hope: grounds for believing something in the future will happen.

Catalyst: a person or thing that makes something happen.

Responsible: to be the primary cause of something.

Tough-minded: strong willed, vigorous, not easily swayed.

Loyal: faithfulness to one’s duties or obligations.

Passion: a strong feeling or enthusiasm about something, or about doing something.

Discipline: an activity, regimen, or exercise that develops or improves a habit or skill.

Commit: to pledge oneself to something.

Prune: to remove what is undesirable.

Words that hurt and must be weeded out of culture:

Fault: responsibility for failure.

Blame: to assign responsibility for failure.

Excuse: a plea offered to explain away a fault or failure.

Mediocre: average, ordinary, not outstanding.

Wish: to want something that cannot, or probably will not happen.

Entitle: a claim to something you feel you are owed.

Sloth: reluctance to work or exert effort; laziness.

Complacent: calmly content, smugly self-satisfied.

Maintain: to cause (something) to exist or continue without changing.

Apathy: a lack of enthusiasm, interest or concern.

Interest: to be curious about (as opposed to being committed).

Wise is defined as: having or showing good judgment.

Foolish is defined as: lacking good sense of judgment.

Keep in mind that wise doesn’t necessarily mean book-smart, and a fool isn’t necessarily an untalented dullard. In fact, sometimes the “fool” is the brightest person in the room. And while most people show signs of both wise and foolish behavior from time to time, the trait that dominates should best foretell their future with your organization.

What can accurately help you determine how to categorize one as wise or foolish is in how they respond to the feedback you give them on their behaviors. Author Dr. Henry Cloud specifically mentions the following differences. Pay close attention, because in order to build or sustain a strong culture it’s essential you have wise people throughout; those who respond as follows when receiving feedback on their behaviors and performance:

  • They thank you for it.
  • They own it; take responsibility for it.
  • They show remorse for unhealthy behaviors when you bring it to their attention.
  • Your relationship with them strengthens as a result of the feedback.
  • They change their behavior as a result of getting feedback.

You can take wise people far in an organization. Your investments in time, dollars, training, coaching and mentoring return to you exponentially over time as they grow and increase their capacity to contribute to the organization.

Unlike a wise person, the fool does the following when you give him feedback:

  • Externalizes it: He will blame others, conditions, and even you for their behavior or results: “You do the same thing!” etc.
  • Minimizes it: He will try to convince you his behavior or result isn’t that big of a deal: “I was only ten minutes late. What’s the big deal?”
  • Rationalize it: He will excuse it; say he had no choice based on the situation he was in, the options available: “Given the hand I was dealt, I didn’t have a choice,” etc.
  • The relationship weakens as a result of your giving feedback; the person withdraws, pouts, resents and tells others how unfair you are.

Your future with foolish people within your organization should be brief, at best. They demonstrate character flaws you cannot fix or change. They can fix or change them, but don’t seem to see the need for it.

 


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Permanent link to this article: http://blog.ncm20.com/2015/04/building-a-high-performance-culture-part-19/

Richard Head

Training is Necessary, But Not Sufficient

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Let’s take a look at what training is and is not, along with the real purpose of training: learning and development.

Learning is an individual and organizational effort aimed at helping employees acquire knowledge and skills required for the efficient execution of their current jobs.

Development provides on-the-job activities that allow employees to increase their knowledge,  skills, and performance so they can produce work of increasing importance to the organization.

A McKinsey study of companies’ opinions about problems with learning and development showed that:

  • 59% of senior managers don’t spend enough high-quality time developing their people
  • 45% of line managers are not sufficiently committed to development of people’s capabilities and careers

Deloitte’s 2014 Human Capital Trends report stated that fewer than 45% of businesses have a written plan for learning, largely due to lack of leadership and lack of planning. At the same time, the report states that employee development is one of the biggest factors in employee retention and engagement.

Robert Mager, one of the world’s leading authorities on the use of training and other techniques to solve employee performance problems, makes two important points about training:

Skill alone is not enough.

Skill, by itself, isn’t enough to guarantee on-the-job performance. In addition to skill, the employee needs:

  • Opportunity to learn and practice new skills
  • A supportive environment in which to practice those skills, and
  • Self confidence

Here’s another way to think of on-the-job performance: it’s a house that takes TIME to build and maintain.

  • Training provides knowledge, understanding, skills, and a certain level of confidence.
  • Incentives on the job provide everything from rewards and recognition, to the increased motivation and confidence that come with a job well done.
  • Management provides coaching, feedback, direction, support, and opportunity to practice the new skills.
  • Environment is the setting in which the new skills are practiced—the tools, equipment, and other resources to do the job, along with systems, processes, and a supportive culture.

Training can’t guarantee on-the-job performance.

Training can guarantee knowledge and skill, and can assist with self-confidence. But only managers can be held accountable for on-the-job performance.

Your employees can attend the best, most brilliant, most engaging training in the world, and they can come back to work all pumped up and ready to make a difference. But if incentives, management support, and environmental support are lacking — any of the other pillars of the house — then the house will collapse. Training will have been wasted. And, in many cases, the employee will be extremely dissatisfied because they feel the effort they put into learning new skills was wasted.

How does this apply to the retail automotive industry?

Many retail automotive businesses lack written policies, procedures, and processes – particularly when it comes to learning and development. Formalized recruiting, hiring, orientation, job descriptions, performance review processes, and training are at low levels compared with the average American business. In addition, low levels of employee training by the dealership, as evidenced by training dollars spent, contribute to lack of employee engagement and significant annual employee turnover.

NCM Associates’ proprietary composite for 2014 showed that dealers’ training dollars spent were:

  • 0.8% of Gross Profit
  • 0.107% of Sales (with a Benchmark® of 0.102%)

Compare training expenditures with the percentage of gross profit spent on advertising (1.6%) and you’ll be faced with the question, “If I spend twice as much money on advertising as I do training, are my people as prepared as they need to be when they’re doing their job? Is my spending in balance? Will my people be prepared to deliver the best possible customer service?”

The reality is, that on-the-job performance begins with training, but it can’t end with training. As managers and leaders, we must be prepared to do our part to ensure the training effort produces the results we want.


Learn more about the NCM Institute:

Permanent link to this article: http://blog.ncm20.com/2015/03/training-is-necessary-but-not-sufficient/

Dave Anderson

Building a High Performance Culture (Part 18)

This article is part of a multi-part series titled “Building a High Performance Culture” by Up To Speed Guest Expert, Dave Anderson, of LearnToLead®.

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A word that works: “Prune”

In this eighteenth post on building a high performance culture I want to put in the “words that work” column a word normally associated with gardening, but whose applications for improving an organization’s culture abound: prune.

I’ll expand on how pruning benefits culture momentarily, but to review the portrait of high performing cultures this series has presented take a moment to review both what must be woven into, and weeded out of, a culture to create optimal performance:

Words that work and must be woven into culture:

Earn: to acquire through merit.

Deserve: to be worthy of; to qualify for.

Consistent: constantly adhering to the same principles.

Hope: grounds for believing something in the future will happen.

Catalyst: a person or thing that makes something happen.

Responsible: to be the primary cause of something.

Tough-minded: strong willed, vigorous, not easily swayed.

Loyal: faithfulness to one’s duties or obligations.

Passion: a strong feeling or enthusiasm about something, or about doing something.

Discipline: an activity, regimen, or exercise that develops or improves a habit or skill.

Commit: to pledge oneself to something.

Words that hurt and must be weeded out of culture:

Fault: responsibility for failure.

Blame: to assign responsibility for failure.

Excuse: a plea offered to explain away a fault or failure.

Mediocre: average, ordinary, not outstanding.

Wish: to want something that cannot, or probably will not happen.

Entitle: a claim to something you feel you are owed.

Sloth: reluctance to work or exert effort; laziness.

Complacent: calmly content, smugly self-satisfied.

Maintain: to cause (something) to exist or continue without changing.

Apathy: a lack of enthusiasm, interest or concern.

Interest: to be curious about (as opposed to being committed).

To prune is defined as: to remove what is undesirable.

When pruning a bush, less than optimal branches and buds are removed so they no longer zap vital resources from those with the potential to become great. If left on a bush, the dying or dead branches create a visual blight, and cause the healthy branches to go over, under, and around their interference in order to reach their peak form.

In business, a candidate for pruning—what is undesirable and needing to be removed somewhat, or altogether—may range from ineffective or underperforming:

  • Policies
  • Processes
  • Strategies
  • Vendors
  • People
  • Products
  • Services
  • Investment dollars
  • And more

Unlike a sick branch, you don’t automatically remove the listed underperforming entities in organizational culture. Rather, there are three categories of pruning each may fit into. Understanding these three options creates a useful decision-making filter that allows you to make the right choices to build a high performing culture.

Category one: the entities that are good, but have little chance of becoming great. These are normally areas where, regardless of what you put into someone or something, you reap a diminishing return. Since it is good you don’t remove it, but realign time or resources into the aspects of your culture that have a chance to become great. The key word here is: realign.

Example: A solid performer you want on the team; but regardless how much time or training you give them they still produce around the same amount. You’ll need to realign some of what you’re investing in this person into someone who has higher upward potential.

Category two: entities that are struggling and not getting better. These are policies, people, strategies and the like where business as usual is not an option; something must change. You’re not ready to remove it yet, but you need to revitalize it.

Example: A marketing strategy that used to bring results but seems to have run its course. You’re close to abandoning it, but will try one new angle, a new medium, a new something to attempt to revive it. It could also involve a poor performer whom you’re close to terminating, but will try one last time to revitalize through training, or by transferring to a position they’re better suited for.

Category three: entities for which there are no hope. On a bush, this would be the branch that has died and is taking up space. In business this is someone or something you’ve tried to realign and revitalize, but you’re still not getting the desired results. This aspect of pruning mandates that it’s time to remove it.

Example: The performer that, despite your efforts to coach, motivate, and train continues to miss your standards. It could also be a product or product line that has outlived its usefulness; no marketing campaign has been able to save it. It’s time for it to go.

By realigning, revitalizing or removing what isn’t desirable, you are able to efficiently execute the disciplines within your culture that increase your success. Pruning is a key ally to leaders who understand that mediocrity is a dangerously seductive cultural infection; and unless they act on it their culture will become a host and carrier of its disease.

 


Dave Anderson on NCM OnDemand:

Permanent link to this article: http://blog.ncm20.com/2015/03/building-a-high-performance-culture-part-18/

Tom Hopkins

Winning Demonstrations

Car selling or auto buying

When it comes time to demonstrate a vehicle, you need to be very well prepared. Too many automotive salespeople invest most of their preparation time in vehicle knowledge, which is very important, but spend little time thinking about how to actually demonstrate vehicles so their clients quickly envision themselves as owners. There are very specific things you can do to accelerate their acceptance of a vehicle thus leading to more closed sales.

Before getting to the point of demonstrating, you have to use your other selling skills well. Let’s say you did just that. You used some of your excellent prospecting strategies to find a couple who need a new vehicle. You made a competent original contact and warmed them up nicely. They seem very comfortable with you. You qualified them as to their needs, by asking the right questions, and are confident you have a vehicle that will truly be good for them.

Now, it’s time for the show to begin, and you are the master of ceremonies. Are you properly prepared for this step in the sales process?

It’s important you note here that the vehicle is the star of your demonstration, you are not.

View yourself as a sort of matchmaker. The two parties you believe are a perfect match for one another are your product and this prospective client. It’s your job to introduce them and give them an opportunity to get to know each other.

Many salespeople falter and lose sales because they try to make themselves the stars of the demonstration. They want to show how well they know the vehicle. They spout off technical information about engine size, fuel economy, and handling that may be of little or no interest to the client. In fact, the client may not even understand what they’re saying.

Learn this now: Get yourself out of the picture. Let the vehicle shine! The people you are demonstrating to should be up close and personal with the vehicle. If they ask a question about the navigation system, tell them which buttons to push to make it work. Don’t do it for them!

The same goes for any buttons, dials or displays in the vehicle. You are the tour guide, not the chauffeur! If you’re not getting them directly and personally involved with the vehicle, you’re not selling. You’re showing. You need to get yourself off stage and be the one directing the performance instead.

When it comes to discussing service or warranties, be sure to have brochures and other items you can hand to the decision-makers that provide the details you will deliver verbally. Hand them your calculator to run the numbers for any questions that come up. Show testimonial letters from other satisfied clients. This creates both physical and emotional involvement.  The more involvement you get during the presentation, the more comfortable they’ll be with long term involvement with your product.

At the very least, have the stories about other clients who purchased this type of vehicle in mind, and how happy they are with it. Perhaps the experience of others might be just what’s needed to help this new client off the fence and into the driver’s seat.

collisioncenter

Permanent link to this article: http://blog.ncm20.com/2015/02/winning-demonstrations/

Tom Hopkins

Setting Realistic Sales Goals

Success conceptAchieving sales volume goals is one of the biggest challenges any automotive salesperson faces. This is a pretty straight forward industry. If you’re not making the cut, you can quickly find yourself cut from the team.

There are so many factors that can affect that final number, that you have to stay on top of every aspect of your sales activities and keep making client contacts.

Hopefully, you are dedicated, professional, and motivated to achieve your auto sales career goals. If you are not, read no further. Instead, start looking for another product to market, something that lights a fire in your belly, something you truly believe in.

If you aren’t truly excited about the product you are offering, it will show in your demeanor or in some little thing you say or do while with potential clients. They’ll sense it, and little doubts and fears will arise in them about purchasing your vehicle. So, first and foremost, in order to achieve anything in this business, you have to believe in your line of vehicles, in the company you represent, and in your own ability to excite others about them.

Let’s assume for now, though, that you do have the knowledge, the belief and the right attitude in place. How do you set and achieve the sales goals? Start, by setting a financial goal for yourself for the year. Break it down into quarters and months. Is the monthly goal realistic? If not, you either need to downsize your goal or super-size your skills. You decide.

Next, consider the average amount you earn on a typical automobile sale. Divide that into your monthly earning goal to see how many vehicles you need to move this month. Consider your gut reaction and first thoughts when you see that number. Is it one of “Hey, I can do that”? Or, is it, “Wow! How am I going to do that?”

If it seems easy, consider increasing your sales goal. If it seems like it will be a challenge, good. Your goal should be something that both excites you and makes you stretch a bit each month.

When you’re in stretch-mode:

  • You’ll be open to learning new ways of connecting with people.
  • You’ll look forward to making follow up calls and contacting those who are referred to you.
  • You’ll get out of bed in the morning with excitement to face the day and accomplish something positive.

This next step in achieving your goals is critical: Multiply your sales ratio by the number of vehicles determined above to learn how many people you need to connect with this month. Do you typically sell every fourth client you meet at your dealership? If so, your ratio is 1:4. If you need to get people happily involved in 10 vehicles to achieve your earnings goal, you’ll need to meet 40 of them in order to do so. That’s when you’re working with the law of averages.

Is it realistic for you to meet 40 people this month? If not, again, you either downsize your goals or learn new and better ways to meet people, put them at ease, and get them to like you, trust you, and want to listen to you.

That’s the bottom line of what selling is all about. People buy from people they like.

  • If you’re not like-able, you’re out of luck.
  • If you’re not knowledgeable, they won’t trust you.
  • If you want people to listen to you and take your advice about vehicle ownership, you have to learn to listen to them.
  • If you ask questions and get them talking, they’ll tell you exactly what they want to own…not just the make and model of the vehicle, but the features, the economy, the cool color, whatever it is that will make them say, “Yes, that’s the car for me.”

So, in getting back to these 40 people you need to meet this month, where are you going to connect with them? Hopefully, you’re not one of those salespeople who waits in the lot, hoping the company advertising campaign will bring ‘em in droves. To achieve your automotive selling goals, you have to invest time in reaching out to people all on your own.

Call your past clients to see if they’re still happy with their vehicles. These calls shouldn’t take more than two minutes each. It’s just a way of touching base, making them feel important and giving them an opportunity to tell you once again how happy they are. If they’re happy, you have the right to ask them for referral business. If they’re not, you need to know about it because their unhappiness can cost you a lot of future business.

Knowing your target for meeting people is the way to achieve the sales goals you’re reaching for.

desking

Permanent link to this article: http://blog.ncm20.com/2015/02/setting-realistic-sales-goals/

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