To Hire or Not to Hire

Guest writer John Dowling writes on the conundrum we face when considering whether to hire or not to hire as he weighs what matters more: skill or attitude.

Herb Kelleher and Simon Sinek have been quoted saying, “You don’t hire for skills; you hire for attitude. You can always teach skills.”  I believe most of us would agree with the above statement. At least in theory, if you are a hiring manager, most of you would like to say that you always hire for attitude and not just skills. The statement sounds great, but is it true in reality? Some jobs require some skills: heavy equipment technician, accountant, and engineer. There are such things as skilled labor, skilled jobs, or skilled trades. We would all agree that a candidate must have certain skills to succeed in a position.

 

What about experience? We talked about skills and attitude, but what about experience? How does experience weigh in on your decision to hire a candidate? We would all agree there’s a difference between a journeyman technician with 20-plus years of experience and a technician who just graduated from college. I need to get to the point: what should we look for in the candidate in the hiring process? And how important are skills, attitude, or experience? To keep things simple, at least for this blog’s sake, we could include experience under skills. Moving forward, we can discuss how important skills and attitudes are in the hiring process.

 

As mentioned, many of us would say we do or strive to hire for attitude. If we’re honest, most of us probably hire for skill over attitude. Why would we go against a principle, that is, to hire for attitude over skill, something that we believe to be true? Why do we always, or at least most of the time, hire for skill over attitude? How do I know this to be true? I have been a technician, service manager, branch manager, manufacturer field rep. and director of product support. As I read job descriptions for service managers and after reviewing all their qualifications or skill sets required for the job, I realized according to the job description, I wouldn’t even qualify for the job. Even though I know I’m overqualified and could do the job with my eyes closed. 

 

Why do we hire skills over attitude? Because we are lazy. Yes, I said it or, better yet, typed it. When we hire for skill over attitude, it is because we do not want to do the hard work of training, mentoring, and coaching. We do not want to do the challenging and demanding task of teaching the skill.

 

So let me try to tidy this up; a dealership has a couple of branches with service departments performing well and one underperforming. All three branches are in good markets, have new facilities, and have great brands, but the one service department is always lagging behind the others. After some investigation, they discovered they had two all-star service managers and one service manager struggling. Now, it’s easy to see where they could wrongly conclude that the issue is the service manager. Here’s the real issue: there are not enough all-star service managers to go around. That’s when we hire for skill. It would be great if we could hire another all-star service manager and move on. But in most cases, the dealership will terminate the service manager, hire another one, and repeat the cycle repeatedly, eroding employee satisfaction, which correlates to customer satisfaction. The department continues to decline because they cannot find another all-star service manager. 

 

Have you ever wondered why every professional baseball player does not make the All-Star team? Because only the All-Stars make the All-Star team—only the best of the best. If your business plan or strategy is only to hire all-star players, you will become frustrated and have a bloated payroll. Hiring only all-star employees, be it a service manager, parts manager, or store manager, to solve your performance issues is not a wise or prudent business decision.

 

Why is it not prudent to hire all-star employees to solve your problems? Because all-star employees don’t last very long. They either get bored with your inefficiency and lack of leadership, or your competitor offers them more money. Or to be frank, they will **** everybody off in your company, and you will be constantly dealing with HR complaints. This is not to say that all-star employees are bad, but rather to highlight the importance of a balanced team and the potential pitfalls of over-reliance on a few individuals.

 

Here’s another drawback of hiring all-star employees, or we can say hiring for skill instead of attitude. All-star employees will win at all costs. They will always find a way to be successful, even in an inefficient and poorly run business. Highly skilled employees will mask the true issue. For example, with our underperforming service department mentioned above, the issue wasn’t the service manager. The issue was poorly developed processes and procedures. The average service manager is set up to fail, and only high-performing, highly skilled all-star managers are the only ones who would have an opportunity or chance to be successful in that department. Here’s the point: as leaders, we must take the responsibility to develop processes and procedures that allow average to mediocre employees with great attitudes to shine. This gives us a more balanced team and opens a world of untapped potential in all employees, empowering them and making them feel responsible for their success. 

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Solving the Truck Driver Shortage, Whether It Exists or Not.

Guest writer Bob Rutherford brings us to a new vision with “Solving the Truck Driver Shortage, Whether It Exists or Not.” 

Solving the truck driver shortage, whether it exists or not.

A Paper by Bob Rutherford

The truck driver shortage is the Loch Ness Monster of the logistics world. Some swear it exists. Others think it’s a myth. The rest are just trying to make a dollar off the spectacle.

On one side is the American Trucking Association (ATA), which represents big trucking companies and claim there’s a shortage of 79,893 drivers in the U.S. Conversely, we have the Owner-Operator Independent Drivers Association (OOIDA), who says not only do we have all the drivers we need, but we might also have too many.

My plan to solve this so-called driver shortage? It’s as simple as it is fantastic. Let’s start with Dwight D. Eisenhower, who warned us about the military-industrial complex. You remember Ike, right? The president told us to beware of the monster under the bed, only for us to respond, “What bed?”

Here’s the deal.

America has always been a military-industrial complex. It’s in our DNA. We churn out war machines and warriors like McDonald’s churns out Big Macs, and anyone who says “Make America Great Again” needs a history lesson and a reality check. Even on our worst day we’re still the best house in a bad neighborhood.

The machine needs to be fed. And what does it need? People. Healthy, educated, patriotic people. One key ingredient for this human smoothie? 18-year-olds.

Back in my day, when we turned eighteen it was straight into the meat grinder of Vietnam. June 1966: Career Day in the gymnasium, where defense contractors, community colleges, private enterprises and military recruiters outnumbered the kids. The Marines sweet talked us into becoming Marine recruits with promises of camaraderie and delayed entry buddy programs. My friends and I signed up faster than you can say, “Semper Fi.”

That formative experience gave me a lightbulb moment: why not solve the truck driver shortage and the immigration conundrum in one fell swoop?

Brace yourselves for my ingenious plan.

Let’s set up permanent career day centers at strategic locations. Think of them as the DMV, but with less soul-crushing bureaucracy. Eighteen-year-olds and immigrants seeking asylum walk in and they don’t leave until they’re a cog in the great American machine. Dr. W. Edwards Deming said, “It is not enough to do your best; you must know what to do and then do your best.” So, we’ll train them to do precisely what the machine needs: Warfighters. And what do Warfighters need? Supplies.

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Managing the New Machine Sales Pre-Delivery Inspection Process.

This week is all about logistics, with guest writer Ron Wilson writing about “Managing the New Machine Sales Pre-Delivery Inspection Process.”

While my wife and I were sitting in a car dealership and listening to the salesperson explain there is a delay in completing the pre-delivery inspection, my memories of the importance of managing the New Machine Sales Pre-Delivery Inspection reoccurred.

Pre-Delivery Inspections provide a foundational starting point for the new machine in the following areas:

  • Customer Satisfaction: Ensures that the customer receives equipment that is fully functional and free of defects and matches what was ordered by the customer.
  • Safety & Compliance: Verifies that all safety features are operational and ensures that the equipment complies with all relevant regulations and standards.
  • Quality Control: Helps maintain high standards by catching and addressing any issues before delivery.
  • Minimizes Early Field Service Calls: A measure of success can be the number of hours the machine has operated from the first day it was delivered to the date first requesting repairs.

PDI Process at an Equipment Dealership Includes:

  1. Development of a PDI list:  The PDI list is usually a list of items recommended by the OEM, and specific areas that have been defined by the dealer. There are common items across all machines and specific items that have been determined based on previous warranty claims submitted to the OEM by the dealer and local dealer requirements.
  2. Receive Equipment: When new equipment arrives from the manufacturer, log it into inventory, schedule and prepare it for inspection.
  3. Assign and Conduct Inspection: Assign the PDI task to a qualified technician, ensuring they have the necessary tools and checklists. The technician performs the inspection, following the PDI checklist and documenting any issues found. 
  4. Address Issues and Final Check: Any defects or problems identified during the inspection are repaired or resolved. Proper warranty claim documentation is completed and submitted back to the OEM. This information can assist the OEM in addressing these issues at the factory, preventing future quality issues on other machines.
  5. Prepare for Delivery: Clean the equipment, gather all necessary accessories and documentation, and prepare it for delivery to the customer.
  6. Customer Handover: Review the PDI report with the customer, demonstrate key features, and address any questions they may have. Best practices of this process should include the machine sales and product support representatives being scheduled to be at the site on the delivery date. Depending on the machine a technician may need to be scheduled as part of the delivery.

Key Aspects of a Pre-Delivery Inspection

  1. Visual Inspection and Functional Tests
    • Check the exterior and interior for any damage, scratches, or dents.
    • Ensure that all parts and accessories are present and correctly installed.
    • Verify that labels, decals, and instructions are in place and legible.
    • Test all mechanical, electrical, and hydraulic systems to ensure they are operating correctly.
    • Check fluid levels (oil, coolant, hydraulic fluid) and top them up if necessary.
    • Verify that lights, signals, and indicators are functioning properly.
  2. Safety Features
    • Inspect safety features such as brakes, seat belts, alarms, and emergency stops.
    • Ensure compliance with safety regulations and standards. This may vary by client.
    • Test any software-based safety systems for proper functionality.
  3. Software and Firmware Updates
    • Check for any available software or firmware updates to be installed.
    • Verify that all digital systems are working as intended and are up to date.
  4. Performance and Operational Checks
    • Conduct performance tests to ensure the equipment operates within the specified parameters.
    • Test the equipment underload (if applicable) to ensure it performs as expected.
  5. Documentation
    • Review and complete all necessary documentation, including warranty forms, registration papers, and manuals.
    • Provide a detailed PDI report, noting any issues found and actions taken to resolve them.
  6. Final Preparations
    • Clean the equipment thoroughly, removing any protective coverings or shipping materials.
    • Ensure all accessories, tools, and documentation are included with the equipment.
    • Perform a final quality check to confirm that the equipment is ready for delivery.
    • Additional attachments are included as defined within the sales document.

Scope Creep of the NPI Process: Over time the NPI list can become outdated and excessive based on experiences that caused a task to be added to the NPI list and is no longer relevant. Some considerations when updating and managing the NPI list:

  • Is the task still needed or has it been addressed in the OEM machine assembly process?
  • Review the time allocated to perform each task. Can the task be connected to another task that would reduce the individual time needed to complete both tasks? 
  • Have there been/can there be efficiency gains that would improve and streamline the overall process? 
  • Updating and managing the PDI process is a critical step in the overall new machine delivery experience for the customer and managing the cost related to overall process within the dealership.

Here is an example of the impact (the numbers below are not actual but we can gain a sense of the impact).

Total units sold 1,000

Average hours per PDI 20

Total Hours 20,000

Hourly Rate $90.00

Total PDI Costs $1,800,000

PDI Cost Savings 10% $180,000

As can be seen a 10% reduction in PDI cost in the above example provides $180,000 for the Sales Department’s profit relating to these 1,000 machines. This also allows the technicians’ hours to be allocated to other revenue sources.

By following a thorough up to date PDI process dealerships can ensure customers receive high-quality reliable equipment, enhancing their overall experience and trust in the dealership, and control the dealership cost of the overall PDI process. A Win-Win for both the customer and the dealership.

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Top Lead Generation Tips for Equipment Dealers

Guest writer Debbie Frakes brings a practical issue to the forefront with this week’s blog post, “Top Lead Generation Tips for Equipment Dealers.” 

Lead generation is one of the most important tasks for equipment dealers. The process of finding people to work with ultimately boils down to locating businesses who use your products or services and adding them to your sales funnel, where they can be nurtured and converted into a customer. To help you out with this process, we’ve put together some key lead generation tips for equipment dealers that will make it easier to identify and add prospects to your sales funnel. 

Use market research to understand your current customers. 

Market research should be a key part of all your dealer strategies across your entire operation. One of the most important lead generation tips we can share with you is to survey your current customers, before you search for new ones. Surveys will show you which aspects of your business are most important to your customers, what sort of turnaround times they expect and which types of media they respond to. Once you understand that information, you can refine and target your emails, ads, web pages, and sales materials to focus on what the people in your industry care about most. The more effective your marketing campaigns, the more often prospects will enter and respond to your offers to become part of your sales funnel.

Collect information on your website. 

Your website can do a lot more than just highlight the products and services you offer. One of our top lead generation tips is to make it easy for people to give you their contact information throughout your site. Place forms on multiple web pages and, if you can, offer something in return for their information, like a brochure, discount, sample, or eBook with tips and best practices relevant to their business. Also, install a web tagging program that identifies visitors to your site, so you can contact them after they start engaging with your website.

Develop content often.

When it comes to lead generation tips, one of the key dealer strategies is to create content consistently for your website. You should be regularly adding blog posts, case studies, white papers, and videos. Consistent content creation will help improve your rankings from Google searches (SEO), helping more people find and visit your website organically. Plus, high quality content will establish your dealership as the expert in the industry, the most knowledgeable resource for information, products, and services, encouraging more equipment users to seek you out. 

Add chatbots to your site. 

Placing chatbots on your website is a crucial lead generation strategy for equipment dealers. Because chatbots are available 24/7, you can use them to generate leads even while you’re sleeping! Simply set them up to match your brand personality and voice, and they will be your 24/7 digital sales representatives.

Take advantage of every lead source.

Equipment dealers have a variety of sources for potential leads. The problem is that some of them are often neglected. Your sales team should prioritize the most fruitful lead sources, but if you have the time and resources, one of the top lead generation tips is to work them all. Here are some examples of lead sources for equipment dealers: 

  • Customers that are using one part of your business, but not the others
  • Email open reports that show who is interested in what you are sending.
  • Last purchase reports that indicate how long it’s been since someone has purchased.
  • Customer satisfaction surveys that provide feedback to identify unhappy customers.

At the end of the day, the more lead sources you work, the more customers you can bring in the door and increase your sales! 

Our partner, Winsby, can help you generate more leads. 

Winsby helps equipment dealers develop and implement successful lead generation plans using proven strategies. By combining effective emails with professional, easy to use websites, email list verification, calling, and reporting, they can ensure a steady stream of new business coming in the door.

If you have any questions about these lead generation tips or want help implementing your dealer strategies for marketing, contact Winsby today.  

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SmartEquip Sets its Sights on New Markets

This week we present an interview by Jenny Lescohier. She spent some time with Alex Schuessler to give this report: “SmartEquip Sets Its Sights on New Markets.”

Part of Ritchie Bros’ umbrella of companies, SmartEquip looks to expand its equipment lifecycle support and parts procurement platform across the globe

 

To the digital natives in today’s rental industry, SmartEquip’s presence as a service support platform might be taken a bit for granted. Its role has become so integral in its customers’ operations, some users might not be able to imagine the way things used to be done.

If you ask Alex Schuessler, founder, and president of SmartEquip’s International Group, he’ll tell you things have come a very long way since 2000, when the company started.

Alex Schuessler, founder & president, International Group.

 

SmartEquip now supports almost eight hundred suppliers worldwide and more than one hundred rental fleets on its system, including the top five global rental companies.

“For the typical rental company anywhere in the world, approximately 1% of overall spend is on parts. And yet, in the absence of our technology platform, because of the operational overhead associated with parts procurement, it will still be the most expensive type of purchase,” he notes. 

“First, you need to be a service technician to identify the right parts for your equipment. And when you get it wrong – which is often the case, because it’s very difficult to get the right parts for the right make, model, and serial number – the consequences are costly, not just in terms of service technician time, but also equipment performance: even if just one the 10 parts you order is wrong, that equipment will be down for at least another 24 hours.”

 

He adds, “Service technicians themselves are the most expensive employees in a rental operation, and they are increasingly hard to come by. So that’s really what we first focused on, and we subsequently became very obsessive about everything to do with the machine lifecycle and how to reduce associated costs along the way. The ultimate question was, how do we minimize downtime, and how do we accomplish this in an industry-spanning way?”

We talked with Schuessler to find out more about SmartEquip and how it’s affected the way rental companies procure parts and more. Here’s what he had to say:

Rental Briefing: What led you to SmartEquip?

Schuessler: I was originally trained as an economist and political scientist specializing in data science and worked as a junior professor at New York University. One of the things I was always very interested in was how to make the ever-increasing amounts of data the world was generating usable, and actionable for people who were not data scientists.

While I was at NYU, through a weird set of coincidences, I was asked to give some advice to a former Caterpillar executive who had just been invited back to help Cat launch a corporate rental initiative for dealers across South America.

I became one of the co-founders of a global equipment rental consulting group initially called Caterpillar Rental Services Network Inc. (CRSNI), which later rebranded itself as Script International.

We created rental locations across forty-five countries, initially across South America for dealers there, and later, across the Middle East and Europe, too. Much of what we did back in the 1990s found itself in what is known as The Cat Rental Store today.

While we’re doing that, as an economist I became very involved in modeling the power of rental in helping dealers cope with an environment of hyperinflation, as was rampant in those days. But I also began to look at fleet efficiency, return on asset, equipment lifecycle costs, and so many other things. I thought, there’s so much opportunity here for technology to drive efficiently.

We seed-funded SmartEquip with a focus on helping large equipment rental companies like United Rentals, Sunbelt Rentals, and NationsRent support service technicians and automate the procurement of tens of thousands of different parts from hundreds of different suppliers in an efficient, serial number-specific way to reduce service labor and equipment lifecycle costs and improve equipment uptime.

SmartEquip is both a service support platform but also a purchasing and procurement environment.

Rental Briefing: How has SmartEquip grown over the years?

Schuessler: Over the past 24 years, SmartEquip has grown to support almost eight hundred suppliers worldwide across more than one hundred rental fleets through its network, and this includes the top five global rental companies.

A major milestone was the 2021 acquisition of SmartEquip by Ritchie Bros. (now RB Global), which represented a movement in focus by RB Global, which had begun with the earlier acquisition of Rouse. RB Global has long been the global leader in supporting the buyer and the seller in the transactions of equipment, in maximizing the returns for buyers and sellers alike. With the acquisition of services companies, RB Global now turned its attention to maximizing the returns on owning equipment as well.

This, of course, has always been SmartEquip’s obsession: Our goal had never been to maximize the returns on an asset sale, but to maximize the returns on asset ownership.

RB Global bought Rouse a couple of years prior, given its focus on helping companies understand their performance by benchmarking pricing and utilization metrics using localized market information, and providing localized market values by showing in near-real time, what a fleet’s assets are worth in the retail and auction market.

With Rouse and SmartEquip, RB Global offers a full lifecycle experience to the owner, be it for the bookends of equipment acquisition and disposition, or the period of ownership in between the two. It’s become a very full set of solutions that covers everything that affects equipment owners, from the purchase itself, to helping determine when to sell, all while minimizing the cost of service and support along the way.

On a practical basis, the acquisition by RB Global provided us with access to a global corporate infrastructure, strategic accounts and partnerships which have all contributed significantly to accelerating SmartEquip’s growth.

Rental Briefing: What markets is SmartEquip focusing expansion on?

Schuessler: We are currently witnessing record growth rates, not just in North America, but across Europe and Asia-Pacific as well. In Europe we have sufficient penetration among the largest rental companies, who have taken the lead in making us an industry standard, such that we can now expand into supporting mid-sized rental companies as well.

In Asia-Pacific, Japan is a major focus due to its rental-focused market with over 85% rental penetration. Factors like low rental rates increase the potential impact not only of SmartEquip’s cost-reduction solutions, but also of the positive impact Rouse can have to make informed fleet management and capital allocation decisions. Two of the four largest Japanese rental companies are already on SmartEquip, and we are projecting significant growth for the years to come both here, as well as across other APAC nations such as Australia.

Rental Briefing: What challenges exist in these new markets?

Schuessler: Cultural differences can pose initial challenges to adoption, especially in Asia-Pacific markets like Japan, where relationship building is important. However, the goals of optimizing equipment utilization and costs are globally consistent, so the solution is remarkably robust across the international scope.

Unique local market factors may also impact SmartEquip’s solutions. For example, Japan’s low rental rates mean profitability for a given asset is often only achieved toward the end of its ownership lifecycle, at the point of resale. This increases the potential return on SmartEquip’s solutions that aim to reduce costs and inform optimal resale timing across the ownership period, and it increases the potential return on Rouse solutions, by helping users leverage their data to compete effectively and make informed, timely disposition decisions.

Understanding such nuances is crucial for SmartEquip to tailor its value proposition. While technology implementations may face initial hurdles, cloud-based offerings have made SmartEquip more accessible worldwide.

Partnerships are also vital, like SmartEquip’s strategic local partner in Japan that mirrors its business model and relationships. Overall, different markets represent greater opportunities due to SmartEquip’s unique ability to impact equipment ownership economics.

Rental Briefing: What is the SmartEquip e-commerce platform?

Schuessler: Originally launched as a “webshop” extension for equipment manufacturers who were already partnering with SmartEquip, the eCommerce platform has since evolved into a full-fledged solution for any company seeking to sell parts online.

Parts e-commerce requires far more extensive data structures than standard e-commerce applications, and this is where SmartEquip leverages its extensive industry knowledge to ensure accuracy and efficiency, alongside ease of use. This provides a far richer shopping experience in an equipment context, compared to general e-commerce platforms which cannot support the complex transaction surrounding parts.

Recent additions include more extensive options for online payments and user registration, supporting the use of the platform as a standalone solution rather than just an extension of SmartEquip’s Network. It has seen success with manufacturers and with dealers and rental companies who are also selling parts to their customers.

Published on 21 May, 2024

About International Rental News (IRN)

International Rental News (IRN) is written for equipment rental companies worldwide. Our readers operate in sectors including construction, general industry and events, and rent equipment including construction machines and tools, aerial platforms and telehandlers, portable accommodation, shoring equipment, and power and heating and cooling equipment.

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How to Become an Advocate for Skilled Trades

Guest writer Jim Dettore returns this week with a look ahead to career pathways in “How to Become an Advocate for Skilled Trades.”

How to Become an Advocate for Skilled Trades: Promoting Mechanical Repair and Maintenance Careers.

In today’s society, skilled trades are the unsung heroes, ensuring that everything from our cars to our homes and our infrastructure runs smoothly. Despite their vital role, these professions often don’t receive the recognition they deserve. If you’re enthusiastic about promoting careers in mechanical repair and maintenance and want to become an advocate for skilled trades, here’s how you can get started.

Develop a Strong Work Ethic and Versatility

Understanding and promoting skilled trades starts with a solid work ethic and versatility. Immerse yourself in learning and performing various tasks within the mechanical repair and maintenance fields. Firsthand experience will provide you with the credibility needed to advocate effectively.

Gain Relevant Experience

Firsthand experience is crucial for speaking convincingly about the importance of skilled trades. Seek opportunities to work in various trades, particularly in mechanical repair and maintenance. Volunteering, apprenticeships, and side jobs in different sectors will help you build a diverse skill set and a deep understanding of the trades.

Hone Your Communication Skills

Effective communication is key to advocacy. Whether through public speaking, writing, or social media, improving your communication skills will help you reach a wider audience. Join a public speaking club, start a blog, and engage with audiences on platforms like YouTube, Twitter, and Instagram.

Create Compelling Content

Content creation is a powerful way to reach a broad audience. Start a YouTube channel dedicated to mechanical repair and maintenance, where you can post tutorials, interviews with professionals, and behind-the-scenes looks at various trades. Complement this with a blog and social media posts to share tips, success stories, and industry news.

Advocate for Skilled Trades

Advocacy can take many forms. Speak at schools and community events about the importance of skilled trades. Support scholarships for trade schools and promote the value of blue-collar work through your platforms. Collaborate with trade associations to create apprenticeship programs, participate in trade shows, and career fairs.

Network with Industry Professionals

Building relationships with professionals in various trades and media is essential. Join trade associations, attend industry events, and engage with online communities. These connections can provide valuable insights, opportunities, and support for your advocacy efforts.

Stay Informed and Educated

The world of skilled trades is constantly evolving with innovative technologies and industry trends. Stay up to date by reading industry publications, taking courses, and participating in workshops. This knowledge will ensure your content remains relevant and valuable to your audience.

Be Authentic and Relatable

Authenticity is crucial for connecting with your audience. Be genuine in your interactions and content. Share your successes and challenges honestly and let your passion for the trades shine through.

Seek Media Exposure

To amplify your message, seek opportunities for media exposure. Pitch stories to local news stations, appear as a guest on podcasts, and collaborate with influencers in related fields. The more visibility you have, the more impact you can make.

Leverage Your Existing Skills and Interests

If you have a background or interest in a particular field, use that as a starting point. For example, if you have experience in Failure Analysis, create content around that expertise and expand from there.

Conclusion

Becoming an advocate for skilled trades, particularly in mechanical repair and maintenance, is a rewarding and impactful endeavor. By developing your skills, creating engaging content, and building a strong network, you can highlight the essential work of tradespeople and inspire a new generation to pursue these rewarding careers.

Are you ready to roll up your sleeves and dive into the world of skilled trades? The journey starts now, and the possibilities are endless.

About the Author: Jim Dettore

Jim Dettore is a resolute educator and industry expert, teaching thousands of students in heavy-duty component failure analysis. With a wealth of experience and a deep passion for giving back to the industries he works in; Jim is committed to training the next generation of skilled tradespeople. His dedication to education and advocacy for skilled trades ensures that the vital work of mechanical repair and maintenance professionals is recognized and valued. Through his teaching and outreach, Jim continues to inspire and empower future leaders in the field.

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The Student: A Short History

This article was written by Michael S. Roth from The Wall Street Journal. Appeared in the May 18, 2024 print edition. Teaching teachers new tricks.

The U.S. has the world’s best universities and, it sometimes seems, the world’s worst students. This is because most universities have two business models. One is research and development in concert with the private sector, and the creation of new patents. The other is keeping young people off the streets and the unemployment rolls, and using other people’s money—parental savings, student loans—to advance programs of indoctrination inimical to most Americans. 

The Student. A Short History

By Michael S. Roth

The first business attracts the cream of the world’s scientists and makes the U.S. the world’s leading innovator. The second is clotted with identity-based tokenism, political extremism, bureaucratic incompetence, intellectual imposture, and students who can’t spell. Not to mention, especially on Ivy League campuses, antisemitism. University presidents pander to the mobs, and professors link arms to defend their protégés. 

Democracy requires educated citizens. Government needs competent servants. The education system produces neither in sufficient number. From your local preschool to the Harvard Kennedy School, American education is failing the public. But it was not always this way, and it doesn’t need to be.

Michael S. Roth is the president of Wesleyan University, and his book “The Student” is an instructive and idealistic apologia for the ideals of instruction, from Confucius and Socrates to the clowns and communists of current educational theory. An apologia is not an apology—as medieval students knew; an apologia is a defense or justification—but Mr. Roth’s is welcome anyway.

The means and ends of education, Mr. Roth shows, have always changed to reflect their time and place. He begins with the ancients: Confucius (“harmonious integration”), Socrates (“critical self-awareness”) and Jesus (“renewal through the acceptance of a mentor’s path”). Confucius, Socrates, and Jesus didn’t write anything down, so we must take their students’ word about their pedagogical aims.

Confucius, the son of a nobleman who had lost his social footing, lived in disordered times, and wrote in exile, like Machiavelli but with morals. Confucian educational theory inculcated private virtue (de) in the service of public benevolence (ren). The ideal student is a junzi (learned gentleman), the ideal result a “harmonious collective.”

Socrates was born in 469 B.C., about a decade after Confucius’ death. Unlike many of today’s professors, Socrates was good with his hands and was proud to defend his homeland. “His stonemason father taught his son the family trade, and Socrates fought for Athens against the Spartans in the Peloponnesian War. One student, the soldier-historian Xenophon, depicts Socrates as the practical man who teaches that eupraxia (well-being) comes from successfully completing a challenging task. Another, Plato, depicts Socrates as an ironic trickster, whose irritating questions teach that self-knowledge begins in recognizing your own ignorance.

Athens’s oligarchy executed Socrates for “corrupting the youth.” 

Jesus was also executed for political reasons. He taught, Mr. Roth writes, neither Confucius’ “return to tradition” nor Socrates’ “conversational encounters,” but pursued the “transformative dimension of learning” to the highest level, total rebirth. This method creates disciples and revolutionaries, not students and bureaucrats. Socrates would have appreciated the irony, and Confucius the results, of how Christianity remade education.

Before the modern age, the ideal education was private: small groups of adepts or followers, and tutors in the homes of the wealthy. The university was born in medieval Europe to train staff for the Catholic Church. It was reborn in early modern Europe during the Protestant Reformation and the Enlightenment. As the means of education went public, its ends changed from teaching Christian dogma and training bureaucrats to reviving the Greek “spirit of critique” (” critical thinking,” as educators now call it) and socializing liberal-minded gentlemen. The proto-modern student appears late in the Renaissance. Hamlet (home from Wittenberg U.) is anguished, antagonistic, depressed, pushing thirty and entirely dependent on his parents. Shakespeare, the son of a glover, did not attend any university.

Mass democracy requires mass education, and that, gradually, opened the university to all. The early 20th-century American university was both a finishing school for idlers and a social and professional escalator for women, African Americans, and the children of immigrants. The contradictions in the student body heightened in the decades after 1945. The GI Bill and the removal of racist quotas allowed adult students to study seriously and made university admissions more meritocratic, but “corporatization” and credentialism conformity also intensified.

“The great object of Education,” Emerson wrote, should be “commensurate with the object of life.” He meant the inner life, not social life, or the pursuit of a “vulgar prosperity that retrogrades ever to barbarism.” But, like Ophelia with Hamlet, today’s American student receives mixed messages. One is the Romantic ideal of education as personal liberation; the other is the Enlightenment ideal of ordering society by reason and specialization.

Mr. Roth is alert to these complexities, but he struggles to explain what happened to student identity in the 1960s. Why did the leaders of the freest and most comfortable generation in human history become Trotskyites and Maoists? Why, when the students asserted their Kantian right to educate themselves, did their independent minds all conform to the same repressive political ideologies?

The usual parochial reasons (civil rights, the Vietnam draft, campus curfews, sex-segregated dorms) are insufficient. The rebels of 1968 lost the battle but won the war by retreating to the campus, inducting generations of students into the myth of revolution and sending them on the long march through the institutions. More than the internet, the prime site of radicalization today is the elite private university. As Mr. Roth notes, if the good student is a true believer, there is no place for Socrates’ “ironic skepticism.” A degraded Confucianism endures because the ever-expanding bureaucracy needs managers.

The university has always been a Ship of Theseus, sailing on even as all its original timbers are replaced. It has mutated into the allegorical Ship of Fools, a vessel for vanities. The crew is now cannibalizing itself, like the shipwrecked sailors in Théodore Géricault’s “The Raft of the Medusa” (1819). Salman Khan’s “Brave New Words” suggests it can be refloated on the ocean of artificial intelligence. AI, Mr. Khan believes, can combine the personalized ancient model (“the kind of tutor Aristotle was Alexander the Great”) with the impersonal modern model (“the utopian idea of offering mass public education to everyone”).

Mr. Roth asks if certification by “a teacher (or both)” is “the capitalist version of Confucian harmony,” with teaching reduced to “lessons of conformity;” students should be so lucky. As the founder of the tutoring firm Khan Academy, Mr. Khan has done more than anyone to compensate for the failings of old-school education. He is blunt about the unsustainable inadequacy of a system in which three-quarters of graduating high schoolers “lack basic proficiency in writing” and “a majority of students, even the ones who graduate from high school and then decide to go to college, do not even place into college-level math.”

The alternative ideal, advanced in this readable and cheery view of the academic apocalypse, would grant “every student on the planet” access to “an artificially intelligent personal tutor” that could debate with them, fine-tune their writing, and suggest “new ways of experiencing art and unlocking their own creativity.” It would be enough for them to learn to read and write.

As the fates of Socrates and Jesus teach us, terrible things are often done in the name of the public good. 

Mr. Khan, of the Kahn Academy, recommends that students ask their AI to help “generate a first draft” of essays, but admits that the line between “help” and “cheating” is unclear. He recognizes the need for data protection and “guardrails” to avoid “bias and misinformation” but admits “uncertainty” about how these guardrails should be designed, because AI is a new frontier.

We have already crossed it. While Mr. Khan dreams of a “real, ethical, responsible tutor sitting next to your child when they do anything on the internet,” the emerging reality of this fraternal image is Big Brother, under orders from the Education Department and the American Federation of Teachers. Some teachers get flustered by directing the traffic at drop-off and pickup. They won’t have the time to micromanage the digital education of every child.

AI will take over because it is efficient, cheap, and nonunionized: Khan Academy serves more than one hundred million students a year on an annual budget of about $70 million: “equivalent to the budget of a large high school in many parts of the United States.” Mr. Khan believes that teachers won’t be thrown overboard in the name of efficiency, because teaching is an “essential profession.” But if AI will shortly “automate almost any traditional white-collar process,” why should teachers be spared?

The same goes for university students. AI, Mr. Khan writes, can be trained not to favor college applicants by “race, religion, gender, or age”—but it won’t, because that would be political anathema. AI can also detect cheating which is endemic in college papers—but that would be bad for the university business.

Though universities will fight to retain their pre-digital monopolies, the writing is on the whiteboard. Why take out a government-issued mortgage on a traditional credential for a white-collar job that no longer exists? What kind of eupraxia would students get from completing a task in which AI did the demanding work? Anyway, we don’t need more social workers, gender students and Marxist literary theorists. We need plumbers, nurses, and soldiers: people trained to do the jobs that AI cannot yet do. Socrates’ father was right: Stonemasonry is a job for life.

Mr. Green is a Journal contributor and a fellow of the Royal Historical Society.

Copyright ©2024 Dow Jones & Company, Inc. All Rights Reserved. 

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Are You Thinking About Clowning Around with Six Sigma?

Guest writer Bob Rutherford expands upon the writings he has shared on his LinkedIn as of late with “Are You Thinking About Clowning Around with Six Sigma?”

The other day, I had a Zoom meeting with a befuddled CEO in India who was interested in me giving him the lowdown on Six Sigma since I have been writing extensively about leadership and Doctor Deming on LinkedIn.

So, with a heavy heart and a light sense of irony, here’s the breakdown of this so-called revolutionary quality management system that I shared with him:

The Great Statisticians.

Ah, the legends of modern Quality, the statistical superheroes—Dr. Shewhart, Professor Deming, Professor Chambers, Dr. Taguchi, and Dr. Wheeler. They laid down the law of quality like bosses. Deming even came up with his “14 points for management,” a kind of list of quality commandments for bewildered executives. Who doesn’t love a good commandment from on high, especially when it’s dressed up in statistical jargon?

The Dropout Disaster. 

Enter stage left, an obscure dropout from Uni and a Motorola employee, Mr. Bill Smith. He took Deming’s pearls of wisdom and, like a toddler with Play-Doh, molded them into something unrecognizable. His little experiment resulted in a quality apocalypse, with a mean shift of 1.5 sigma. Bravo, Mr. Smith! Because nothing says “quality” like a dropout with a wild idea and a dab of statistical ignorance.

The High School Huckster. 

Then there’s Harry, Mr. Smith’s partner in statistical crime. A high school teacher with the ethics of a used car salesman, Harry smelled opportunity. He concocted a theory so convoluted that even Einstein would scratch his head. His stroke of genius? Turning Smith’s catastrophe into the cornerstone of Six Sigma, complete with colored belts and logic filters. A true visionary, or maybe just a master of bamboozlement, because what’s a good scam without a touch of intentional obfuscation and some colorful accessories?

The Gullible CEO. 

But wait, there’s more! None of this would’ve taken flight if it weren’t for Neutron Jack, the CEO with a penchant for blindly throwing money at anything that sounded vaguely smart. Despite not understanding a word Harry said, Jack coughed up a cool billion like it was pocket change. Ah, corporate brilliance at its finest. In other words, who needs comprehension when you’ve got deep pockets and a desire to appear cutting-edge?

The Consultant Crawl. 

And lo and behold, with the birth of Six Sigma came a swarm of consultants, emerging from their hiding places like rats in a cheese factory. Eager to sink their teeth into the juicy pie of corporate ignorance, they led countless companies down the garden path, promising miracles and delivering mediocrity because what’s a scam without an entourage of opportunistic consultants, right?

The Fallout. 

Unsurprisingly, the Six Sigma saga ended about as well as a Shakespearean tragedy. According to the gospel of Qualpro, a whopping 91% of Six Sigma companies ended up belly-up. And let’s not forget the shining examples of success—like Ford, proudly boasting a 1 in 5 defective parts average, or Boeing, cutting costs and casualties with equal fervor. Why settle for success when you can have mediocrity and tragedy wrapped in a shiny Six Sigma bow?

The Emperor’s New Clothes.

In conclusion, dear CEOs of the world, Six Sigma isn’t just a quality management system—it’s a masterpiece of deception, a comedy of errors, and a tragedy of epic proportions. So, let’s raise our colored belts to Mr. Smith, Harry, Neutron Jack, and the legion of consultants who turned a simple idea into a billion-dollar farce. 

Bravo, indeed.

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Daimler and Volvo announce truck tech partnership

A paper by Jason Cannon

 

Aloha

I thought that I should share this across our blog community because of what this represented. 

Volvo and Daimler sharing software is a truly significant happening. I congratulate them for thinking about their customers first. 

If only there was a standard platform for all equipment manufacturers so allow their customers to select software that they want to track all of their equipment regardless of brand. Think about the possibilities. Electronic Catalogues. Standard Times for Repairs and Maintenance. Instructions on performing repairs. Special glasses like BMW Augmented Reality from the 1990’s to talk to a technician performing a repair and telling them the tools to use, the specification, the repair steps all with graphics on the glasses. Just imagine that.  

Daimler and Volvo announce truck tech partnership.

By Jason Cannon

Volvo Group and Daimler Truck have reached a preliminary agreement to establish a joint venture to develop a common software-defined vehicle platform and dedicated truck operating system, which the companies expect will provide the basis for future software-defined commercial vehicles and make the new joint venture a leading developer of standardized hardware and software. 

 

This technical basis, the companies said, will then enable Volvo Group and Daimler Truck – 50/50 partners in the joint venture – and potentially other partners to provide “differentiating digital vehicle features for its products, ultimately enhancing customer efficiency and experience.” The joint venture is set to be headquartered in Gothenburg, Sweden, incorporating existing assets and resources of both companies into the new organization. The goal, both stakeholders said, is “to set the industry standard for a truck operating system and offer its products to other OEMs as well. To that end the joint venture will provide a common developer platform as a service, on top of which its customers can build differentiating software layers.” 

 

The two commercial truck giants in 2020 established a joint venture to develop hydrogen fuel cells. That joint venture, named cellcentric, included operations in Nabern, Germany, headquarters of the Mercedes-Benz Fuel Cell, with production facilities in Germany and Canada.

 

“Given the rapid transformation of our industry, it makes sense to collaborate to accelerate development, increase volumes and share costs. Software-defined heavy-duty trucks represent a paradigm shift in the transformation of our industry,” said Martin Lundstedt, Volvo Group president and CEO. “Making the truck a programmable device with standardized hardware and operating system for fast product updates will give both companies the opportunity to create value for our customers and their customers though differentiating digital services and solutions. Partnership is truly the new leadership.”

 

The Volvo Group and Daimler Truck venture will operate as an independent entity, with the two continuing to be competitors in all other areas of business.

Jason Cannon has written about trucking and transportation for more than a decade and serves as Chief Editor of Commercial Carrier Journal. A Class A CDL holder, Jason is a graduate of the Porsche Sport Driving School, an honorary Duckmaster at The Peabody in Memphis, Tennessee, and a purple belt in Brazilian jiu jitsu. Reach him at ja*********@***********ly.com

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Nurturing the Future of Leadership: A Path Toward Collaboration and Empathy 

Our founder Ron Slee is back this week with a piece on leadership in today’s world, “Nurturing the Future of Leadership: A Path Toward Collaboration and Empathy.”

In a world where the dynamics of the workplace are ever evolving, the traditional models of management and leadership are being challenged and reshaped. The call for a transformative shift towards more collaborative and nurturing approaches in leadership has never been louder, particularly as we delve into the complexities faced by young leaders in today’s workforce. We will explore the essence of this shift, drawing upon a variety of insightful perspectives and examples, including the remarkable career of Tom Brady as a metaphor for unwavering dedication and work ethic.

The Urgent Need for Evolution in Leadership

Recent statistics shed light on a concerning trend: a sizable portion of men aged 20-35 are opting out of the workforce. This alarming data points towards deeper issues within our organizational structures and leadership models. It suggests a pressing need for leaders who not only inspire but are also willing to invest in the development of their teams, recognizing that the growth of individuals within an organization is crucial for long-term success.

Embracing the Tom Brady Work Ethic

Tom Brady’s illustrious career is not just a story of athletic success; it’s a testament to the power of dedication, resilience, and leadership. Brady’s journey beautifully illustrates what it takes to lead with commitment, highlighting that a similar level of dedication is essential for those aspiring to be successful leaders in any field.

The Challenges of Talent Development

One of the key discussions revolves around the challenges of developing talent within organizations. It’s noted how perceptions of individuals can vary dramatically at various stages of their careers. This variability underscores the importance of nurturing talent with a keen focus on mitigating weaknesses and bolstering strengths. The transition of top sales performers into managerial roles, a common scenario in industries like United Rentals and OEM dealerships, is fraught with difficulties, including high turnover rates. This situation highlights the critical need for managers to truly invest in their team’s development, ensuring that each member feels valued and supported.

Prioritizing People Over Profits

A significant critique is raised against the inefficient assignment of technician jobs and the prevailing lack of empathy and effective communication with customers. Drawing from a Harvard study, the discussion advocates for a leadership approach that prioritizes customer and employee satisfaction over mere profit. This principle is not only ethical but also strategic, as it fosters a loyal customer base and a motivated workforce.

Learning from Industry Leaders

The text brings to life the mentorship approach of Matt Gaffett and others who exemplify credible leadership. Through personal anecdotes and industry examples, it illustrates the profound impact of genuine concern for employees, effective feedback, and the implementation of process improvements. Such leaders not only champion open communication but also embody the empathetic and strategic planning required to navigate today’s complex business environment.

The Call for a Paradigm Shift

Incorporating insights from Charles Handy’s “shamrock” organizational model and Peter Drucker’s thoughts on distribution channels, the discussion extends to strategic organizational structures and strategies. It emphasizes the necessity of understanding customer expectations and adapting workplace conditions to meet these demands. A notable partnership in the material handling industry serves as a case study for the importance of aligning organizational strategies with customer needs and conditions on the ground.

Conclusion: Cultivating a Culture of Empathy and Collaboration

The narrative weaves together a compelling argument for a paradigm shift in leadership and management practices. It calls for a move away from hierarchical, transactional models towards a more nurturing, empathetic, and collaborative approach. By focusing on the development of individual employees and fostering a positive organizational culture, leaders can pave the way for long-term success. In embracing these principles, we not only create more resilient and adaptive organizations but also contribute to a more inclusive and empowering workforce.

The Time is Now.

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