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Friday Filosophy v.09.17.21

FRIDAY FILOSOPHY v.09.17.21

Samuel Langhorne Clemens (November 30, 1835 – April 21, 1910), known by his pen name Mark Twain, was an American writer, humorist, entrepreneur, publisher, and lecturer. He was lauded as the “greatest humorist the United States has produced. He was raised in Hannibal, Missouri and left school after the fifth grade to become a printer’s apprentice. When he was 18, he left Hannibal and worked as a printer in New York City, Philadelphia, St. Louis, and Cincinnati, joining the newly formed International Typographical Union, the printers trade union. He educated himself in public libraries in the evenings, finding wider information than at a conventional school. Twain studied the Mississippi, learning its landmarks, how to navigate its currents effectively, and how to read the river and its constantly shifting channels, reefs, submerged snags, and rocks that would “tear the life out of the strongest vessel that ever floated”. It was more than two years before he received his pilot’s license. Piloting also gave him his pen name from “mark twain“, the leadsman’s cry for a measured river depth of two fathoms (12 feet), which was safe water for a steamboat.

  • It is better to keep your mouth closed and let people think you are a fool than to open it and remove all doubt.
  • The secret of getting ahead is getting started.
  • Whenever you find yourself on the side of the majority, it is time to pause and reflect.
  • If you tell the truth, you don’t have to remember anything.
  • Age is an issue of mind over matter. If you don’t mind, it doesn’t matter.
  • Don’t go around saying the world owes you a living. The world owes you nothing. It was here first.
  • Do the thing you fear most and the death of fear is certain.
  • Courage is resistance to fear, mastery of fear, not absence of fear.
  • There are basically two types of people. People who accomplish things, and people who claim to have accomplished things. The first group is less crowded.
  • Do the right thing. It will gratify some people and astonish the rest.
  • The human race has one really effective weapon, and that is laughter.
  • We have the best government that money can buy
  • I don’t like to commit myself about heaven and hell – you see, I have friends in both places.

The Time is Now.

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Have You Noticed What Is Happening?

Have you Noticed What is Happening?

For the last several months I haver been receiving phone calls and emails asking me how dealers should be navigating this current workforce problem. Have you noticed? Let me give you some facts to consider. As of this writing there were 10,934,000 job openings in the USA. That is the highest number ever. Unemployment stands at 5.2%. The long term unemployed (more than 26 weeks) stands at 3,200,000. Surveys tell us that 5,700,000 people who are unemployed want a job. The average work week stands at 34.7 hours and the private non-farm average hourly pay is at $30.72.

Those are the facts. Are you looking for an individual to fill an opening you have in your business? Well perhaps this might give you pause. Gallup research from earlier this year, 2021, found that 48% of the American Workforce was actively looking to change jobs. What do you think is motivating people to want to change jobs? That same survey found that the real problem is employee disengagement. Patrick Lencioni in his book “The Three Signs of a Miserable Job” called it Irrelevance. The employees don’t feel that they are relevant to their employer.

Some of you will use this as ammunition to get everyone back to work in the office. That working from home caused this problem. Don’t come to that conclusion too quickly. It is not correct. Some jobs are more effectively done away from the traditional workplace. Yes, it will take some time to work this out. But make no mistake it is happening now.

Let’s return to Gallup for the reasons for this feeling of “disengagement.” The three most common reasons were:

  • Not seeing opportunities for development
  • Not feeling connected to the company’s purpose
  • Not having strong relationships at work

This is causing a major change in the role of management. Jon Clifton, Global Managing Partner at Gallup notes that even though 64% of the survey respondents didn’t feel engaged at work, that the proportion of engaged workers is growing over time. “One reason is that management strategies are changing. Companies are no longer promoting people to management roles because they are good at their job. Rather, they’re looking at management as a skill in and of itself, and making sure people are good at managing others before giving them more direct reports. Good managers mean more engaged employees and less turnover.” And to me here is the kicker. Employees that are engaged at work are far less likely to leave. Gallup found they’d need to be offered a 20% pay increase to even consider leaving.

I hope you, like I, consider this to be rather sobering news. This news should also force you to do some serious thinking about how you operate. How you engage your employees. Of course, this is nothing new, is it? You should always have been engaging your employees in the business. Who doesn’t know that? But please think about it. How do you engage your employees in your business?

  • Do you have perfunctory state of the company meetings once a quarter where the “Management” tours the stores and shares results with everybody? How is that going for you? Perhaps the Pandemic stopped that mode of communications. No, that is not engagement. That is public relations. What about the day- to-day interaction between the employee and their team leader, their direct supervisor? What do they talk about? What is your employee turnover rate? What do the employees who are leaving, tell you in exit interviews? Do you even do exit interviews? If you don’t do exit interviews you should ask yourself why you don’t.
  • Do you have annual performance reviews with each employee at least once a year? Sonya Law, one of our talented bloggers, has been writing about this for some time. We did Part #1 of a Podcast a couple of weeks ago and Part #2 will be coming shortly. Not very many businesses provide these performance reviews. They are missing a huge opportunity. Continuous improvement opportunities. Don’t forget that the person doing the job knows more about that job than anyone else. They can tell you ways that things can be made better. For them and for the company. This also give the supervisor the opportunity to explore what it is that the employee would like to do next, what they would like to learn. This is another way that employee engagement can be improved.
  • Do you offer, and pay for, any learning that the employee does? Amazon just announced that they will pay for all University education for their employees. Do you do that? Do you offer training programs for all employees? What we at Learning Without Scars advocate, and strongly so, is that each employee should take a Job Function Skills Assessment each year. This should be one of the foundation blocks for the annual review. This is also the gateway to discussions on classes and learning that the employee wants or needs.

Those are three simple questions that need to be answered if you are seriously wanting to protect your business by having your employees truly feel and believe that they are engaged. The choice is yours. This time, however, the consequence for no action is serious.

The time is now.

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Friday Filosophy v.9.10.21

September 10, 2021

FRIDAY FILOSOPHY

Throughout history, women have been working hard to ensure that the female voice is heard. Whether that means working in politics, becoming an activist for social change, or breaking barriers in athletics, women have gone the extra mile to gain equality and advocate for a better world. Regardless of age, race, or nationality. By working with purpose and confidence, women demonstrate that having strength and tenacity doesn’t mean sacrificing your vulnerability. And all of these quoted women show that failure shouldn’t be an obstacle in meeting your goals. So, in honor of all the incredible women who have blazed a trail forward—both in the past and present—here are some inspirational quotes. The words of these wise women prove that through action, anything is possible.

  • Girls are capable of doing everything men are capable of doing. Sometimes they have more imagination than men. – Katherine Johnson, mathematician and one of the first African-American women to work as a NASA scientist
  • I raise up my voice—not so I can shout but so that those without a voice can be heard… We cannot succeed when half of us are held back. – Malala Yousafzai, Pakistani activist for female education and the youngest Nobel Prize laureate
  • Tremendous amounts of talent are being lost to our society just because that talent wears a skirt.” – Shirley Chisholm, first African-American woman elected to U.S. Congress
  • Have no fear of perfection; you’ll never reach it. – Marie Curie, chemist who was the first woman to win a Nobel Prize.
  • You cannot shake hands with a clenched fist. – Indira Gandhi, first female Prime Minister of India
  • No one can make you feel inferior without your consent.” – Eleanor Roosevelt, former U.S. First Lady and U.S. Delegate to the United Nations General Assembly
  • Change happens by listening and then starting a dialogue with the people who are doing something you don’t believe is right. – Jane Goodall, world’s foremost expert on chimpanzees and environmental activist
  • We are here, not because we are law-breakers; we are here in our efforts to become law-makers. –Emmeline Pankhurst, leader of the UK suffragette movement
  • Nothing is worth more than laughter. It is strength to laugh and to abandon oneself, to be light. – Frida Kahlo, was a Mexican painter known for her many portraits

The Time is Now.

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An Update Just For You – Our Quarterly Newsletter

An Update Just For You – Our Quarterly Newsletter

On July 1st 2021 we published our first Newsletter. We were very excited to get it completed. We put a button on our website for visitors to Sign Up for it and we received a modest, but significant, interest in the first Newsletter. Thank you for all of you who did Sign Up. For those of you who are interested and have not yet signed up for it you can access the Newsletter Library from the Resources tab on the website, www.learningwithoutscars.org. We are working on the upcoming Fall version on October 1, 2021 now. It features many inputs from the readers of our first one. Don’t miss out. Sign up to receive it automatically in your inbox by clicking on the Sign-Up button on our website.

Our goal with the Newsletter is clear – to continue to transfer information and knowledge to the operational people and leaders in the Capital Goods Industries. To accomplish this, we have split the Newsletter into a series of sections: –

  • Person of Interest
  • Aloha a Learning Without Scars Introduction
  • The Parts Business
  • The Service Business
  • Product Support Selling and Marketing
  • The Business of Business
  • Lifelong Learning.

The Fall Newsletter will be sent to you with a link for the Parts, Service, Product Support Selling and Marketing and the Business of Business sections Clicking on the links will enable you to receive a file of the Newsletter content in a .pdf format. This should make it easier for you to distribute to your co-workers. On a side note, you can get them to sign up for it themselves and you won’t need to have the .pdf link at all. It is these individual sections that we are creating for our readers so that they will be able to have easier access to the specific content thoughts and ideas for their consideration.

We hope that you will share the appropriate sections with other employees in your business. Have them read it and then set some time where you and the team can discuss it. This is part of the ongoing work of leading and enabling a team of people to continue their individual growth. Communications on matters of common interest. We have provided the content such that there are thought provoking ideas and suggestions in each section. Plus, don’t forget that everything we mention we have implemented around the world for the past forty years. Where you find items that might make a difference in your business. Select items you want to focus on and implement change. Talk with your team, assign a project leader, establish the what-how-when-with whom plan, and then set up a schedule for the implementation. That is one of our mail goals with the Newsletter – provide content which causes teams of people to think about any changes they could or should make to affect the work of the employees and make it more rewarding as they continue to satisfy the needs and wants of your customers.

In our Lifelong Learning Section, we provide you with suggestions for applicable and pertinent books to read. This has been a normal practice of mine, for many years, either as a leader in a dealership or in my consulting practice. Pick a book that you think will resonate most with your team. Buy the book for everyone in that team, that is a very inexpensive training cost. Give everyone a month to read the book. Set up a date where the group will meet, either face to face or via a Zoom/Teams type virtual meeting platform. Talk about the book. What did they learn? What did they find of interest? Talk about it. This is about encouraging every member on your team to try and become better both professionally and personally.

Our mission in Learning Without Scars is very straightforward: assist each individual, we touch, in the identification of their personal or professional potential. Once that potential has been identified then we want to be involved in the creation of a plan of action whereby each individual can get on a path to achieving that potential. This is not easy work. Growing as an individual is not easy work either. Believe me I work at it all the time.

If you look at the world around us and understand that change is a given and that the rate of change is accelerating then you will understand why we believe this is of critical importance to each and every one of us. Aim I aiming too high? No one has every accused me of thinking small. What do you think?

The time is now.

Did you enjoy this blog? Read more great blog posts here.
For our course lists, please click here.
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Friday Filosophy v.8.13.21

Friday Filosophy v.8.13.21

Our Friday Filosophy v.8.13.21 offers thoughts from Aristotle with quotes that highlight the thinking of one of the most influential philosophers the world has ever known. He was a student of Plato and the Tutor to Alexander the great.

Aristotle was revered among medieval Muslim scholars as “The First Teacher” and among medieval Christians like Thomas Aquinas as simply “The Philosopher”, while Dante (one of the most important poets of the Middle Ages) called him “the master of those who know”. His works contain the earliest known formal study of logic, studied by medieval scholars such as Peter Abelard and John Buridan. Aristotle’s influence on logic continued well into the 19th century. In addition, his ethics, though always influential, gained renewed interest with the modern advent of virtue ethics.

Aristotle has been called “the father of logic”, “the father of biology”, “the father of political science”, “the father of zoology”, “the father of embryology”, “the father of natural law”, “the father of scientific method”, “the father of rhetoric”, “the father of psychology”, “the father of realism”, “the father of criticism”, “the father of individualism”, “the father of teleology”, and “the father of meteorology.”[8]

  • It is the mark of an educated mind to be able to entertain a thought without accepting it.
  • The educated differ from the uneducated as much as the living from the dead.
  • The roots of education are bitter, but the fruit is sweet.
  • Those who educate children well are more to be honored than they who produce them; for these only gave them life, those the art of living well.
  • It is the mark of an educated mind to be able to entertain a thought without accepting it.
  • You will never do anything in the world without courage. It is the greatest quality of the mind next to honor.
  • You will never do anything in this world without courage. It is the greatest quality of the mind next to honor.
  • The most important relationship we can all have is the one you have with yourself, the most important journey you can take is one of self-discovery. To know yourself, you must spend time with yourself, you must not be afraid to be alone. Knowing yourself is the beginning of all wisdom.
  • What is the essence of life? To serve others and to do good.

The Time is Now.

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For our course lists, please click here.
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Job Shock: Part Six – The First Half

Job Shock: Part Six – The First Half

Job Shock: Part Six – The First Half

Edward E. Gordon, the founder and president of Imperial Consulting Corporation in Chicago, has consulted with leaders in business, education, government, and non-profits for over 50 years. As a writer, researcher, speaker, and consultant he has helped shape policy and programs that advance talent development and regional economic growth. This week, he continues his blog series with Job Shock, Part Six – The First Half.

Gordon is the author or co-author of 20 books. His book, Future Jobs: Solving the Employment and Skills Crisis, is the culmination of his work as a visionary who applies a multi-disciplinary approach to today’s complex workforce needs and economic development issues. It won a 2015 Independent Publishers Award. An updated paperback edition was published in 2018.

Solving the Pandemic & 2030 Employment Meltdown

RETAIN Case Studies: Partnerships Rebuilding Local Employment Pipelines

The June Gordon Report provided an introduction to the general characteristics of regional public-private partnerships focusing on economic and workforce development or RETAINs. Across the United States RETAINs have many local brand names.  RETAINs bring together enlightened community leaders from many industry sectors. They cooperate in developing initiatives that provide career education and information to students and retrain incumbent workers to meet the skill demands of workplace technology changes. The goals of RETAINs are to strengthen local institutions and competitive companies while providing local residents with better job opportunities.

There are many paths to pursuing these objectives. Here are examples of RETAINs that are continuing to develop programs that address the talent challenges in their communities.

Manufacturing Renaissance, Chicago, Illinois
For the past 38 years Manufacturing Renaissance (MR) has been recognized as a leading expert, advocate and practitioner of policies and programs that support the manufacturing sector as a primary strategy for reducing poverty, expanding inclusion, and sustaining middle-class communities. MR has currently developed programs in three areas: Career Pathway Services, Policy and Advocacy, and Economic Development. Here is a snapshot of MR’s Career Pathway Services:

Manufacturing Connect. MC is a program designed to expose, inspire, prepare, and support youth and young adults to pursue career pathways in manufacturing.  MC is a community-based program serving in-school youth, ages 14-18, to provide high quality, career pathway programming including career exposure, technical training and work experiences to help young people start and keep good paying jobs in manufacturing.

Young Manufacturers Association. The YMA serves as both a network and a program for young adults, aged 18-29, who are pursuing careers in manufacturing, in-between jobs, in training or interested in starting a career in manufacturing. Through regular meetings and social events, they support one another as peers through training, transition into permanent employment, professional and life skills development, and balancing personal and work life dynamics. The YMA as a program provides services on an as-needed basis, including career coaching, wrap-around supports, employer liaison to help troubleshoot issues that come up at work, and technical training. Together, the YMA network and program are serving the untapped talent and potential that young adults specifically represent to their communities and their current or future employers.

Instructors Apprenticeship for Advanced Manufacturing. IAAM was developed in partnership with the Chicago Teachers Union Foundation and the National Institute for Metalworking Skills to train the next generation of great machining instructors to be technologically, culturally, and pedagogically competent in the machine shop classroom.

Career Pathway Services is not a traditional workforce development program. MR draws heavily from a youth development and social services orientation to engage youth and young adults who typically may not identify or seek out manufacturing as a pathway that can assist them in achieving their life goals. MR introduces young people to the sector, finds a variety of ways for them to relate to peers already in the sector to help illuminate what could be possible for their future. No matter what they ultimately choose, young people benefit from having a network of professional and social support, work experiences, technical and professionalism skills. For those who enroll in our training program and choose to pursue a career-track job in manufacturing we support them as much as possible through training, job placement and beyond to help ensure their success.

MR is expanding its reach in Cook County and showing the way for other RETAINs to begin similar efforts. It illustrates that for a RETAIN to be successful there must be strong cooperation among educational entities, the business community, unions. government agencies, and non-profit partners.

High School Inc., Santa Ana, California

The initial impetus for the creation of the High School Inc. Academies Foundation came from local business leaders in the Santa Ana Chamber of Commerce. Starting in 2003, members of the Chamber of Commerce held discussions with school districts officials on how to raise student achievement. The result was a partnership involving the Chamber, the Foundation and the Santa Ana Unified School District. An official “Memorandum of Understanding was signed by all three partners in May of 2006. This agreement outlined the responsibilities of each partner for the development and operation of the High School Inc. program.

The first six High School Inc. Academies began in 2007 on the campus of Santa Ana Valley High School in the Santa Ana Unified School District. The district’s Career Technical Education (CTE) department conducts monthly meetings with High School Inc.’s staff to maintain the continuity and effectiveness of the academies.

At Valley High School the High School Inc. Academies merge both academic and technical skills through Project Based Learning (PBL), competitions, mentorships, and business internships. Because of the success of the High School Inc. academies, there has been considerable growth in the school district’s creation of career pathways in business and industry sectors. These pathways start as early as sixth grade in the school district’s intermediate schools and send students into the waiting High School Inc. Academies.

The number of Valley high school students categorized as “socioeconomically disadvantaged” in 2008 was 80 percent. However, with the help of talented teachers and staff members, and the existence of High School Inc., Valley High School has raised the level of achievement for all Valley high school students.

Mary Tran, Executive Director of High School Inc. reports that the six High School Inc. Academies have grown from an enrollment of 96 students at its start in 2007 to over 1,572 students in 2019. The Academies boast a 98% high school graduation rate. In the past year there have been 160 professional internships for seniors. The number of students receiving “Industry Certifications” after a minimum of two years in the program was 511, with over 319 students participating in business/industry themed competitions. Students in the 2018-2019 received over 950 hours of volunteer time from business and industry representatives. The program has received numerous awards and recognitions including the prestigious “Golden Bell Award” given to High School Inc. in 2014 by the California School Board Association.

Jack E. Oakes, an officer on the Board of Directors for High School Inc., says “High School Inc.’s development has produced the realization that, before students can be College and Career Ready, they must be ‘Achievement Ready.’ Students reach this new level of preparedness by being motivated to strive at or beyond their potential. The High School Inc. model ensures that students are Achievement Ready before they graduate and pursue higher education and careers. The reforms at Valley High School embrace the mission of High School Inc. ‘to empower youth and strengthen communities through education and business partnerships.’”

Summing Up
Each organization profiled here has continued to evolve to meet the challenges posed by technological, economic, and workforce shifts. The COVID-19 pandemic has disrupted American life at many levels. It opens up new opportunities for many communities to use the RETAIN model as their first step toward a more knowledgeable workforce and the better paying jobs of the Fourth Industrial Revolution.

The last segment of “Job Shock” will focus on why the 2020s will be a crucial decade for building a skilled workforce. As the nation emerges from COVID-19 shutdowns, the disconnect between needed skills and available jobs is gaining increasing attention. The time has arrived for RETAINs to take the lead in rebuilding education-to-employment pipelines in communities across the United States.

Did you enjoy this blog? Read more great blog posts here.
For our course lists, please click here.
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Potential Employees

How Do Potential Employees Find Careers in Today’s World?

Through the past month or so Ed Gordon has been exposing his Job Shock series. A very sobering critique of the labor market and the potential employees out there today. Most of the dealers that I talk with these days are extremely concerned with their inability of being able to find and hire qualified people for their job openings. In fact, job openings are growing and the ability to find anyone is getting very difficult.

There are elaborate, and in some cases rather exotic, “packages” being created to induce people to join a dealership. Signing bonuses and retention bonuses have almost become ordinary for technicians anymore. And what about management and succession planning? It appears that the leaders in our Industry between the ages of 55 and 75 have paid more attention to their own compensation packages than to the ability of their companies to smoothly transition to the next generation. There was, generally speaking, no succession in place.

If we go backwards to a period in the twentieth century between 1920 and 1940, we have a serious economic depression which was preceded by the “roaring” economy. From the 1950’s through the 1960’s we had a slow growth and stabilization after the world war. The “greatest generation” was frugal and family oriented. Then the 1960’s and the beginning of “laissez faire” attitudes and the slogan of “if it feels good do it.” Coincidentally, they saw the arrival of a credit card and the decoupling of monetary policy from the gold standard. The rate of change was rather gentle but a foundation was being laid for the coming years.

In those previous generations there were typically five different stages in the career of an employee. It was predictable and iterative.

  • Exploration
  • Establishment
  • Middle Career
  • Late Career

Those terms are all rather self-explanatory and the transitions from one to another were also quite simple to see and obtain. It was a matter of increasing skills and knowledge, through schooling and training and experience. If you get that done then you will have opportunities for progress in your career.

There is another change, or transition going on now. Today more and more businesses think they hire talent and that is all that is required. If there needs change the employee is let go and a new one is hired. There is no need to train their employees or send them off to schools and classes. Similarly, today’s employees think that once they get a job, they are done with the need to continue learning or improving their skills.

Think about both of those positions in the world we live in today. Consider the rate of change, which is on a very steep exponential curve. It is actually amazing to contemplate that people think that they can stay in place with your skills and knowledge and not need to be continuously learning. Similarly, for a business not to be investing in their key contributors is just as amazing. What are they both thinking about?

There is a quotation from Goethe that I appreciate. “Things that matter most should never be at the mercy of the things that matter least.”

A Skilled Workforce – the thing that matters most. Is being held hostage to Investing in Employee Development – the thing that matters least.

A Skilled Workforce, the employees I call your heroes, is required to serve your customers and satisfy your vendors. Without these heroes the dealership is in jeopardy. We have seen in the last thirty of so years a stunning level of consolidation. In part due to the need for vast amounts of capital to support the businesses. This is due, in large part, to the rapid run up prices for the equipment and products sold. There was also a need to invest in “systems” that were necessary to operate the business properly. Imagine, if you will, managing a parts inventory using a manual card system, the Kardex.

Now we are in our current market. There is a shortage of skilled people required to operate the businesses. The Universities and other education institutions are not delivering job ready skilled people as they once did. Capital Goods Dealerships are required to establish apprentice programs and mentoring or coaching new employees. Employees are having to adapt to the fact that their skills and knowledge will be measured with more precision and regularity. There is no easy path to more money or opportunity anymore. A true meritocracy is in its infancy. But make no mistake it is coming and more quickly than we can imagine today.

Learning Without Scars has responded to these changes and transitions due to the fact that we have listened to our customers. They have told us that they wanted to be able to measure the skills of their employees to determine what training is required to have the employee become more effective in their work. We have created the Job Function Skill Assessments as a result. These objective assessments have a score which determines the functional capabilities of each employee. Objectively. No opinions or favoritism or nepotism. These scores categorize the skills into four different levels; Developing, Beginning, Intermediate and Advanced. We have processed several thousand of these assessments to date, and have less than 2% of the employees in the Advanced skill level. We have found slightly more than 50% of the employees have a Beginning Skill Level. The employees were able to do the job they were taught to do. Process Orders but they didn’t know how to sell. Employees could do the repairs they were told to do but had few if any Diagnostic Skills. They could place Stock Orders that the system created but they didn’t know how to expedite for shortages, like the supply chain issues we have today. And there are as many more examples as there are tasks to perform. At Learning Without Scars we have also created Subject Specific Classes to allow each employee to overcome the “gaps” in their skills. This is the appropriate tool for skills and knowledge development for the needs of today.

Go to our Podcasts and listen to the audio explanation of the Job Specific Assessments (https://learningwithoutscars.buzzsprout.com/1721145/8055798-job-function-skills-assessments) as well as the Subject Specific Classes  (https://learningwithoutscars.buzzsprout.com/1721145/8139328-subject-specific-classes). That will provide you with all you need to know to be able to take advantage of these “up-to-date” business tools designed to help in the development of your employees skills and knowledge.

It is more than important for your success, that you have a skilled and trained workforce, it is critical. As they say you have to “have the right people on the bus” to get to your destination.

The time is now.

Did you enjoy this blog? Read more great blog posts here.
For our course lists, please click here.
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The Digital Dealership: Comparing Equipment Presentation

The Digital Dealership: Comparing Equipment Presentation

Tonight, guest blogger Mets Kramer continues to educate us on all the digital aspects of our business with The Digital Dealership: Comparing Equipment Presentation.

One of the Statements I have made repeatedly in this series is: “The average buyer does 85% of their research digitally prior to contacting the dealer” (Thanks @Charles Bowles). What does this mean for dealers?   In the most practical way, it means “Call for details” is dead. Providing information is critical.

In this blog, I would like to get each of you to do some research. Considering my statement above, which of the following websites or products would you feel ready to buy (assuming you needed it) based on the digital presentation of the product.

To get started I would like to look at the used passenger vehicle market.  This is one market we all have experience in, and one that has seen a radical change over the last 10 years.  It has also been a strong industry, leading the Equipment industry by 10 to 20 years, showing where digital technology is going in the future.

First let’s look at Carvana and CarMax, leaders in digital sales, presenting the vehicles they have for sale.

https://www.carvana.com/vehicle/1836344

https://www.carmax.com/car/19617484

Then Compare the Experience Here at a Toyota Dealer, which does a decent job, but is behind.

https://toyotaoffortworth.com/vehicle-details/used-2017-toyota-4runner-limited-JTEZU5JRXH5155428

Notice how Carvana and CarMax are highlighting issues to avoid surprises, providing delivery and a 7-day guarantee to handle risk and objections.

Which of these listings made you feel like you know enough about the vehicle?  It is a big step to buy your first vehicle without seeing it, for sure, but would seeing it in person really tell you more?  If you could not see it in person, which would you choose?

Now let us look at Equipment, the topic we all focus on daily.

Compare the following sites

  1. DeWitt Equipment Hitachi ZX-160LC-3, presented with images, 2 videos, details, and a PDF specifications document from Hitachi.

https://dewittequipment.com/our-products/2009-hitachi-zx-160-lc-3/

  1. Holt CAT 289D, presented with an inspection report and report from Electronic Technician, specifications, and images

https://holtused.com/2018-cat-289d-ces001277-near-austin

  1. Marcel Equipment CAT D6N – presented with images, detailed description and full repair and condition info.

https://marcelequipment.com/inventory/2016-caterpillar-d6n-lgp/

  1. 4Rivers CAT 320E, presented with 4 pictures and a short description

https://www.4riversequipment.com/shop/general-construction/caterpillar-320e-995554/

After Reviewing these different sites, which machines do you feel you “know” best?  Which one would you buy without seeing it in person?  More importantly, which machine would you be ready to contact the dealer about if you only contact dealers when you’re close to purchasing?

When presenting your equipment on your website you have the greatest opportunity to present the machine fully, since you control your site.  Your goal should be to present enough information to stop visitors from hunting around for more information.   You need to get them to stop scrolling or clicking, call, contact, email, etc. The best way to do this is to answer all their questions.

How would you change your website, to present your equipment better, with this in mind?

If you would like to review your website and look at how easily you can present your equipment with more detail, simply contact me at:

mets.kramer@strategicevolutions.ca  or (289) 680-6387

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Learned Helplessness

Learned Helplessness

In tonight’s post, guest blogger Bruce Baker walks you through a struggle we are seeing all around us: learned helplessness.

Many business owners and CEOs we partner with suffer tremendously due to being in a state of learned helplessness.

It is astonishing to see people that reach out to us at Workplaces simply because they are in a state of pain and the challenges they have or perceive they have don’t have a resolution.  After lengthy discussions, the challenges they have “tried everything” to solve become less daunting and transition into something inspiring. At least four out of five times, we have the privilege of partnering with these individuals to better their business situation and ultimately achieve the goals that they work so hard to achieve. Unfortunately, once they experience solving these challenges (something they never thought possible) and, of course, do their “celebratory dance,” they fall right back into their learned helpless state due to a new challenge they face yet again.  This constant state repeating itself seems to be a drug that people seek to justify the pain of their challenge and their perceived inability to solve it.

As time goes on, the more resilient the Business owner/CEO inevitably becomes, the more they transition their business and themselves to an ongoing and sustainable state of success. This is not because they now have “better business tools” necessarily, but because they reduce falling back into a state of learned helplessness.  Those who persevere and learn this new conditioned response to challenge and, at times, failure becomes more successful consistently.

To conclude, I wanted to share a powerful story (author unknown) that I have always turned to when I feel this way and need a path back to a positive state. The story goes like this:

As my friend passed the elephants, he suddenly stopped, confused because these huge creatures were being held by only a small rope tied to their front leg. No chains, no cages. It was obvious that the elephants could, at any time, break away from the ropes they were tied to, but for some reason, they did not. My friend saw a trainer nearby and asked why these beautiful, magnificent animals just stood there and made no attempt to escape.

“Well,” he said, “when they are very young and much smaller, we use the same size of rope to tie them and, at that age, it’s enough to hold them. Then, as they grow up, they are conditioned to believe they cannot break away. They believe the rope can still hold them, so they never try to break free.” My friend was amazed. These animals could at any time break free from their bonds, but because they believed they couldn’t, they were stuck right where they were.

Like the elephants, how many of us go through life hanging onto a belief that we cannot do something simply because we failed at it once before?

How many of us are being held back by old, outdated beliefs that no longer serve us? How many of us have avoided trying something new because of a limiting belief? Worse, how many of us are being held back by someone else’s limiting beliefs?

You do not deserve to feel this way!  Your business should be a source of pride and achievement for you, whether you are significantly challenged today or are feeling helpless because you can’t find a solution.  Don’t let your ego and your feeling of learned helplessness be your guide in building your business; you will fail and not return. Instead, reach out to someone you trust, someone that will hold you accountable and show you that the solutions you seek are not far away.

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The Five Bs for Baby Boomers

The five Bs for Baby Boomers to cultivate a culture of innovation

In this week’s guest post, Sonya Law offers an explanation of the five Bs for Baby Boomers and the ways in which they can help to cultivate a culture of innovation.

What’s the most important part of being a leader today?

It’s not about being the smartest, wittiest, or being politically astute.

It’s about being innovative, leveraging the talent of the people around you, and thinking beyond today to solve the future problems that society will encounter.

How the best leaders make everyone smarter is to utilize the talent of everyone in the organization through effective listening, communication, and collaboration.  The book Multipliers by Liz Wiseman explores why some leaders drain capability and intelligence from their teams while others amplify them to produce results.  Post the pandemic, the number one skill employers seek in their people is Innovation.  Prior to the pandemic, we expected innovation to be the top skill for startups and tech firms but now it is a requirement of all employees in today’s world.

However, those for whom being innovative, open-minded, curious, and experimental comes most naturally that is Millennials, are being overlooked which erodes agility.  Especially in work environments where both Millennials and Baby Boomers cohabitate, they are often not on the same page and speaking the same language.  In some cases, not all, Baby boomers think Millennials can’t focus are distracted by their mobiles, and are not motivated or ready to be taken seriously.  So how do we get baby boomers and millennials working together to better understand each other and leverage their combined talents, we everyone serves each other.

The five Bs for Baby Boomers when communicating with Millennials:

  1. Be an empathetic listener
  2. Be prepared to give informal feedback more regularly
  3. Be clear about the goals and connect us with our WHY
  4. Be socially aware of how we are making a difference in the world and share these good news stories on social media
  5. Be open-minded to take a different route and open to using digital platforms as a collaborative workspace

The most comfortable with technology are Millennials so why would you not capitalise on this if we are to be smarter aren’t we best to leverage what they know?

Millennials are digital addicts and want to do and share everything online whereas baby boomers in most cases they draw a line between their work and home lives and do not necessarily live out their entire life online, across multiple social media platforms.

This disconnect is real and endangers the passing down of valuable knowledge cultivated by the baby boomers and all their hard work they have poured into organisations, at the risk of this not being passed on, legacy yes but innovation no.  If we could harness the knowledge of the baby boomers, this intelligence could be used to inform the innovation of the future.

In a global economy where we are experiencing climate change and pandemics, the challenges that we are facing together are the responsibility of our leaders to unblock your people.  To leverage the talent of all the people to think tank, unlock potential, work more innovatively, learn to fail fast and move on, adapt, grow and thrive if we are to compete.  The success off the backs of the baby boomers’ hard work has laid the foundation on which to build, so let’s build in collaboration into our workspaces that leverages the talent across the whole organization.

So why not leverage technology to innovate, collaborate and even assign tasks and set priorities?

Stratappsaas.com is a connected workspace that facilitates innovation and enables execution of the strategy in real-time, where everyone works on one connected workspace, a focused workspace that eliminates inefficiencies of switching between emails, apps, and static documents and is especially attractive to millennials, who want to use technology as a platform to get work done and share ideas.

This idea of leveraging technology is not only useful for Millennials it is a practical one given the shift toward hybrid work models and work from home becoming the norm, the need for technology to enhance communication, collaboration, and execution has become a necessity.

The five B’s for Baby Boomers are applicable for all leaders in attracting, motivating, and sustaining talent in any workforce.

Especially at a time when there is a war for talent in a candidate short market.  It is also a good idea for leaders to get familiar with spending time away from the desk, especially true of Baby Boomers who prefer to man their post but a step away from their command-and-control leadership style can be refreshing and good for innovation.

Remember the last time you went for a long walk how good it felt, to clear your head and the solutions came up freely, this is what progressive leaders practice, it is expansive and visionary.  This big picture thinking inspires innovative thinking and essential to staying ahead of the curve in coming up with better products and services for your customers.  If we get too stuck in the weeds of operations and forget to step out and come up with new thinking it stifles new ideas and innovation.

It is good to seek new thinking and challenges, but stability also matters too, so it is a blend of the two generations – baby boomers’ steadfastness and the millennials’ enthusiasm – which will inspire the future of work!

Leaders who leverage the talent of all their people will cultivate a culture of innovation … take care of your Millennials and they will solve the problems for you!

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