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Scott Shotton has over 25 years of technical experience in automotive repair shops. As the owner of The Driveability Guys, Scott performs mobile diagnostics and reprogramming for local repair shops in the DeKalb Illinois area as well as industry training around the United States and Canada. He was also one of the four trainers for the Illinois EPA’s vehicle emissions testing program. 

As an automotive instructor at Kishwaukee College since 2009.

Prior to Kishwaukee College, Scott was adjunct faculty at the College of DuPage for 7 years. He has a degree in Automotive Service Technology as well as many hours of training by manufacturers and independent training entities.

Recognized as an Illinois state emissions repair technician.

He was also a technical trainer during his 8 year Army career. He has written many technical articles for MotorAge and Gears magazines, and became an ASE Subject Matter Expert (SME) in 2017.

Scott currently maintains 21 ASE certifications including Master Automotive Technician, Master Truck Technician, A9, L1, L2, L3, Alternate Fuels and more. Listen to Scott’s previous episodes HERE

 

Key Talking Points:

  • Post secondary school

    • Learning the basics to be technicians- some know nothing coming into post secondary
    • ASC Education Foundation- set list of tasks to cover in classes (lecture, demonstration, hands on, lab work etc)
    • Independent shops getting involved- help bridge the disconnect between administration and program if shop owners are on the advisory board
  • Building classes

    • Starts with a rough outline, theory, bullet points easiest to hardest, take case studies and work them in- is able to cover all levels
    • Case studies need to be updated from time to time but concepts still remain the same    
  • Future trainers

    • If you’re going to be a trainer then you will continue to go to training- take notes on technical information and what trainer does
    • Make sure you’re comfortable with material and topic with adequate research
    • Incorporate what you like into your own training style
    • No one knows everything- might have questions in class you don’t know how to answer 
  • Previous episodes with Scott Shotton: 408 and 419

Talk soon,

 

 

 

Resources:

  • Thanks to Scott Shotton for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Episode 408 HERE.
  • Episode 419 HERE.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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Gold Certification recognizes top tier NAPA AutoCares with a high level of participation in the AutoCare program. The program was built by AutoCare Centers for AutoCare Centers to provide a consistent consumer experience, maximize technology leverage, and reward NAPA’s most committed partners. In other words, Gold Certified AutoCare Centers are the standard bearers for the AutoCare brand nationwide. Simply put, NAPA-AutoCare-Logo-Vert-A.gifthe Gold Certified NAPA AutoCare program, powered by your local shop brand, will separate you from the rest helping you boost your bay counts and your average repair orders.

Learn more about NAPA AutoCare, Gold Certification, and the hundreds of other benefits the NAPA family has to offer by talking with your servicing NAPA store or visiting www.NAPAAutoCare.com.

 

Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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