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Chris Chesney is theDirector of Customer Training for Carquest Technical Institute. He is also a NASTF Board Member.
Visit Chris’s previous episodes HERE.

Anthony Williams is a Special Projects Manager at Advance Auto Parts, Colorado Springs, Colorado.

 

This episode recorded at Vision 2019 in KC brings you into the loop on Automotive Institute of Science and Technology (AIST) in Colorado Springs, CO. This new ‘non-traditional’ public charter school that will use the P-TECH model (Pathways in Technology Early College High School), designed to provide students the foundation they need to be successful in the automotive aftermarket industry when they graduate.

Students will be able to enroll in a 4- or 6-year program, starting their freshman year of high school through their second year of college and all publicly funded. AIST will offer students three pathways: Automotive Technology, Business, or Engineering (mechanical and electrical) and will be project based.

Key Talking Points:

  • All-encompassing school- reinventing automotive education
    • Create stand-alone STEM programs
    • All education is for career preparation
    • Broke apart automotive program and spread out over everything
    • No more English or math classes- have project instead than inside of project your English lessons will be taught
      • Example: CSI project
        • Work with police and fire department- showcase car accidents (texting and driving)
        • Recreate accidents on the property, have students figure out what happened- redraw skidmarks, staging dummies, etc
        • Learn safety contexts of cars- have questions  and ask the teacher
        • Instead of telling students what they need to know you show them a problem and have students ask the questions
    • Creating critical thinkers and problem solvers- gather data and ask the right questions
    • Exploring other avenues besides having a career as a technician (business/technical trades/ engineering pathways)- equal desire for systems and parts counter
    • Prepare the workforce with zero debt
  • AIST independent public school- funding from the school district
    • Need industry support- vendor suppliers and partners, competitors

 

Resources:

  • Thanks to Chris Chesney and Anthony Williams for their contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Automotive Institute of Science and technology Website HERE.
  • What is AIST all about HERE.
  • Wheatridge High School STEM Program Episode 279
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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This episode is brought to you by AAPEX, the Automotive Aftermarket Products Expo. AAPEX represents the $740 billion AAPEX_logo_CMYK_with_tagline-1440x621.jpglobal automotive aftermarket industry and has everything you need to stay ahead of the curve. With 2,500 exhibiting companies, you’ll see the latest products, parts, and technologies for your business. The event also offers advanced training for shop owners, technicians, warehouse distributors (WDs) and auto parts retailers, as well as networking opportunities to grow your business. AAPEX 2019 will take place Tuesday, Nov. 5 through Thursday, Nov. 7, at the Sands Expo in Las Vegas. More than 48,000 targeted buyers are expected to attend, and approximately 162,000 automotive aftermarket professionals from 135 countries are projected to be in Las Vegas during AAPEX 2019. For information, visit aapexshow.com

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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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