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Dive into the minds of three incredible industry trainers in the studio of the 2022 Vision KC Hi Tech Training & Expo.  We had no agenda, just some friends chatting with a special dynamic and their passion for the advancement of the aftermarket. Some of what we covered: what are their perspectives on electrical theory, becoming a trainer, and training in general, you’ll also hear talk about business culture, mentoring and so much more. Profound fun awaits you.

 

Gary Smith, DiagNation. Listen to Gary’s previous episodes HERE Eric Ziegler, EZ Diagnostic Solutions.  Eric’s previous episodes HERE. Scott Shotton, The Driveability Guys. Scott’s previous episodes HERE.

Key Talking Points

  • “Coming to Vision was life-altering” Eric Ziegler
  • Electrical theory- 85% of high tech deep study cases have simple fixes routed in basic electricity. High resistance in the wire, missing fuse, broken wire, band ground. Don’t ‘out tech’ yourself.
  • Becoming a trainer makes you better- when you teach you learn, and it forces you to research. Get what you give. Be humble and be present in the moment and be engaged. Using case studies and processes to train.
  • “Automotive Elmers”
  • Installing a culture of learning in your business- continuous training (with a blend of in-person and online/remote connect).
  • Tech mentoring/group of local shops hiring training together- the same top shops that want to train continue to train, where are the other shops? 
  • Is it just a job? Or is it your career and passion? Reaching the ‘master craftsman’’ in any position takes 68,000 hours, it's a journey
  • We Are Signal Intelligence Specialists with Gary Smith [RR 685] 
  • Eric Ziegler EZ Diagnostic Solutions and Trainer [RR 192] The Story of Stormi

 

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Important Books

Check out today's partner:

Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting www.NAPAAutoCare.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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