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Passing the Torch: A Father-Son Journey of Strengths and Learning [RR 847]

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carmcapriotto Grand Master

carmcapriotto

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Recorded Live at the TST Big Event 2023 with Andrew and Knudsen, father and son duo of Coventry Motors in Huntington Station, Long Island. They discuss their background in the car industry, their decision to start their own business, the types of cars they work on, and their succession plan. They also discuss the challenges of running a small business, including labor rates and finding new talent. The conversation provides insights into the rewards and challenges of running a successful auto repair business and the importance of continuous learning and adapting to changes in the industry.

Andrew and Peter Knudsen, Coventry Motors, Huntington Station, NY

Show Notes

  • (00:00:39) The high cost of living and labor rates in Long Island, with diagnostic labor rates starting at $225.
  • (00:02:00) Peter started Coventry Motors after leaving his job at a Jaguar dealership.
  • (00:06:41) Andrew will eventually buy the company's shares
  • (00:07:07) Peter and Andrew discuss Andrew's interest in the car industry from a young age and how he came to work at Coventry Motors.
  • (00:09:21) Hiring and training employees, including using training videos and on-the-job learning.
  • (00:10:16) Peter discusses his management style and how he improved productivity and morale at a Jaguar shop he had managed in the past.
  • (00:14:39) Peter talks about how he is one of the few people in the business who can fix cars and deal with customers, unlike most mechanics who only fix cars.
  • (00:19:57) Getting involved in coaching and how it helped them implement changes in their business.
  • (00:21:06) The importance of regularly reviewing and adjusting the parts matrix to account for inflation and maintain profitability.
  • (00:24:43) Peter and Andrew's biggest influencers in the car industry,
  • (00:26:30) The challenge of hiring young people who are distracted by their phones and lack basic skills.
  • (00:30:06) Peter's approach to failure helped Andrew become a problem solver and independent thinker.
  • (00:31:45) Peter talks about his son Andrew taking over the business and how he is better at selling and dealing with customers.
  • (00:32:35) The challenge of finding successors in the auto repair industry and the importance of having a passion for the work.
  • (00:33:57) Andrew talks about his unique relationship with his father and the importance of not fighting change in a family business.

 

Thanks to our Partner, NAPA AUTO CARE

 

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

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-Join our Insider List: https://remarkableresults.biz/insider

-All books mentioned on our podcasts: https://remarkableresults.biz/books

-Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom

-Buy Me a Coffee: https://www.buymeacoffee.com/carm

-The Aftermarket Radio Network: https://aftermarketradionetwork.com

-Special episode collections: https://remarkableresults.biz/collections

 
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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      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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