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Dan Taylor and Rod Olson discuss leadership principles and creating a culture of recognition in the automotive industry. They emphasize the importance of recognizing and affirming people in the workplace, being sincere and specific in recognition, and creating a psychologically safe environment. They also discuss the impact of positive language, effective communication, and the role of coaches and leaders in helping individuals and teams reach their full potential. Remember, as leaders, our words have the power to inspire, motivate, and shape the culture of our organizations. Let's use them wisely!

Rod Olson is a coach known for his ability to help high-performing leaders see things others don’t see and find their ‘sweet spot’ as they lead and motivate others in the 21st century. He is the founder of the Coaches of Excellence Institute and the Coach O Consulting Group. Rod is also the author of three highly acclaimed leadership fables: The Legacy Builder, Wisdom Lunch Warrior and Greatest Motivational Tool. After nearly 20 years as a college football coach, Rod has spent the last decade-plus, working with elite teams and organizations while teaching, coaching, and mentoring some of our country’s top coaches and leaders. He is a nationally recognized speaker and leadership consultant specializing in high-level leadership coaching and culture development. Rod has clients in the corporate sector, professional and collegiate sports, and our United States military special forces. Rod is a husband, father, and coach. If you want more information on Rod, how to purchase his books, executive coaching & team consulting, or have him speak to your leaders, he can be reached at [email protected] or CoachOConsulting.org, or message him on Twitter https://twitter.com/CoachRodOlson Dan Taylor, Senior Business Advisor, Transformers Institute. Dan’s previous episodes HERE

Show Notes

  • Creating a Culture of Recognition (00:02:17) Discussion on the importance of recognizing and affirming employees in the workplace.
  • The Importance of Specificity in Recognition (00:03:09) Exploration of the impact of being sincere and specific when recognizing someone's achievements.
  • Using Different Recognition Styles (00:07:57) The significance of understanding individuals' love languages and using a variety of recognition styles to motivate and engage them.
  • Expanding vocabulary and raising leadership level (00:12:40) Exploration of the negative implications of limited vocabulary and the need for leaders to improve their language skills.
  • Destroying complacency without destroying confidence (00:15:30) The challenge of motivating employees to reach higher levels of performance without undermining their self-confidence.
  • The importance of language and feedback (00:16:25) The speaker discusses the impact of language and feedback in coaching and leadership, emphasizing the use of positive language and avoiding negative words like "don't."
  • Self-awareness and situational awareness in leadership (00:22:00) The need for leaders to have self-awareness and situational awareness, including knowing their own emotional state before giving feedback or critique.
  • Leadership Principles and Critiquing (00:24:36) Discussion on the importance of critiquing as a leader and the need to balance encouragement and challenge.
  • Recognizing Peers and Building a Culture (00:25:08) Exploration of how leaders can encourage peers to recognize each other and create a culture of recognition.
  • Speaking Greatness and Coaching (00:29:27) The significance of speaking greatness into people, projecting their potential, and coaching them towards their future success.
  • Teachable moments and timing (00:32:55) The importance of looking for teachable moments and having good timing when teaching and providing feedback.
  • Speaking greatness and changing culture (00:38:02) The effects of speaking greatness on changing and maturing the culture within an organization or family.
  • Feeling better as a leader (00:39:37) The positive impact of speaking greatness on a leader's inner joy, value, and sense of relevance.
  • The importance of mentoring and building a legacy (00:40:03) The speaker emphasizes the importance of leaders mentoring their employees and building a legacy for the future.
  • Creating a culture of recognition (00:40:38) The benefits of recruiting and hiring individuals who have grown up in a shop and know how to act, emphasizing the importance of creating a culture of recognition.
  • Becoming an encourager and practicing self-awareness (00:41:03) How managers and leaders can celebrate the success of their employees, emphasizing the importance of self-awareness and practicing encouragement rather than criticism.
  • Free Tip of the Day (00:48:07) Rod Olson encourages listeners to follow him on Twitter for a free tip of the day. https://twitter.com/CoachRodOlson

 

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 https://www.napaonline.com/en/auto-care

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

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

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-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?

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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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