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Leadership Deep Dive: Styles, Blind Spots, and Solutions [THA 400]

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Explore key leadership archetypes like the Motivator, the Builder, and Servant Leadership. Our panel shares the must-know strategies for effective communication, team building, and personal growth. Plus, they highlight the power of peer groups, continuous learning, and adapting your leadership style to different situations. This episode is perfect for shop owners, managers, and anyone in the automotive repair industry who’s ready to improve their leadership skills. Andrew Marcotte, American Pride Automotive, 5 locations, Virginia. Andrew’s previous episodes HERE Jon Kloosterman, Director of Operations, WestSide Service, Zeeland, MI. Jon’s previous episodes HERE David Askwith, Managing Director, Auto Stream Car Care, MD. David’s previous episodes HERE Show Notes


  • Importance of Leadership (00:02:46) Andrew discusses how leadership impacts personal and professional spheres, emphasizing its ripple effect.
  • Leadership Archetypes (00:03:05) Andrew introduces five main leadership archetypes: motivator, builder, accountability, example, and servant leadership.
  • Learning Leadership (00:05:01) Carm stresses that leadership can be learned and encourages listeners to engage with uncomfortable concepts.
  • Earning Leadership (00:06:03) Jon explains that leadership is earned through influence, not just given by title.
  • Adapting Leadership Styles (00:06:56) Andrew discusses the importance of adapting leadership styles to individual team members for effective influence.
  • Intrinsic vs. Extrinsic Motivation (00:09:01) The panel discusses the difference between external motivators and internal drives for employee engagement.
  • Effective Motivation Strategies (00:10:12) The importance of understanding individual motivations beyond financial incentives is emphasized.
  • Communication in Leadership (00:12:22) Carm highlights the necessity of active listening and communication in understanding team members' needs.
  • Onboarding and Communication (00:13:15) Jon stresses the importance of consistent communication during onboarding to understand new team members.
  • Impact of Strong Leadership (00:14:14) Andrew shares a story illustrating how strong leadership can transform team performance dramatically.
  • Building Confidence in Team Members (00:17:37) Discusses the importance of nurturing team members' self-image and confidence for their growth.
  • Balancing Visionary and Integrator Roles (00:18:45) Explores the duality of being a visionary and an integrator in leadership.
  • Importance of Continuous Learning (00:19:09) Emphasizes the need for leaders to seek new information and stay educated.
  • Growth Mindset in Leadership (00:20:43) Highlights the significance of a growth mindset for effective leadership and team development.
  • Avoiding Staleness in Leadership (00:21:34) Discusses the risk of leaders becoming repetitive and the need for fresh insights.
  • High-Impact Leadership (00:22:17) Focuses on maximizing impact in leadership through disciplined time management and continuous education.
  • Seeking Knowledge from Multiple Sources (00:23:43) Encourages leaders to gather insights from various experiences and learning opportunities.
  • The Importance of Communication (00:24:01) Discusses the critical role of effective communication in maintaining team morale and cohesion.d.
  • Feedback and Self-Improvement (00:27:16) Emphasizes the necessity of seeking feedback for personal and organizational growth.
  • Surrounding Yourself with Challenging Peers (00:29:33) Discusses the dangers of surrounding oneself with "yes men" and the value of honest feedback.
  • Intent vs. Impact in Leadership (00:31:05) Examines the complexities of social interactions between leaders and team members.
  • Navigating Success Disparities (00:33:03) Highlights the challenges of varying levels of success within a team and its impact on dynamics.
  • Credibility in Leadership (00:35:15) Emphasizes the need to publicly praise and empower leadership teams for better organizational credibility.
  • 360 Feedback Importance (00:36:18) Highlights the significance of anonymous 360 feedback in assessing leadership effectiveness and organizational trust.
  • Servant Leadership Concept (00:38:48) Introduces servant leadership as a model that requires connection and understanding of team needs.
  • Continuous Self-Improvement (00:40:29) Encourages seeking training and peer groups for personal and professional growth in leadership.
  • Evolving Leadership Roles (00:43:25) Discusses the necessity of adapting roles within a business to foster growth and effective leadership.
  • Tough Decisions in Leadership (00:44:05) Stresses the importance of making difficult choices, such as letting go of toxic employees for organizational health.


Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Auto-Fix Auto Shop Coaching Proven Auto Shop Coaching with Results. Over 61 Million in ROI with an Average ROI of 9x. Find Coach Chris Cotton at AutoFix Auto Shop Coaching on the Web at https://autoshopcoaching.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/Connect with the Podcast: -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 -Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on X: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -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 -Special episode collections: https://remarkableresults.biz/collections       Chris-Cotton-Call-To-Action-Graphic-Webs       Todays-Class-Call-To-Action-Graphic-Webs Brakes-for-Breasts-Call-To-Action-Graphi           ARN-1200x800-1.png Screenshot_340.png

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's 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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