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cody's Comments

In Dead On Your Digital Beachfront!:
Thanks Scott!

Wednesday, May 25th, 2016

In Dead On Your Digital Beachfront!:
Great article. I could not agree more. Dealers will benefit so much more from implementing a Google review process than a paid service. The trust factor can not be overlooked. Great read Jim.

Thursday, May 19th, 2016

In Would you like to contribute?:
I would like to contribute in the future!! One of the greatest sales trainers in the auto business to reach out to is Joe Verde!

Friday, February 26th, 2016

In Would you like to contribute?:
Jonathan Dawson is awesome, also Mike Davenport (LvilleChevyDude)

Friday, February 26th, 2016

In Be Your Brand:
It truly amazes me that you encompassed what Barry, Morry and Khalid's vision of what makes a brand. True proof of the workshop's worth as having the ability to grasp those three guys concept of a brand is amazing power.

Saturday, February 20th, 2016

In Spotlight: Ride Time:
The Bargain Brothers are a great example of making a family-owned dealership work. They are great guys and set a high standard for Independent Dealers everywhere.

Thursday, February 18th, 2016

In Tomorrow Started Yesterday:
Absolutely right, Derek. Europe is progressive and not afraid to try new things. As long privacy is guaranteed, consumers will try new things.

Wednesday, February 3rd, 2016

In Tomorrow Started Yesterday:
Great read, Volker. Sometimes I think the automotive world in Europe or Germany is not that different from the U.S. as we often think. I assume it's more the customers (or clients ;-) than the dealers that make this difference.

Wednesday, February 3rd, 2016

In Decoding the Millennial Skill Set:
I agree with a lot of this, being a Millennial myself. Starting in a new company recently - I have found myself with a gap in my belonging with this company because of the way I was introduced. There was no introductions, no pairing with management, and due to this, I feel I do not fit. In regards to mentor-ship. This is 100% accurate. I left my previous roll because I was micro-managed. As this article states, I am flexible, I am capable of working from anywhere, and because of my tie-ins to the digital world, I am super productive when I receive the level of independence, flexibility and support I need/want. The issue I have now, is because of the lack of flexibility at this new location, I feel bounded. The envelope is sealed and there is no modifying structure or process and I feel like the way this operates is set back 20-years. But this article is fantastic. It is absolutely accurate and I truly hope that management reading this seriously considers the tips in this article. Because with all of these items in place, you would have someone like myself, a millennial - highly skilled, fast paced and ready to work at their disposal. Lastly, the only other thing missing is a succession plan. I noticed in my past two jobs, a succession plan was non-existent. I work and learn to move forward in my career, make more money, earn more flexibility and take on more responsibility. This is a major plus when hiring a millennial as we like knowing there is a plan and we have not hit a ceiling.

Wednesday, January 20th, 2016

In Listen Up, Gen X:
Hi Tony, I'm not disagreeing with your comments as I've experienced them also, including the "I'm not fulfilled" side of Millennials. There are many comments that can be made about some members of that generation, but not all of them. Likewise, my article was not representative of all Gen X'ers. I agree fully with you that adapting and change is required in today's job market, regardless of which generation you belong to. Thanks for your comment.

Saturday, January 16th, 2016

In Listen Up, Gen X:
Funny thing is, I am experiencing the same thing in reverse. I work with all three groups and it is the millennials that refuse to keep up. The automotive repair industry is one of the fastest changing industries in the market place. Of a group of 30 individuals it is the millenials that will not keep up. "You don't pay me enough." You don't know jack sh*t, you refuse to take the training available that the company offers to pay for, the X'ers and boomers offer to help you and you ignore them, but you want what we worked our asses off to get, and you want it NOW. Great, you can work an xbox, a smartphone, a tablet a nd a key board etc. better than I can, but you can't get across the street without almost getting wacked, lot less do the damn job you all but begged me for, because it was what you always wanted to do. Maybe we all need to change somewhat and adapt, because if we and you are going to count on most of the millenials I've encountered, we're all going to be screwed before we get, or if we get, to 2030.

Saturday, January 16th, 2016

In Decoding the Millennial Skill Set:
[…] your dealership can implement a more progressive approach to employee advancement, get motivated by their list of the ten things one must do to engage, inspire, and retain millennial […]

Thursday, January 14th, 2016

In The Buzzword Blender:
[…] had the privilege to write an article on StrategyMob recently and wanted to share the content here. […]

Friday, November 13th, 2015

In Where’s the Money?:
You're right on point, Danny. Marketing serves sales. Reporting helps us measure success or figure out what we can do to better achieve sales targets.

Friday, November 13th, 2015

In Where’s the Money?:
Its funny how often dealers will get so caught up in reporting, they forget to sell cars! No level of reporting will help you if you forget to sell cars first.

Thursday, November 12th, 2015

In Size Matters:
Couldn't agree more.

Friday, September 25th, 2015

In The Happiest Car Dealership on Earth:
It was a great day when we at Strategy Mob shot this with Victor. Always a pleasure talking to PJ about the dealer landscape. He is a great positive energy to be around. 'Til next time PJ.

Thursday, September 24th, 2015