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[Podcast] Stress Busters to Deal with the Emotional Roller Coaster – Dr. Dave Weiman [RR 579]


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Dr. David Weiman is the president of Weiman Consulting, a leadership consulting firm in Philadelphia PA. He is also an adjunct Assistant Professor at Widener University’s Institute for Graduate Clinical Psychology, and he is a Certified Performance Coach through Johnson & Johnson’s Human Performance Institute.

Dr. Weiman has been quoted in BusinessWeek, the Los Angeles Times, Men’s Health, Entrepreneur, and many other publications. He has also been a guest on Fox News Philadelphia, Money Matters TV, and numerous podcasts, where he shares insights about the psychology of success, motivation, and more. You can check David's other episodes HERE.

Key Talking Points:

  • Keeping a client for lifeCreating a connection, experience and trust- customers are relying on the shop to help them
  • Kindness can often be repaid in years of loyalty from customer and referrals   
  • Has to be innate value to treat customers a certain way.
  • One of the first things we learn as children is storytelling- challenge then a hero arises. Boil down technician language to simple terms for customers to understand  
  • COVID-19- Has accounted for chronic and acute stress
  • Getting through the pandemic together- recognizing there is a bigger picture involved 
  • Simmering stressing from the pandemic can cause bigger reactions to situations that normally wouldn't have a reaction. 
  • What is the opportunity for me to learn from this? Decipher reactions based on underlying stress due to COVID-19. 
  • Realize there are all different comfort levels people have with being outside of their house right now- shops have continued to be open but many people are just leaving their houses. Have awareness. 
  • Every customer that comes to shop has a problem- they aren’t stopping to say hello- so you're dealing with stressors all day long, even if you have gotten used to it.
  • Implement stress-reducing activities daily- don’t wait until you are maxed out with stress to do something about it. 
  • Oscillation- take regular breaks whether you feel you need them or not. It will help to refocus and re-energize. Breathing exercises while counting, stretching, going for a short walk.   
  • Focus on things you do have control over- circle of concern vs circle of influence and apply stress-relieving techniques based on what stress you currently are experiencing 
  • Normal stress- getting to work, dealing with traffic, paying bills, etc
  • Training stress- learning new techniques, we put ourselves in it or called to do. In the end you will have more knowledge and skills.    
  • Excessive stress- chronic or acute stress
  • GratitudeAcknowledge the people in your life who you are grateful for and let them know specifically why 
  • Every morning take the time to reflect what you are grateful for- 5 minutes 

Resources:

  • Thanks to Dr. David Weiman for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser and many more. Mobile Listening APP's HERE
  • Find every podcast episode HERE.
  • Every episode segmented by Series HERE.
  • Key Word Search HERE.

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Learn more about NAPA Smart Sign and the hundreds of other benefits NAPA offers. visit the NAPA Benefits Center, at www.napabenefitscenter.com or call the NAPA Benefits Center at 844-627-2123.

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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