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[Podcast] RR 417: Rob Rowsell – Achieving Success on a Curved Road


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Rob Rowsell, shop owner, owner of Family Auto Service a four shop group in the La Mesa, CA area. Author of the book ‘Addicted To Life’, How I Went from Homeless to Extraordinary Success and Happiness in a Short Period of Time. Find a link to Rob’s book on the book page on the website HEREListen to Rob’s previous episodes HERE.

Listen to Rob in the Town Hall Academy (102) ‘Second Chance – Working with and Supporting Addiction’ HERE.

Key Talking Points:
  • “Addicted to Life: How I went from homeless to extraordinary success and happiness in a short period of time” by Rob Rowsell RobRowsell.com
  • Relatable book for everyone- shop owners and managers
  • Readers are leaders- start by reading a few chapters every couple days
  • Addiction can be other than drugs and alcohol, can be food and cigarettes etc
  • “You can’t coast uphill” – either getting better or getting worse, cannot coast success
  • Small successes can slow momentum- for example: losing weight is a success but maintaining weight is long term lifestyle. Can’t get complacent after your small success
  • Get outside of your comfort zone or you aren’t growing and learning
  • Success is a curved road- can only see so far until you get to a curve  
  • 8 Building blocks in “Addicted to Life”1) Be done- announce to yourself and the rest of the world
  • 2) Get uncomfortable and take action
  • 3) Create the wave of momentum
  • 4) Prepare now for what’s coming- growth
  • 5) Must be open to the unexpected
  • 6) You won’t always feel like you are winning
  • 7) Must understand the law of exposure- you are what you’re surroundings are
  • 8) You won’t do it alone- success is a team sport
  • Working in the automotive industry Had previous service advisor background
  • Was 45 days clean, applied to “work a day” job- filled out application honestly
  • Referred to an auto repair shop- hired and the owner became the mentor  
  • An acquaintance of father was brainstorming about needing someone to take over repair shop
  • Timing will never be perfect for the opportunity
  • Has 4 shops3 shops make 2 mils each annually
  • 4th shop just opened in September 

 

Resources:

  • Thanks to Rob Rowsell for his contribution to the aftermarket’s premier podcast.
  • Rob’s book on the book page on the website HERE.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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