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[Podcast] RR 407: Dennis Montalbano: He Survived a Heart Attack and Stroke and so Did His Business!


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Dennis Montalbano was born in San Francisco and raised in San Jose. He started his career in the service station business and operated the largest Gulf station on the west coast in volume.

Dennis then became the youngest Snap-On Tools dealer at 22 years old and then the youngest Field Manager for Snap-On at 30 years old. He moved to Fresno in 1982 with Snap-On and purchased German Auto Repair in 1989.

Dennis shares his recent major health challenge and how he and his business survived. His message is clear, you need to have a plan. We are not immortal.

A classic car collector who owns his first purchased car, a 1956 Corvette that he has owned for over 45 years. He is also a trained California certified Lemon Law arbitrator for over 16 years. Dennis currently serves on the Executive Board of Directors for the Fresno Regional Workforce Investment Board.

As  ASCCA (Automotive Service Councils of California) President in 2011 and again in 2016, his passion for the industry is what drives him to serve. Listen to Dennis’ previous episodes HERE.

 

Key Talking Points

  • Aging of industry  
    • Dennis had a health scare that changed perspective for living each day- time goes by too fast
      • The doctor that performed surgery was a customer at the shop
    • Need to have a succession plan no matter what age shop owner is- surround yourself with the right people and cannot control the entire business yourself
      • Who has passwords?
      • Who can get into the bank account?
      • Who will pay the bills?
      • Who will lead?
    • The stress of business owner
      • Health issues due to stress common with both men and women in stressful positions  
      • Stress signs- waking up at 4 AM not because of alarm but because overthinking about something  
      • Delegate responsibilities-Can’t have the mindset that you are the only one that can do job or task correctly  
      • Can your business continue to run without you for 30 days? Plan for the unexpected and don’t back yourself into a corner you cannot get out of
      • Starting in the automotive industry and staying in it- As cars are evolving the technology and equipment side of business rapidly changing
      • What are your health requirements for business?
      • Denial- it won’t happen to me

Resources:

  • Thanks to Dennis Montalbano 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.
  • 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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