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[Podcast] RR 396: Education – Inside the Automotive Business School of Canada


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Bob Greenwood, AMAM, is President and CEO of Automotive Aftermarket E-Learning Centre Ltd and has over 40 years’ experience working with Independent shops developing their business to maximize business net income.

Bob writes management articles for ASA’s magazine AutoInc and has developed live business management classes for ASA. He writes monthly management articles for Motor Age magazine in the USA and writes semi-monthly shop management articles for CARS Magazine. Bob’s previous episodes are HERE

John Jackson is a Professor in Automotive Business School of Canada, has been involved with the automotive aftermarket since the 1980s when he took a contract with the Auto Parts Sectoral Training Council as a Curriculum Designer. After working in Western Canada (Alberta and Saskatchewan) at Lakeland Interprovincial College and at the Blue Quills Native Education Centre, he eventually joined the Canadian Automotive Institute, now the Automotive Business School of Canada (ABSC).

John is an experienced faculty member at the ABSC and longtime humanist. Beginning with his studies in Television, Stage and Radio Arts Technology (Southern Alberta Institute of Technology), he has a Bachelor of Education Degree (Honours) (University of Calgary), a Bachelor of Arts in Social and Cognitive Anthropology (York University), a Specialist Qualification in the teaching of English as a Second Language and a Masters Degree in Theory and Policy Studies in Cognitive Philosophy (Ontario Institute for Studies in Education, University of Toronto). He is the National Treasurer of the Canadian Institute of Marketing and holds the Registered Professional Marketer (RPM) designation and is one of the few registered professional marketers in Canada.

John has comprehensive experience in public and private radio and television broadcasting, newspaper publishing and advertising and multi-media advertising. He also has experience in international journalism. He has lived, traveled and lectured extensively in Asia, Europe, Africa, The Middle East, and the Caribbean. Professor Jackson has been recommended to receive the Queen Elizabeth II Diamond Jubilee Medal, which recognizes those Canadians who have “made a significant contribution to a particular province, territory, region or community within Canada, or an achievement abroad that brings credit to Canada.

Key Talking Points :

  • John Jackson
    • Professor at Automotive business school of Canada- largest in Canada
      • 500-600 students
      • Teaches automotive aftermarket, history of automobiles, and global automotive industry
      • Throughout Canada largest percentage of graduate employment- 93%. That is higher than any other college program in Canada. 50% of graduates are retained in industry
      • November 20th: Aftermarket day for students: vendors/manufacturers/wholesalers come
      • Scholarships: Gave out $91,500 and have $50,000 available
      • Auto Show: yearly in June, attract 7-10k people, the largest student-run auto show in North America, over 300 cars on campus
      • Co-op program: 100-150 employers willing to take a student in paid co-op position, able to get experience and learn different sectors of business
  • Bob Greenwood
    • Addresses students when in the area- able to connect, have discussions and answer questions
    • Gives perspective and update on aftermarket
  • Image of aftermarket
    • Evolving because of technology- embracing new technology
    • See the need for aftermarket repairs
    • Personal electro-mechanical mobility- not all about cars and parts
  • Transportation as a service-autonomous cars
    • Less personal connection to vehicles

 

Resources:

  • Thanks to Bob Greenwood and Professor John Jackson for their 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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This episode is brought to you by AAPEX, the Automotive Aftermarket Products Expo. AAPEX represents the $740 billion AAPEX_logo_CMYK_with_tagline-1440x621.jpglobal automotive aftermarket industry and has everything you need to stay ahead of the curve. With 2,500 exhibiting companies, you’ll see the latest products, parts and technologies for your business. The event also offers advanced training for shop owners, technicians, warehouse distributors (WDs) and auto parts retailers, as well as networking opportunities to grow your business. AAPEX 2019 will take place Tuesday, Nov. 5 through Thursday, Nov. 7, at the Sands Expo in Las Vegas. More than 48,000 targeted buyers are expected to attend, and approximately 162,000 automotive aftermarket professionals from 135 countries are projected to be in Las Vegas during AAPEX 2019. For information, visit aapexshow.com.

 

Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest 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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