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[Podcast] RR 367: Mike Tatich. John Maxwell Leadership Certified.


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Mike Tatich and his wife Serena started TMT Complete Auto Service Center in March of 1984 in Bremen, IN. Bremen is a small town of 4,600 people with 2 stoplights. The shop has undergone many evolutions since its tiny beginning as a tire store and body shop. Mike has become a John Maxwell Leadership Certified business coach. He has a story of letting go, a perfectionist control freak, a helicopter dad, and he needs to get busier doing other stuff. 

Key Talking Points:

  • John Maxwell certified business coach
    • Started reading John Maxwell books 10 years ago
    • Went through certification program in Florida- not one person in the program was from automotive industry
    • Leadership makes a difference
      • 9 out of 10 shop owners don’t believe they can take shop forward
      • Self-limiting belief, fearful   
  • Art of letting go
    • Father/son relationship at the shop
    • Cannot have two different management styles within the company
  • The average shop owner is 63
    • Opportunity for younger talent
  • Advice to millennials
    • Be consistent, build the foundation first
    • Invest in yourself and be open – training, being in association/group, reach out to other shop owners and network
    • Focus on being better than the previous day and step out of your comfort zone
    • Weekly meetings with team

Resources Mentioned:

  • Mike’s son Tony Tatich episode’s here HERE.
  • Link to the ‘BOOKS’ page highlighting all books discussed in the podcast library and many from John Maxwell HERE. Leaders are readers.
  • Mike Tatich email HERE.

 

  • Thanks to Mike Tatich for his contribution to the aftermarket’s premier podcast.
  • 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 Federal-MogulEpisode-Logo-Sponsored-By-v1-300x93.pngMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.com

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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