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Life Calibration: From Burnout to Balance [THA 348]


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Our panel explores the challenges of achieving work-life balance and how it affects busy professionals and entrepreneurs. The key takeaway was the importance of operating with the mindset of wanting employees' lives to work both inside and outside of the shop. Eddie Lawrence shared his personal story of experiencing a health crisis in 2015, which served as a wake-up call for him. As a business owner, he had been prioritizing his work over his own well-being. This realization led him to create 'Life Calibration,' a framework to help individuals prioritize and improve different areas of their lives, not just for themselves but also for their teams. Eddie Lawrence, President of Mobile Transport Repair, Colorado Spring, CO. Chris Lawson, TechnicianFind.Com. Chris’ previous episodes HERE Shawn Gilfillan, Automotive MagicKenvil and Lake Hopatcong, NJ. Shawn’s previous episodes HERE Show Notes:

  • Life Calibration: https://www.lifecalibration.com
  • The wake-up call (00:04:29) Eddie shares his personal wake-up call after neglecting his own health as a business owner.
  • The life calibration system (00:06:22) Eddie discusses the Life Calibration system he created to prioritize and improve different areas of life.
  • The importance of personal growth (00:07:50) The importance of personal growth for business owners and how it affects the growth of their businesses.
  • Introduction to the Life Calibration program (00:09:35) Explanation of the life calibration program, including the self-diagnostic test, the gears tool, and the workbook for setting baselines and goals.
  • Positive impact of the life calibration program on team members (00:14:41) Testimonials from shop owners about the positive impact of the life calibration program on their team members, including improved work-life balance and personal growth.
  • The importance of personal goals in improving employee morale (00:17:19) Discussion on how shops that incorporate personal goals into their quarterly meetings have better employee morale.
  • The significance of life in the workplace (00:18:00) Exploration of how many shop owners feel like something is missing in their workplace, and the importance of incorporating life into the workplace culture.
  • The role of accountability and support in life calibration (00:20:55) Explanation of the coaching program within life calibration, including the accountability and support provided through online membership and regular calls.
  • The technician's success story (00:26:19) Technician's success stories of buying a house and improving their career and life through support from the shop.
  • Improving lives through personal goals (00:27:16) Stories of employees pursuing personal goals like kickboxing and overcoming PTSD through support from the shop.
  • Shop owner's role in implementing life calibration (00:29:16) The shop owner's role in starting the journey of self-improvement and bringing life calibration to their employees for better culture and retention.
  • Life calibration and team building (00:34:12) Discussion on the different ways to conduct team building exercises, including Zoom calls and in-person meetings.
  • Personal experiences with life calibration (00:36:14) Eddie shares his life-changing experience in 2015 and the compulsion to do something more to help people.

Thanks to our Partners Shop-Ware and Delphi Technologies Shop-Ware: More Time. More Profit. Shop-Ware Shop Management https://getshopware.com/ Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. http://DelphiAftermarket.com Connect with the Podcast -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections Delphi-Call-to-action.png       ARN-Website-Banner-July-2022-1200x400-1. Screenshot_340-1.png

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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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