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CASE: Controller, Analyzer, Socializer, Entrepreneur- Which Personality Type Are You? [RR 904]


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How can different personality types impact leadership and success in business? Murray Voth discusses the importance of understanding personality types in business. He introduces a new acronym, CASE, which stands for Controller, Analyzer, Socializer, and Entrepreneur. The conversation also covers the role of human motivation, clear expectations and accountability in managing employees, and the importance of giving space to your partner in a marriage and how it applies to business relationships. Find out how you can create a harmonious and productive team dynamic, where individuals can play to their strengths and contribute effectively to the business. Murray Voth, RPM Training. Listen to Murray’s previous episodes HERE

Show Notes

  • CASE: Controller, Analyzer, Socializer, Entrepreneur
  • Defaulting to Personality Types Under Stress (00:08:42) Discussion on how individuals default to certain personality types under moments of stress, fear, and overwhelm.
  • Understanding and Utilizing Different Personality Types in Leadership (00:09:45) Exploring how different personality types, such as controllers, analyzers, socializers, and entrepreneurs, can contribute to effective leadership and business success.
  • Using the SOAR Acronym for Problem-Solving (00:16:19) Introduction of the SOAR acronym (Situation, Outcome, Action, Results) as a tool for problem-solving and decision-making in coaching and personal development.
  • The Outcome and Visualization (00:17:08) Discussing the importance of imagining the desired outcome and visualizing the qualities and skills of a potential service advisor.
  • Taking Actions (00:17:57) Exploring the necessary actions to achieve the desired outcome, such as creating an advertisement, conducting interviews, and ultimately hiring a service advisor.
  • Dopamine and Accountability (00:18:51) Highlighting the role of dopamine in motivating and rewarding oneself throughout the process, as well as redefining accountability as providing clear expectations and tools for employees.
  • The technician who is a serial or the visionary (00:25:22) Discusses the different types of technicians and how to effectively utilize their skills and strengths in a shop environment.
  • The analyzer technician who spends excessive time diagnosing (00:26:17) Explores the reasons behind why some technicians feel the need to overanalyze and prove themselves, and shares a personal story about an apprentice.
  • The importance of decision making and understanding personal strengths (00:30:46) Highlights the impact of decision making on business and personal life, and emphasizes the importance of making decisions based on strengths rather than getting stuck in analysis paralysis.
  • The Growth Mindset vs Fixed Mindset (00:35:20) The concept of growth mindset vs fixed mindset and how it affects learning and personal development.
  • Fear of Regret (00:37:43) The fear of regret and how it holds people back from making decisions and taking risks.
  • The Check Engine Lights of Your Business (00:41:46) Teaching business owners to diagnose their business using KPI technology and scanning tools.
  • Learning How to Learn (00:42:31) Beta testing the idea of using personality assessments to understand team dynamics and improve business performance.
  • Playing to Strengths in the Shop (00:43:36) Positioning team members based on their strengths, such as having analyzers in the background and socializers at the front counter.

Thanks to our Partners, AAPEX and NAPA TRACS Set your sights on Las Vegas in 2024. Mark your calendar now … November 5th-7th, 2024. AAPEX - Now more than ever. And don’t miss the next free AAPEX webinar. Register now at http://AAPEXSHOW.COM/WEBINAR NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on Twitter: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -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 NAPA-TRACS-Call-To-Action-Graphic-1.png       ARN-Website-Banner-July-2022-1200x400-1.png

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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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