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Exploring the Depths of Self-Reflection: The Power of Personal SWOT Anaylsis [RR 907]


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"Do you have the strength to be honest with yourself?" Michael Smith discusses the importance of personal and company-wide SWOT analysis. He explores the need for continuous learning, development and the role of collaborative feedback in identifying blind spots. He emphasizes the importance of going beyond the initial analysis to consider future goals and potential obstacles. Michael Smith, Herzberg Smith and Co, Michael Smith’s previous episodes HERE Show Notes

  • The concept of doing a personal SWOT analysis (00:01:57) Exploration of the idea of doing a personal SWOT analysis and the importance of getting feedback from others.
  • Starting a personal SWOT analysis with a company SWOT analysis (00:06:23) Suggestion to start the personal SWOT analysis by first conducting a company SWOT analysis and using the insights to inform the individual analysis.
  • The SWOT Analysis and Leadership (00:08:03) Discussion on the importance of doing a SWOT analysis for businesses and the role of leaders in driving the future of the organization.
  • The Importance of Self-Development for Leaders (00:09:31) Exploration of the need for leaders to participate in their own self-development and identify their strengths, weaknesses, opportunities, and threats.
  • The Path to Mastery for Individuals and Organizations (00:14:54) Emphasis on the ongoing and evolving nature of the path to mastery for individuals and organizations, and the importance of continuous improvement.
  • The importance of individualized learning and development (00:15:03) Discusses the concept of individualized learning and development programs, focusing on strengths and weaknesses.
  • The need for continuous learning and development (00:16:25) Emphasizes the importance of continuous learning and development, including attending conferences and reading books.
  • The importance of accountability and institutionalizing development (00:18:10) Highlights the need for leadership to walk the talk, institutionalize development, and hold people accountable for continuous learning and improvement.
  • The SWOT Afternoon (00:22:08) Discussing the concept of doing a personal SWOT analysis with the team and the benefits of fostering a collaborative culture.
  • Facilitating the Conversation (00:23:14) Exploring the art of facilitating a conversation and the importance of listening and not interrupting during discussions.
  • 360 Reviews and Mentoring (00:25:11) Explaining the use of 360 reviews and the importance of selecting trusted individuals for feedback, as well as the benefits of mentoring relationships within the organization.
  • Inviting Industry Guests (00:29:56) Carm and Michael express their interest in inviting industry professionals to share their experiences and discuss the effectiveness of implementing the discussed strategies.


Thanks to our Partner, NAPA Auto Care Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care 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 -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   ARN-Website-Banner-July-2022-1200x400-1.png   Screenshot_340.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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