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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?

         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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