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Elite Worldwide Inc.

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Elite Worldwide Inc. last won the day on November 22

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About Elite Worldwide Inc.

  • Rank
    Experienced Poster

Business Information

  • Business Name
    Elite Worldwide
  • Business Address
    9225 Dowdy Drive, San Diego, California, 92067
  • Type of Business
    Auto Repair
  • Your Current Position
    Shop Owner
  • Automotive Franchise
    None
  • Website
  • Logo
  • Banner Program
    None
  • Participate in Training
    Yes

Recent Profile Visitors

5,464 profile views
  1. In this quick video industry leading shop owner and Elite Business Development Coach Matt Lachowitzer shares how aligning his shop with a cause his team is passionate about has not only helped a lot of people in need, but generated buzz in his community, and brought in many new customers as well. For additional help building a more successful auto repair business join the industry’s #1 peer group, made up of 90 superstar shop owners like Matt, through Elite Pro Service: 20 Group
  2. Superstar shop owner and Elite Business Development Coach Rudi Rudloff shares a tip on technician training that is not only remarkably effective, but cost-free for your auto repair business. For additional help building a more successful auto repair business, learn how you can team up with a superstar shop owner like Rudi through Elite Top Shop 360: Top Shop 360
  3. Superstar shop owner and Elite Business Development Coach Rudi Rudloff shares why giving back during the holiday season is a win for people in need, for your community and for your auto repair business. For additional help building a more successful auto repair business, learn how you can team up with a superstar shop owner like Ron through Elite Top Shop 360: Top Shop 360
  4. Superstar shop owner and Elite Business Development Coach James Stephenson shares a tip on finding & hiring service advisors that has worked wonders for his award winning auto repair business. For additional help building a more successful auto repair business, learn more about Elite’s new affordable and convenient online peer groups for shop owners: Top Shop 360
  5. Industry leading shop owner and Elite Business Development Coach Gene Morrill shares an easy-to-apply tip that has helped his shop improve customer satisfaction and retention. For additional help building a more successful auto repair business, learn how you can team up with a superstar shop owner like Gene through Elite Top Shop 360: Top Shop 360
  6. Superstar shop owner and Elite Business Development Coach Ron Haugen shares how your service advisors should handle the age old sales objection "I can buy the part online for less" For additional help building a more successful auto repair business, learn how you can team up with a superstar shop owner like Ron through Elite Top Shop 360: Top Shop 360
  7. Superstar shop owner and Elite Business Development Coach Matt Lachowitzer shares how you can humanize your auto repair business in a way that will have a positive impact on both customer retention and employee morale. For additional help building a more successful auto repair business, learn how you can work 1-on-1 with an industry leading shop owner like Matt through Elite's Top Shop 360 program.
  8. Elite's AMI accredited Online High Impact Course, sponsored by Jasper Engines & Transmissions, starts October 16th! This industry acclaimed online service advisor training course is delivered by 2019 Ratchet & Wrench All-Star Award winner Jen Monclus, and has been proven to generate both happier customers and higher sales. Here are a few of the topics that will be covered: - Selling multiple repairs & big ticket items - Selling diagnostic testing & maintenance - Building powerful relationships in 60 seconds - Overcoming the most challenging sales objections - Generating more repeat and referral business - Presenting service recommendations in a way that makes customers want to buy - Note: Course will come with a workbook, homework assignments and testing to ensure accountability and lasting results It's only $179 to enroll, and seating is limited, so call 800-204-3548 or visit our Online High Impact page to secure your advisor's spot today!
  9. In this quick video superstar shop owner and Elite Business Development Coach James Stephenson shares a tip on hiring great techs that has worked wonders for his award winning shop. For additional help hiring the right techs, learn how you can join an online shop owner peer group led by an industry leading shop owner like James through Elite's all-new service: Elite Synergy Groups
  10. In this quick video tip superstar shop owner and Elite Business Development Coach Ron Haugen reveals a profit center that very few shop owners are taking advantage of. For additional help building a more successful shop, learn how you can work 1-on-1 with a top shop owner like Ron through Elite Top Shop 360.
  11. Our team at Elite is excited to announce that we're now offering online peer groups for shop owners through an all-new service: Elite Synergy Groups. Our Synergy Groups have been designed to help shop owners access the guidance, support and motivation that peer groups deliver, but exclusively in an online environment with no travel required. Shop owners who become members will be able to attend regular face-to-face web meetings with the other members in their group, and have open discussions where they can learn what’s working well for other shop owners throughout the country. Elite will also provide group members with a platform to communicate outside of the face-to-face meetings so that the shop owners in each group will have more opportunities to build relationships, and create a culture where each group member is truly invested in the success of their fellow shop owners. Every group will be led by a shop owner with an extraordinary track record of success (who is also an Elite Business Development Coach), and each web meeting will include a presentation from the group leader on recruiting, marketing, sales, shop management or whatever the group votes is in their best interest. Group members will also have access to a group Resource Center, where every month we’ll be adding new videos, webinars, guides and training content that will help you build a more successful auto repair business. The first group will have its first meeting on Oct 10th, and as a special promotion, Elite is offering a $50 discount for all shop owners who enroll in the inaugural group. There is no contract with this service, so if you ever feel the group is not meeting with your expectations, you're free to discontinue at any time. Call 800-204-3548 or visit our Synergy Group web page to reserve our spot today!
  12. Industry leading shop owner and Elite Business Development Coach Matt Lachowitzer shares how you can involve the whole family in the auto repair experience, and create a truly magic moment for your shop's customers. For additional help building a more successful shop, learn how you can team up with a top shop owner like Matt through Elite Top Shop 360: https://www.eliteworldwide.com/one-on-one-coaching.html#
  13. Let’s say you’re looking to hire a superstar technician. You find one who has a proven track record of success, and put them through a well-constructed interview process. You decide that the person sitting in front of you is the perfect fit, and you make them a formal job offer in hopes that they will agree to join your team. They agree, and for the first time in a while you’re able to sleep throughout the night, because you know you’ve done your due diligence, and have finally found the top tech you’ve so desperately been needing. All good so far, right? Your new hire comes to work on Monday, and you’re off to a great start. And then…. it happens. Within the first few weeks you start to get the sinking feeling that you may have hired the wrong person. There’s no question that they can fix cars the right way, and they do it quickly. They also show up every day on time, and they keep their workplace clean. The problem is, they don’t follow your procedures very well. Your key employees are telling you that the new guy seems to complain quite a bit about meaningless things, and they’re sad to report that he’s not very social either. You start to hope that he’ll either “adjust or come around”, or that he’s just dealing with some personal issues that will soon pass. But after a month or two you reach the inevitable conclusion – this guy doesn’t like to follow rules, he has an attitude that doesn’t fit well in your shop, and your other employees are not very pleased that he’s working with you. After many sleepless nights, you decide to let him go, and you start the process all over again. Unfortunately, many shop owners live in this world of high employee turnover, or end up telling themselves that they’d rather keep someone who’s not a good fit than run the risk of simply swapping out one bad employee for another. If this sounds all too familiar to you, then consider this: The trap most shop owners fall into is they hire people for what they know, and they end up firing them… for who they are. To put it another way, shop owners often hire people for their skills, and they fire them for their behavior. So, the best-kept secret to hiring superstar techs and advisors? It’s going a step beyond learning about their skills and experience, and learning more about who they are as a person. As someone who has grown some of the most successful shops in America, I’ve learned over the years that in order to hire top employees that my entire team will really enjoy working with, I have to pay very close attention to their personalities and behaviors during the interview process. I do that to this day with Elite, and it’s been one of the most important keys to my hiring success. However, I also know that my perception of someone’s personality will only take me so far, so I have every applicant complete a 45-minute online behavioral assessment before the first interview. Here’s why. An assessment can tell us whether an applicant has the propensity to follow rules, how social they are, their level of optimism, how open they are to constructive feedback, and a whole lot more. Not only do these assessments help us conclude whether the applicant is even someone we should interview, but they also give us direction on where we should dig deeper, and the questions we should ask during the interviews. For example, if the assessment suggests they are not very social, then you know you need to ask questions about how they worked with others in the past so you can discover if there were personality conflicts, ego issues, etc. If the assessment suggests they have a propensity to ignore rules and procedures, you can ask them specific questions about how they inspected and repaired cars, and how they interacted with the advisors. So here’s what I’m going to ask you to do. First, think about the people you’ve fired. Hopefully it hasn’t been many, but I suspect you will discover that with rare exception, the reason you fired them had little to do with their skills, but was because of who they were as a person or how they behaved. Secondly, I’m going to ask that you accept the fact that there are many behaviors (and propensities) that will show up on behavioral assessments that you or I would never be able to detect during an interview, no matter how thorough we may be. And lastly, consider that if you do the math, hiring the wrong person is going to cost you at least $5,000. If you now agree that you need to dig deep and learn more about who the person really is before you hire them, you need to do what Fortune 500 companies and the top shop owners in America do, and have every applicant complete a behavioral assessment before the first interview. There are many companies that provide such services, such as Predictive Index, Berke, and Myers-Briggs, to name a few. We use Berke, and have been quite pleased. If you do begin assessing the people you may hire, then you have my promise: You’ll have a much higher probability of hiring the techs and advisors that your other employees will enjoy working with, they’ll follow your rules, and you’ll be able to go to sleep at night knowing you have an incredible team…of superstars. “Since 1990, Bob Cooper has been the president of Elite (www.EliteWorldwide.com), a company that strives to help shop owners reach their goals and live happier lives, while elevating the industry at the same time. The company offers the industry’s #1 peer group of 90 successful shop owners, training and coaching from top shop owners, service advisor training, along with online and in-class sales, marketing and shop management courses. You can contact Elite at [email protected], or by calling 800-204-3548."
  14. Let’s say you’re looking to hire a superstar technician. You find one who has a proven track record of success, and put them through a well-constructed interview process. You decide that the person sitting in front of you is the perfect fit, and you make them a formal job offer in hopes that they will agree to join your team. They agree, and for the first time in a while you’re able to sleep throughout the night, because you know you’ve done your due diligence, and have finally found the top tech you’ve so desperately been needing. All good so far, right? Your new hire comes to work on Monday, and you’re off to a great start. And then…. it happens. Within the first few weeks you start to get the sinking feeling that you may have hired the wrong person. There’s no question that they can fix cars the right way, and they do it quickly. They also show up every day on time, and they keep their workplace clean. The problem is, they don’t follow your procedures very well. Your key employees are telling you that the new guy seems to complain quite a bit about meaningless things, and they’re sad to report that he’s not very social either. You start to hope that he’ll either “adjust or come around”, or that he’s just dealing with some personal issues that will soon pass. But after a month or two you reach the inevitable conclusion – this guy doesn’t like to follow rules, he has an attitude that doesn’t fit well in your shop, and your other employees are not very pleased that he’s working with you. After many sleepless nights, you decide to let him go, and you start the process all over again. Unfortunately, many shop owners live in this world of high employee turnover, or end up telling themselves that they’d rather keep someone who’s not a good fit than run the risk of simply swapping out one bad employee for another. If this sounds all too familiar to you, then consider this: The trap most shop owners fall into is they hire people for what they know, and they end up firing them… for who they are. To put it another way, shop owners often hire people for their skills, and they fire them for their behavior. So, the best-kept secret to hiring superstar techs and advisors? It’s going a step beyond learning about their skills and experience, and learning more about who they are as a person. As someone who has grown some of the most successful shops in America, I’ve learned over the years that in order to hire top employees that my entire team will really enjoy working with, I have to pay very close attention to their personalities and behaviors during the interview process. I do that to this day with Elite, and it’s been one of the most important keys to my hiring success. However, I also know that my perception of someone’s personality will only take me so far, so I have every applicant complete a 45-minute online behavioral assessment before the first interview. Here’s why. An assessment can tell us whether an applicant has the propensity to follow rules, how social they are, their level of optimism, how open they are to constructive feedback, and a whole lot more. Not only do these assessments help us conclude whether the applicant is even someone we should interview, but they also give us direction on where we should dig deeper, and the questions we should ask during the interviews. For example, if the assessment suggests they are not very social, then you know you need to ask questions about how they worked with others in the past so you can discover if there were personality conflicts, ego issues, etc. If the assessment suggests they have a propensity to ignore rules and procedures, you can ask them specific questions about how they inspected and repaired cars, and how they interacted with the advisors. So here’s what I’m going to ask you to do. First, think about the people you’ve fired. Hopefully it hasn’t been many, but I suspect you will discover that with rare exception, the reason you fired them had little to do with their skills, but was because of who they were as a person or how they behaved. Secondly, I’m going to ask that you accept the fact that there are many behaviors (and propensities) that will show up on behavioral assessments that you or I would never be able to detect during an interview, no matter how thorough we may be. And lastly, consider that if you do the math, hiring the wrong person is going to cost you at least $5,000. If you now agree that you need to dig deep and learn more about who the person really is before you hire them, you need to do what Fortune 500 companies and the top shop owners in America do, and have every applicant complete a behavioral assessment before the first interview. There are many companies that provide such services, such as Predictive Index, Berke, and Myers-Briggs, to name a few. We use Berke, and have been quite pleased. If you do begin assessing the people you may hire, then you have my promise: You’ll have a much higher probability of hiring the techs and advisors that your other employees will enjoy working with, they’ll follow your rules, and you’ll be able to go to sleep at night knowing you have an incredible team…of superstars. “Since 1990, Bob Cooper has been the president of Elite (www.EliteWorldwide.com), a company that strives to help shop owners reach their goals and live happier lives, while elevating the industry at the same time. The company offers the industry’s #1 peer group of 90 successful shop owners, training and coaching from top shop owners, service advisor training, along with online and in-class sales, marketing and shop management courses. You can contact Elite at [email protected], or by calling 800-204-3548." View full article
  15. Elite’s industry acclaimed Online Phone Skills Training, sponsored by Jasper Engines & Transmissions, has been proven to not only help shops bring in more new customers, but do so in a way that demonstrates your professionalism, your ethics, and shows your customers and callers that you truly care about them. Here are just a few of the topics that will be covered during the three 45-minute modules (Weds, 7/17 through Weds, 7/31): - Winning the confidence of those difficult first-time callers - Effectively handling tough, persistent price shoppers - Handling the most common and most difficult sales objections - Understanding your callers and their emotional minds - Using several proven techniques and tips to close more repair and service sales - Converting your priceless callers into rock-solid appointments It's only $179 to enroll, and availability is limited, so visit or Online Phone Skills page to learn more or reserve your seat today: https://www.eliteworldwide.com/phone-skills-training-for-auto-repair-shops.html


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