Quantcast
Jump to content


Elite Worldwide Inc.

Sponsor Member
  • Content Count

    150
  • Joined

  • Last visited

  • Days Won

    5

Elite Worldwide Inc. last won the day on November 12 2018

Elite Worldwide Inc. had the most liked content!

Community Reputation

21 Excellent

1 Follower

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

4,733 profile views
  1. By Bob Cooper When it comes to keeping your employees operating at peak performance, I am sure you will agree that training is critical. Accordingly, I felt it would be appropriate for me to provide you with what Elite feels to be the most important considerations when it comes to training your team. First of all, here in the U.S. both physicians and attorneys are required to participate in continued education, and I feel your team members should be required as well. It is for this reason that I would strongly encourage you to have a policy in place that mandates that as a condition of ongoing employment, each year your technicians will need to complete (as an example) at least 40 hours of training, and your advisors will need to complete at least 8 hours of training. In all cases, the training will need to be company approved. Secondly, as we all know, there is no one right answer for who pays for the training, but you may want to consider this. As soon as the employee has completed their training, they have benefited, because they are now more knowledgeable. On the other hand, as the owner of the shop, you will not benefit (economically) until your employee has applied their new-found knowledge, and the application has increased their productivity. I am sure you will agree, these two reasons alone suggest that an employee should invest in their own training. Additionally, when someone has their own dollars invested in any type of training, they will take it much more seriously. Accordingly, you may want to consider having the employee pay a percentage of the cost of the training, and letting them know that if they are still employed with you XX months later, you will then reimburse them for their contribution. If they are cash strapped, you can always do a payroll deduction spread out over 2-3 pay periods. If you find you have to sell your employees on participating in such classes, you will ultimately discover it’s due to one of two reasons. One, they don’t see the value in such courses, and if you discover this to be the case, you may find that they have taken courses in the past that were sub-par, and they lost interest. In such cases you need to sell them on how you select the courses, and/or have them participate in the selection process. On the other hand, if you find you have an employee that has little or no interest, or if they suggest there is nothing left that they can learn, then clearly you have the wrong employee. Whether or not they are paid for their time taking the courses is subject to state laws, and to your discretion. Just bear in mind that the only thing worse than training an employee and having them leave, is not training them, and having them stay. 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.
  2. By Bob Cooper When it comes to keeping your employees operating at peak performance, I am sure you will agree that training is critical. Accordingly, I felt it would be appropriate for me to provide you with what Elite feels to be the most important considerations when it comes to training your team. First of all, here in the U.S. both physicians and attorneys are required to participate in continued education, and I feel your team members should be required as well. It is for this reason that I would strongly encourage you to have a policy in place that mandates that as a condition of ongoing employment, each year your technicians will need to complete (as an example) at least 40 hours of training, and your advisors will need to complete at least 8 hours of training. In all cases, the training will need to be company approved. Secondly, as we all know, there is no one right answer for who pays for the training, but you may want to consider this. As soon as the employee has completed their training, they have benefited, because they are now more knowledgeable. On the other hand, as the owner of the shop, you will not benefit (economically) until your employee has applied their new-found knowledge, and the application has increased their productivity. I am sure you will agree, these two reasons alone suggest that an employee should invest in their own training. Additionally, when someone has their own dollars invested in any type of training, they will take it much more seriously. Accordingly, you may want to consider having the employee pay a percentage of the cost of the training, and letting them know that if they are still employed with you XX months later, you will then reimburse them for their contribution. If they are cash strapped, you can always do a payroll deduction spread out over 2-3 pay periods. If you find you have to sell your employees on participating in such classes, you will ultimately discover it’s due to one of two reasons. One, they don’t see the value in such courses, and if you discover this to be the case, you may find that they have taken courses in the past that were sub-par, and they lost interest. In such cases you need to sell them on how you select the courses, and/or have them participate in the selection process. On the other hand, if you find you have an employee that has little or no interest, or if they suggest there is nothing left that they can learn, then clearly you have the wrong employee. Whether or not they are paid for their time taking the courses is subject to state laws, and to your discretion. Just bear in mind that the only thing worse than training an employee and having them leave, is not training them, and having them stay. 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
  3. Elite is the “go to” source for real training that makes a difference in the short and long run!!!Committed to help, Leon Martin 

  4. All successful companies need a leader that has a vision of the future, clearly defined long-term goals and a deep appreciation for people. These leaders also need the ability to bring out the best in others, have a deep-rooted commitment to ethics, and be able to withstand the challenges of leadership. When it comes to small businesses, even the best leaders often have difficulty finding others in their organization that are not only capable of becoming a successor, but that can also effectively lead others. I realize that there are countless books that have been written on developing leaders within, and the amount of information available on the web really is endless. Accordingly, I felt I could best help you by distilling this subject down to a step-by-step guide to creating leaders within your company. Step #1. Communicate your values, mission and culture early and often - Individuals in leadership positions must realize that others will most willingly follow when they feel the leader shares their values. By having a deep commitment to ethics, by never putting money ahead of people, and by creating a culture that others want to be a part of, people will have a natural propensity to not only follow you, but emulate you as well. These are the principles of leadership that can’t be faked, or only applied when the time is right, because people will inevitably be able to tell if you aren’t genuine. You may want to consider what we do at Elite, and have all new hires memorize your Mission Statement as soon as they come aboard. This will help them achieve a deeper relationship with your values. Then throughout their tenure with your company, make sure that you continually reinforce those values and the things that are most important to your brand. For example, since ethics are important to our culture at Elite, we provide every new employee with a copy of Ethics 101 by John Maxwell, and they are asked to share what they feel are the most important takeaways. Reinforcing your shop’s culture early and often will help ensure that you have buy-in from everyone that works with you. Step #2. Start with the Right People - Regardless of how good your leadership skills may be, in order to create leaders within your business you need to start with people that have the right attitude, the aptitude to grow within your organization (or into the position), and the right ethics. Bear in mind that regardless of whether or not you are looking to fill a specific leadership role in management, each and every one of your employees will take on a leadership role to some degree. This is why you need to consider two different leadership paths; One for the individuals who will be assuming greater management/business leadership roles, and one for those who will less directly serve as role models for others. Step #3. Identify the Candidates for Leadership Roles in Management Positions – In identifying the right candidates, you will need to ensure you are confident that they have the capacity to grow into the leadership position you are looking to fill. You will also need to assess their natural talent for engaging and dealing with people (including the management of others), their temperament, their ability to operate under pressure, and their ability to inspire others. These are all personality characteristics (not skills), so you will need to carefully evaluate not only the candidate’s strengths, but equally as important, any noteworthy weaknesses. In making your decisions, you may also want to consider having the candidates undergo professional assessments that are available through organizations like the Berke Group. Step #4. Create a Path to Leadership – Once someone has been identified as a good candidate for a leadership role in management, you will need to provide them with them a list of the skills they will need to develop, a timeline for their completion, and the method you will use to judge their knowledge and ability to apply what they’ve learned. You will also need to have a clear understanding with the candidate regarding what will occur if for whatever reason either of you feel it is inappropriate to continue moving forward. When it comes to the skills they will need, first and foremost, they will need to develop (or further develop) their people skills. One of the best ways of accomplishing this goal is by asking them to read How to Win Friend and Influence People by Dale Carnegie. I would strongly encourage you to have them read one section at a time, and then provide you with an oral report. During their reporting session they should tell you what they have learned, how they will apply it to their personal life, and how they will apply it to their role in your company. Always be sure to ask for their reasoning as well. This exercise will help you better understand how your employees process information, and will give you valuable insights into how they view their roles. This learning path should help the candidate understand the value of having goals in place, the goal setting process you use, your key performance indicators, your financial statements (when applicable), how to effectively manage their time, and how to delegate. You will find John Maxwell has written many extraordinary books on a number of these subjects, which can be valuable tools for you. Lastly, they will need to learn how to effectively manage your single greatest asset: the people that you employ. Although there are many books that have been published on managing people, I believe that the all-time best is The One-Minute Manager series by Kenneth Blanchard. Step #5. Application of Leadership Skills – As you are developing your business management leader, you will need to provide them with opportunities along the way to practice what they have learned. Although there are many strategies available, here is a simple one that you can use: Start by having the management leader-in-training create a simple 3-5 page mini-business plan for any part of your business. For example, it could be for driving up sales, controlling costs, or bringing in more new customers. The plan needs to include the goals (ideally relative to your KPI’s), the strategy that will be used, the opportunities and the potential risks. Additionally, they should be put in a position where they can take on a leadership role in your team meetings, and begin handling employee issues that are relative to the role they will be filling. While creating leaders is by no means an easy task, I hope that you find these 5 steps helpful in building a company comprised of leaders that not only embrace your shop’s mission and values, but that serve as role models for every life they touch. 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.
  5. All successful companies need a leader that has a vision of the future, clearly defined long-term goals and a deep appreciation for people. These leaders also need the ability to bring out the best in others, have a deep-rooted commitment to ethics, and be able to withstand the challenges of leadership. When it comes to small businesses, even the best leaders often have difficulty finding others in their organization that are not only capable of becoming a successor, but that can also effectively lead others. I realize that there are countless books that have been written on developing leaders within, and the amount of information available on the web really is endless. Accordingly, I felt I could best help you by distilling this subject down to a step-by-step guide to creating leaders within your company. Step #1. Communicate your values, mission and culture early and often - Individuals in leadership positions must realize that others will most willingly follow when they feel the leader shares their values. By having a deep commitment to ethics, by never putting money ahead of people, and by creating a culture that others want to be a part of, people will have a natural propensity to not only follow you, but emulate you as well. These are the principles of leadership that can’t be faked, or only applied when the time is right, because people will inevitably be able to tell if you aren’t genuine. You may want to consider what we do at Elite, and have all new hires memorize your Mission Statement as soon as they come aboard. This will help them achieve a deeper relationship with your values. Then throughout their tenure with your company, make sure that you continually reinforce those values and the things that are most important to your brand. For example, since ethics are important to our culture at Elite, we provide every new employee with a copy of Ethics 101 by John Maxwell, and they are asked to share what they feel are the most important takeaways. Reinforcing your shop’s culture early and often will help ensure that you have buy-in from everyone that works with you. Step #2. Start with the Right People - Regardless of how good your leadership skills may be, in order to create leaders within your business you need to start with people that have the right attitude, the aptitude to grow within your organization (or into the position), and the right ethics. Bear in mind that regardless of whether or not you are looking to fill a specific leadership role in management, each and every one of your employees will take on a leadership role to some degree. This is why you need to consider two different leadership paths; One for the individuals who will be assuming greater management/business leadership roles, and one for those who will less directly serve as role models for others. Step #3. Identify the Candidates for Leadership Roles in Management Positions – In identifying the right candidates, you will need to ensure you are confident that they have the capacity to grow into the leadership position you are looking to fill. You will also need to assess their natural talent for engaging and dealing with people (including the management of others), their temperament, their ability to operate under pressure, and their ability to inspire others. These are all personality characteristics (not skills), so you will need to carefully evaluate not only the candidate’s strengths, but equally as important, any noteworthy weaknesses. In making your decisions, you may also want to consider having the candidates undergo professional assessments that are available through organizations like the Berke Group. Step #4. Create a Path to Leadership – Once someone has been identified as a good candidate for a leadership role in management, you will need to provide them with them a list of the skills they will need to develop, a timeline for their completion, and the method you will use to judge their knowledge and ability to apply what they’ve learned. You will also need to have a clear understanding with the candidate regarding what will occur if for whatever reason either of you feel it is inappropriate to continue moving forward. When it comes to the skills they will need, first and foremost, they will need to develop (or further develop) their people skills. One of the best ways of accomplishing this goal is by asking them to read How to Win Friend and Influence People by Dale Carnegie. I would strongly encourage you to have them read one section at a time, and then provide you with an oral report. During their reporting session they should tell you what they have learned, how they will apply it to their personal life, and how they will apply it to their role in your company. Always be sure to ask for their reasoning as well. This exercise will help you better understand how your employees process information, and will give you valuable insights into how they view their roles. This learning path should help the candidate understand the value of having goals in place, the goal setting process you use, your key performance indicators, your financial statements (when applicable), how to effectively manage their time, and how to delegate. You will find John Maxwell has written many extraordinary books on a number of these subjects, which can be valuable tools for you. Lastly, they will need to learn how to effectively manage your single greatest asset: the people that you employ. Although there are many books that have been published on managing people, I believe that the all-time best is The One-Minute Manager series by Kenneth Blanchard. Step #5. Application of Leadership Skills – As you are developing your business management leader, you will need to provide them with opportunities along the way to practice what they have learned. Although there are many strategies available, here is a simple one that you can use: Start by having the management leader-in-training create a simple 3-5 page mini-business plan for any part of your business. For example, it could be for driving up sales, controlling costs, or bringing in more new customers. The plan needs to include the goals (ideally relative to your KPI’s), the strategy that will be used, the opportunities and the potential risks. Additionally, they should be put in a position where they can take on a leadership role in your team meetings, and begin handling employee issues that are relative to the role they will be filling. While creating leaders is by no means an easy task, I hope that you find these 5 steps helpful in building a company comprised of leaders that not only embrace your shop’s mission and values, but that serve as role models for every life they touch. 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
  6. Elite Certified Sales & Leadership Trainer Jen Monclus shares a UCLA study that reveals an important key to bringing more first-time callers into your shop: For addtional help generating higher sales and happier customers, learn more about Elite's industry acclaimed Masters Service Advisor Training Program.
  7. Whenever a customer tells you they can’t afford to do the repairs, and they ask you if you can help them out “this one time’”, you need to give careful thought before you lower your price. First of all, there is a cardinal rule in sales that says before lowering your price, you need to build more value in your service. Yet as we all know, there are going to be some occasions where no matter how good your sales skills are, the customer simply won’t have the ability to pay for the recommended services. In such cases, you and your advisors will have three options. One, you can let the customer walk; two, you can drop your price; or three, you can follow the proven path we have provided to tens of thousands of advisors over the years. First of all, if you let them walk, both you and the customer have lost. They’ve lost the time they’ve invested in having their vehicle inspected, and when they leave your shop their problems still exist. You’ve lost the marketing dollars you invested in bringing the customer through your door, you’ve lost the time you’ve invested in inspecting the vehicle and estimating the job, and you’ve lost the opportunity to help someone in need. The second option you have is to lower your price, and while you may close that sale, you’ll also be sending a message to your customer that if they wouldn’t have asked for a discount, they would have paid too much. If that’s not bad enough, it gets worse, because they know if they ever decide to come back they’ll need to negotiate with you, regardless of the prices you quote. The good news is, there’s a third option, and it’s one that’s used by the top shop owners in America with great success…. Putting first things first, you’ll need to see if the customer qualifies for any legitimate discounts you offer, such as Senior Citizen, AAA or Military discounts. You can also limit the number of repairs to the ones they can afford at the time. Another option (which works well in some cases), is to scale back on some of the benefits, such as the length or terms of the warranty. If you and your customer find none of those solutions to be acceptable, you can consider telling them that you will keep their vehicle at your shop (space allowing), and perform the repairs if and when your time allows (when another customer cancels their appointment at the last minute and your tech has the downtime, for example). What your customer would be sacrificing is the immediacy and convenience. Please bear in mind that when making any decision to lower your price, you need to ask yourself who is ultimately going to pay for the discount, because the answer will inevitably be your other customers. Secondly, if you have the right advisors, with the right principles, they’ll know in their hearts it’s just not right to charge two people different prices for the same service. To put it another way, I’m sure you would not want your mom or dad walking into any business and buying a product or service when you know the customer right before them… paid less. Never forget, principles, not shell games, lead to two things: higher profits, and the ability to sleep at night knowing you are not playing games… with other people’s money. Since 1990, Bob Cooper has been the president of Elite Worldwide Inc. (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 seminars. You can contact Elite at [email protected], or by calling 800-204-3548. View full article
  8. Elite Business Development Coach and superstar shop owner Darrin Barney shares an easy-to-apply tip that will help you show your employees how much you care about them, and build morale in your shop: Darrin Barney is an industry leading shop owner, and also one of the industry's top marketing experts who heads up Elite's Rapid Results Car Counts Package. Visit our Rapid Results page to learn how you can work one-on-one to generate immediate traffic, improve your phone conversions, effectively monitor and measure your results, and generate more repeat and referral business: https://www.eliteworldwide.com/most-effective-way-to-increase-car-counts.html
  9. Elite Pro Service is a peer group made up of 90 of the most successful shop owners in North America, and is always full, but as of 11/14 we have a couple of rare openings! "Rare" isn't an exaggeration, as well over half of the 90 shop owners in this peer group have been members since Pro Service was started over 10 years ago. In a world where information is everywhere, it is the quality of the information you have access to that will separate you from the competition, and at Elite we feel there's no equal to the quality of real-time data and best practices that come directly from 90 of the industry's top shop owners. Pro Service is more than a “20 Group” process; it is a community. Not only do our Colleagues believe that 90 minds are better than the standard 10-20 that are most groups, but just about every colleague will tell you that Pro Service has connected them with lifelong friends. There have been several occasions where a Colleague was in trouble with their business, and other Colleagues would “jump on a plane” to help them in any way they could. Pro Service is a caring culture. It’s not only about increasing profits, but about becoming better leaders who create better lives for their employees, take better care of their customers, and make more meaningful impacts on their communities. It’s about achieving personal and business success, but also about elevating our great industry and every life it touches. It is worth your time to visit the Pro Service web page to learn more. Pro Service Benefits 90 successful, business savvy shop owners working with you to improve your shop’s performance One-on-one coaching from a nationally recognized business coach with over 20 years of coaching experience and over 40 years spent in the Automotive industry Comprehensive host shop meetings performed twice a year, including onsite shop visits, collaboration and training to provide immediate solutions to current issues Yearly Pro Service Conference with training from outside the industry addressing leadership, marketing, recruiting, employee retention, succession planning and more! Monthly online meetings to keep you tuned up Information-rich financial Dashboard with charting, trending and analytics to benchmark performance Extensive library of information resources developed for owners, service advisors, managers and technical staff Support 24/7 To learn more or to find out if you qualify, visit the Elite Pro Service web page: https://www.eliteworldwide.com/20-group.html
  10. By Jim Murphy of Elite We continue to hear that it is important to be more efficient in our shops; more efficient at the front counter, more efficient techs, more efficient with our time in general. What are we truly doing about it? Expenses and costs keep increasing. The collision industry has already learned that they cannot charge more because the insurance industry has capped their ability to do so. 6 to 7 hours per technician is not going to cut it any longer; the collision shops now need to get 10 to 12 hours per day per tech. How is mechanical repair going to survive? Customers are beginning to reach the upper barrier of what we can charge. We need to improve proficiency by 50% without increasing the charges to the customer. How do we do that? We need to re-evaluate processes, people, equipment and technology. We then need to reassess and improve some more. The collision industry efficiencies were increased, now it is our turn! We need to reconfigure workspaces for the shop and customer service areas. Analyze paper and people flows to minimize steps and remove the barriers that make your staff slow down or stop. We need to constantly review equipment, tools, technology and IT to speed up processes. We need to look for improvements in products to minimize comebacks, and most importantly, we need to continue to upgrade training. The best performing businesses have the highest quality people, the right people for the right positions. Training plus experience equals a highly trained staff. Make sure that you have a training plan in place for each employee. You want to source the right training at the right time for the right price. Don’t just accept whatever becomes available to you at the time and expect that this will be right for your staff. Do your homework and procure what each team member will need this year to become more efficient. Your business is going to depend upon it! This article was brought to you by Jim Murphy. Jim the leader of Elite’s prestigious Pro Service, a peer group made up of 90 of the most successful shop owners in North America. To learn more about the industry's top peer group, visit Elite's Pro Service page: https://www.eliteworldwide.com/20-group.html View full article
  11. Elite is proud to announce that we are partnering with BOLT ON TECHNOLOGY to help auto repair shop owners become more successful. When choosing to partner with a company we always take a careful look at their principles, at their ability to help shop owners, and at the impact they're having on the industry. BOLT ON has been able to exceed our most optimistic expectations in all of these categories, so it's truly an honor to be able to partner with them. BOLT ON and Elite will elevate the auto repair industry by making it more sophisticated, attractive to a new generation of shop owners, perpetuating ethics-based business practices, and overall creating better opportunities for success. The valuable technology and education provided by the companies will give shop owners the critical tools needed to improve car counts, AROs and customer trust. BOLT ON provides an award-winning suite of shop management products that makes shops more attractive to prospective employees and customers. Each tool helps shops operate efficiently by streamlining scheduling and updating customer information, producing more accurate reporting, strengthening customer communication through digital inspection capabilities and allowing managers to stay on top of business performance. Elite provides shop owners premium training in business practices such as recruiting courses, marketing courses, phone skills and sales training, peer group meetings and comprehensive coaching programs where every Elite coach is the past or present owner of a very successful auto repair business. “We’re proud of our partnership with BOLT ON TECHNOLOGY because of all the synergy between the two companies both in our cultures and overall goals,” says Bob Cooper, founder and President of Elite. “Our belief is that every shop owner needs both the right people and the right systems to reach their potential, and this partnership helps them achieve both objectives.” “The key to fulfilling our mission is making every resource available to our customers that will improve their business,” says Mike Risich, founder and CEO of BOLT ON TECHNOLOGY. “We’re extremely excited about our partnership with Elite because the best solution for a shop that wants to grow is not just to train management or implement new technology, but to utilize both.” About BOLT ON TECHNOLOGY BOLT ON TECHNOLOGY equips the automotive repair and maintenance aftermarket with award-winning technology tools to improve customer communication. The company's technology instantly transmits photos, videos and text messages to communicate automotive repair details, thereby increasing customer trust, boosting sales and empowering shops to build long-term customer relationships. Along with ongoing training and support, BOLT ON's mobile and digital tools also reduce problems inherent in the service process, while increasing shop productivity, revenue, and customer satisfaction. For more information, visit www.boltontechnology.com or call 610-400-1019. About Elite Elite was founded in 1990 with two primary goals in mind: To help shop owners build more profitable, successful businesses, and to give back to an industry we love. Elite’s services help shops identify business challenges, and improve in the areas of sales, marketing, employee management, recruiting and all facets of shop management so that they may reach their full potential. Elite hires only coaches and trainers with extraordinary track records of success, who share these goals and have the same passion for making this industry a better place by improving the lives of shop owners, their employees, their customers and their communities. For more information, visit www.eliteworldwide.com or call 1-800-204-3548.
  12. Superstar shop owner and Elite Business Development Coach Darrin Barney shares an easy-to-apply tip that will help shop owners ensure that they're following through with the behaviors that are critical to their success: To learn more about how you can team up with a superstar shop owner like Darrin to reach your shop's goals, visit the Elite Coaching Program web page.
  13. Elite's Bob Cooper and Doris Barnes share how your service advisors can use tire analogies to handle even the most difficult sales objections: For additional help increasing your shop's sales, customer satisfaction and customer retention, learn more about our industry acclaimed our Masters Service Advisor Training at https://www.eliteworldwide.com/automotive-service-advisor-training.html
  14. Elite Certified Sales and Leadership Trainer Jen Monclus shares why it's your service advisors' ethical responsibility to disclose absolutely everything that's wrong with a customer's vehicle, even if it's a first-time customer with a long list of repairs:


×
×
  • Create New...