Mike Davidson began his automotive career in 1984 as a car detailer at a GMC dealership. He started working in independent shops in 1992 and opened Parkway Automotive in 1998. He joined RLO Connor’s Bottom-Line Impact Group in 1999 and graduated from the Automotive Management
Institute in 2000.
Mike was voted Arkansas’ NAPA/ASE Technician of the Year from 2001 to 2008, joined Elite Pro Service Peer Group in 2008, and continues to be an active member. He has been a business coach for Elite Worldwide, a published author, and a presenter at multiple conferences across the United States. He created a live interview seminar called “Hiring for Keeps” in 2013 and developed an automotive apprentice program approved by the United States Department of Labor in 2016.
As a John Maxwell certified speaker, trainer, and coach, Mike has developed a training program to assist shop owners to develop leaders within their organization. He is married with four grown children, resides in Alexander, Arkansas, and is a member of The Bible Church of Little Rock.
Key Talking Points
- What they see is what they will be- As an owner you are on stage all the time
- Let your “yes” be yes and your “no’ be no
- Always do your homework and know your facts
- List your options and count your costs- project before you react
- Seek advice from the right people- listen to your instincts and make decisions based on principles
- Don’t be on a leadership journey alone- need to have good people around you and you chose them, leadership is influence
- 7 C”s: Communication- Listen, learn, lead. Connection- Can’t ask for an employee’s hand before you have their heart-having interest in the person, value in person, express gratitude. Confident- “Be good at what you do, but be great at who you are.” Personal development must continue to grow. Find value in other people to find the right answers that you don’t know. Compassion and caring- see beyond the moment when in situations and look at the bigger picture. Curiosity- asking for feedback, ask questions based on curiosity. Character- internal, who you are when no one is looking, personal values, how you handle situations, tough times show your character. Conviction – trust is communication through conviction, leaders must be trustworthy with employees
- 9 questions to identify if you’re approaching the situation the right way- The root of a problem with an employee is that they are either unwilling or unable to do whatever the situation is. Need to have a balance of care and candor.
- Have I invested in this relationship enough so I can be candid with them?
- Do I truly value this person as a person or just as a team member?
- Am I sure that the issue is theirs and not mine?
- Am I sure I am not speaking up because I feel threatened?
- Is the issue more important than the relationship?
- Does the conversation serve their interest and not just mine?
- Am I willing to invest time and energy to help them change?
- Am I willing to show them how to do something and not just say what’s wrong?
- Am I willing to set clear expectations?
- Handling late employee- Ask them if they like to break promises, the hours listed for the business is a promise to the customer
- Why do we hire people? To do what you would do
- Inner man- character/behavior, and outer man- competency
- Align together
- Thanks to Mike Davidson for his contribution to the aftermarket’s premier podcast.
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