Digital Dealer - September 2019 - 4

D E A L E R OP S & M A NA GE M EN T: Le ad er shi p

By Dave Anderson
President,
LearnToLead

Rally Around
Common Ground
On the topic of generational leadership, it's
important to shift our
thinking away from what
makes each generation
different, or what makes
different generations
"difficult," and instead get
back to leadership basics
and outline important
aspects of a workplace that
ALL generations want,
respond well to, and are
more productive as a result
of. While there are, and will
always be, specific tweaks
in style, approach, verbiage,
etc., that more successfully
resonates and connects with
a single generation over
another, it's foolish to exert
disproportionate effort to get
more from a single group
when key leadership
responsibilities that would
elevate all generations are
neglected. Thus, evaluate
your dealership's strength
and health on this checklist,
and build on - and rally
around - the desires of all
workers, regardless of their
generation, ethnicity,
gender, experience level, or
socio-economic background.

1. WORKING WITH
HIGH-QUALITY PEOPLE

Frankly, no one wants to
work with idiots, incompetents, or the corrupt. Having
dependable, respectful,
competent, and caring teammates improves one's work
4

SEPTEMBER 2019

life and quality of life overall.
This all starts of course with
how well you hire and develop your human capital.
Here's a check-up question: Who have you hired
that you wouldn't rehire if
given a second chance?
Second question: Why are
they still there?
2. BEING PART OF A
STRONG AND EXCLUSIVE
CULTURE

This includes understand-

customers?
Check-up question: If you
were recruiting someone, list
one specific and compelling
benefit you would give for
each of these three cultural
aspects:
 What he/she has a
chance to become.
 Why this place is exclusive (not everyone can be
one of us) and what you will
be a part of.
 How he/she will have a

HAVING DEPENDABLE,
RESPECTFUL,
COMPETENT, AND CARING
TEAMMATES IMPROVES
ONE'S WORK LIFE AND
QUALITY OF LIFE..."
ing and seeing value in
three primary things:
 What a team member
has a chance to become
personally as part of that
culture, through development and advancement.
 Based on your values
and purpose, the people
you surround them with, and
community involvement, will
they feel a part of something
special by belonging to that
culture?
 Are they trained,
equipped, and empowered
to make a difference as a
member of that culture-
both for teammates, and

D I G I TA L D E A L E R . C O M

chance to make a difference
working here.
3. HAVING MANAGERS
WHO "GET" THEM,
RECOGNIZE THEIR
UNIQUE ABILITIES, AND
KNOW WHAT MOTIVATES
THEM AS INDIVIDUALS

No one from any generation will have much interest
in, or be willing to, try to
understand you as a leader
and where you're coming
from, until they first feel
understood by you.
Check-up question: Who
on your team, or that you
work with often, do you not
"get" (understand how to

motivate)? What can you
do to change that? Hint:
Perhaps spend more time
with them asking questions
rather than giving answers.

4. KNOWING WHAT IS
EXPECTED AND WHAT
SUCCESS LOOKS LIKE

This refers especially to
performance expectations
and behavioral standards
(core values).
Check-up question: Which
performance expectations or
core values do you believe
aren't clear or emphasized
enough? How will you
change that?
5. RECEIVING
FAST, CLEAR,
CONVERSATIONAL,
CANDID, HONEST, AND
RESPECTFUL FEEDBACK
ON PERFORMANCE

This includes affirmation
for good performances and
coaching for correction and
improvement.
Check-up question:
Which aspect of feedback
listed above do you need to
improve? Circle it. What will
you do to change that?
6. BEING PART OF
SOMETHING BIGGER
THAN THEMSELVES

This relates to a meaningful vision for their department and/or the dealership
overall, and includes
understanding their role, and
what's in it for themselves
and the team when they're
successful.
Check-up question: How
alive and compelling is your
department/organization's
vision at this time, and how
clearly do they see their
own potential to contribute?
How can you improve either
aspect?
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