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Jared Hamilton
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Jared Hamilton

Jared Hamilton Founder - CEO

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WOW! The video below is a sad but somewhat familiar occurrence in the auto industry.  It's video of a real sales meeting where the manager is insulting his people into motivation.  He tells his people they suck, failure is their fault and that he, the manager, refuses to be part of the problem. Unknown to the manager, one of the sales people whips out his phone and records the incident, then posts it to YouTube for all to see. No doubt we will write about the social media implications to the dealership's brand, but for now I want to talk about the huge gap in management skills that are demonstrated in the video. What do you expect? We have all been in meetings similar to this.  Most of us promised that when we became managers we would do a better job.  Sadly, without being taught the skills of proper management many in the industry become a product of the environment and poor management perpetuates itself. I will be the first to say a manager's job is to hold his/her team accountable.  However, there is a right and a wrong way to do it. By chewing the team in such a fashion without offering any solutions the manager becomes a problem creator, not a problem solver.  This is simply bad form that produces bad results.  Would you work harder for your managers if they treated you like this? Understanding Managements Power: There are three types of power a manager can have: (adapted from Steven R Covey) Coercive Power- This power comes as a result of fear in the subordinate. Because the employee has fear of a consequence, he or she will acts in a certain way to avoid the punishment.  Managers often fall back to Coercive power because it is easy to exercise and requires no skill.  All one needs to exercise Coercive Power is authority from a title.  Sadly, this management style often reveals character flaws in the leader, causing the team to lose more respect, starting a downward spiral.  Think of some of the great dictators in history and you will find extreme examples of coercive power. Greatness is never achieved through Coercive Power because the subordinates never strive to do great things; they simply try to stay out of trouble. Coercive power is not the way to build a lasting team of greatness. Utility Power- This power stems from the exchange of goods. The followers have what the leaders want, like a sales person's time and talent. The leader has something the follower wants, like commissions. A deal is reached and the parties exchange goods in defined roles.  "You sell cars for me, follow my rules, and Ill give you commissions" as an example.  The relationship is mechanical but usually fair.  Regardless, it lacks heart. Motivation based on utility power is better than coercive power because at least both parties are willing to participate.  However, Utility Power is still not the optimal form of motivation. Legitimate Power-this comes when the follower believes in the cause of the leader and trusts the leader can take the follower in the right direction.  Legitimate power will not come from a title, but is earned through service and performance by a leader who honors his or her team, works to serve the greater good and produces results.  When your team believes in your cause, and your managers have legitimate power, your team will be transformed to a whole new level. Sadly the manager in the video displayed no vision, had no connection with his team and only relied only on coercive power to try and destroy his team into motivation.  I sincerely hope he is a better manager than the video showed.  There was no building of greatness in this sales meeting, only destruction of the team. What could this manager have done different? 1.     First, he should have separated out those who did perform from those who didn't.  There is no need to rip your best performers for something they are not a part of. 2.     This was nothing more than an emotional rant.  Managers need to stay composed and in control so to avoid mistakes, especially during serious discussions around poor performance.  If you can't control your emotions don't try and lead your team when you are angry, you are likely to do more damage than good. 3.     The manager 100% separated himself from his team, blaming them for everything while washing his hands of any wrongdoing.  He showed no loyalty to the team and they have no reason to return any loyalty.  This manager should have diagnosed the problems, said we've got our work to do and together we are going to get items A, B &C done!  You are more likely to dig yourself out of a ditch if you are working together. 4.     He offered no evidence of his claims.  When you are trying to win the team over always offer evidence, especially when you are being negative people are going to be slow to take what you say at face value. 5.     He should have acknowledged management's failures and outlined the solutions to fix them.  If the team sucks, they didn't get the training they needed.  If the sales people are not capable of success they should have been let them go.  Ultimately managers need to manage, there was no management taking place in the meeting. 6.     The biggest task in being a successful manager is to be a problem solver.  The manager offered only complaints, no corrective direction or advice.  This manager should have had solutions prepared to offer the team a path to success and to lead them out of trouble. What else can we learn from this post?  What would you have done differently?
Bart Wilson
1985 called and it wants its sales manager back! Where is the accounability? I agree with Chuck. A manager's job is to develop the people they manage. Buddy, they suck because YOU suck.
Jared Hamilton
Ouch!
Mark Crosby
Holy lack of management training Batman! this video was painfuly funny and unfortunately is probably more of the norm than the exception for weekend geared sales meetings! Today, sales people and even the managers need more training than what they are receiving. Most dealers are trying to save money every way they can just to survive but somehow they need to be able to incorporate some level of continual training on all levels. Nobody should be talked to in that fashion especially in a group. Pull the people who are underperforming aside and speak to them one on one! It is hard enough to retain a positive frame of mind in todays sales environment as it is...the top sales people don't really need to go through this type of event. Pump up the top sales staff, re-train the lower level sales staff or replace them.
Tom White Jr.
I have done a lot of thinking about this video lately. While I realize this kind of behavior may be normal in SOME dealerships, I don't believe it to be a true reflection of what is really going on out there - at least I hope not. Unfortunately, I don't find it to be funny or entertaining in the least. Even more disturbing than the video was for me were the profanity laced comments coming from supposed "car-people" that responded to the video. What a truly sad industry I have chosen as my profession if this is what the "real world" behaves like. At the same time, I am encouraged that my "competition" subscribes to the madness that this video represents. It means that I will have a long and very prosperous career for years to come. As a leader in any organization, we are presented with numerous DAILY challenges in which we can CHOOSE how to respond to. The mark of a true leader is the ability to take responsibility, praise in public, demote and correct deficiencies in private, and be the biggest CHEER LEADER on the team. It really is a simple proposition... Management is a title given - Leadership is an ongoing responsibility EARNED... In the end, if this video doesn't make you want to throw up all over yourself, there is something REALLY wrong with you... Just sayin'
VJ VJ
Wow, at least we know what this guys two favorite phrases are "you suck" and "it's your problem"...I ran to these kind of behavior here and there randomly, and most likely it happened when the "dealership did not do well", and the sales numbers just went down. Kudos to the gentlemen or lady, who had the guts to record and put it on YouTube. I even think that is almost a concrete evidence for the labor board and the case of "hostile work environment". As I said many times in my speaking engagement, in today’s world you need to think twice what you say, write of show as an action - your doing is like a forensic file evidence as soon you took your action. Instead having a carbon footprint you released your digital footprint, and it really won't take long that we will even have this guy’s name (like @Eric said "it's the Situation from Jersey Shore) and the location of his dealership. I think @Joe Webb should go there with his Blues Bros outfit and clean up the mess. Go get'em TIGER.

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