As 2018 comes to a close and you consider what you will do DIFFERENTLY or BETTER in 2019; you might be considering making some CHANGES.
Whether you are a Team Lead, Supervisor, Manager, Director, GM, SVP, or DP… Here’s several questions to consider as you contemplate making CHANGES:
- In 2018, WHY did you try to implement CHANGE?
- In 2018, HOW did you try to implement CHANGE?
- Be HONEST, did the 2018 intended CHANGE STICK?
- That intended CHANGE was implemented EXACTLY as intended? That intended CHANGE was implemented in a MODIFIED version? That intended CHANGE was implemented, but ABANDONED? That intended CHANGE was NEVER implemented?
Whether that 2018 intended CHANGE was People, Process, and/or Productivity was it impacted, positively or negatively by the dealership’s CULTURE? Quite often, a business’ CULTURE is difficulty to define. From my 15 years of consulting work with car dealerships here’s a four-tier basic framework I use to define, identify, and coach a dealership concerning their CULTURE:
- Traditional Culture... Strongly Resist Change (Quite often they will say something like, “That’s not how we do things around here.”)
- Conservative Culture... Forced into Change by their OEM (The dealership is subject to penalties or incentives to make the change.)
- Adaptive Culture... Accept Change to Stay Competitive (They make changes because their local competitors have done so.)
- Innovative Culture... Aggressively Seeks and Implements Change (The dealership is usually among the first to invest in technology and people to build or maintain a competitive advantage.)
When trying to implement CHANGE at a car dealership, here’s the major hurdles I have incurred:
- LEADERSHIP One… The DP and/or GM are not Active and Ongoing CHAMPIONS for the intended CHANGE (If the Head don’t… the Body won’t!!!)
- LEADERSHIP Two… The Department Managers are not held ACCOUNTABLE for implementing the CHANGE (Unless it impacts my Pay Plan, I don’t give a ****)
- ACCOUNTABILITY… No measureable/monitored/time-bound Metrics to insure the intended CHANGE is being implemented
So dealership Leaders, as 2018 comes to a close and you are considering making CHANGE(S)… What are you going to do to insure that CHANGE(S) is actually IMPLEMENTED???