Joshua Taylor’s Post

"Frames" - are mental structures that shape how we see the world. Oren Klaff You're a Mechanic, and you want to make more money, but you don't want to work more. More specifically, you don't want to work obscenely hard and hurt after Tire Season. ($$$$ in RMT, Chiro, and PT negate any extra $$) Your go-to strategy is to ask for more money per flat rate hour, straight up. How often does this work? ...usually never, right? Usually, some song and dance about GP "Last month we were slow" "raises aren't in the budget this year" or "corporate has to authorize". Whilst the basis for most of the answers you will get are dipped in truth, you've still asked, without giving anything in return. Much like a child would ask for "seconds of dessert", like my son did last night. What if you frame the request, so that everyone wins? Like the example in the video below: Your leader wants to train Apprentices. Mentoring apprentices helps retain them, helps acquire them, provides a career path for them, and makes the business more money. With the bonus that you are continuing our Journeyman/Apprentice legacy. If leadership sets your pay plan up whereby you make a piece of that apprentice's efforts, as well as a stipend more for being responsible for them, everyone wins. In my life, my son didn't get seconds of dessert because he asked. He got seconds of dessert because he realized his mistake and said "Can I eat more broccoli and another piece of meat, so I can eat another slice of pie". We both won, and I, as his leader, didn't have to say a word. In your world, they get a "shop leader that trains" and you get that "assist" when you need it, plus a little money kicker for the troubles. There are hundreds of ways to frame a raise request; keep following and I'm sure you will pick up on many from: 👉 the free Content (1400 LI posts) 👉 the free Podcast (140+ Episodes) 👉 the free Newsletter (44) 👉 the free Webinars (soon not free) Click my name Joshua Taylor + 🔔 to stay notified when I post about turning Technicians into Leaders. j. PS. You can find the full episode with Steven D. Adragna on YouTube: https://lnkd.in/gKgzaefR

I was 🤏 close to adding the "N" to this SFW video... If you've never "heard" a "swot list" out loud before, here ya go. Also, this is how most of us mechanics think when trying to work through our next steps. The full Episode is ONLY on YouTube: https://lnkd.in/gh5keVsY j.

Perfection is the disguise of insecurity. You have to suffer with that knowledge now too, 😓 j.

I may, or may not, have been in the chair, a time or 2 myself... How about you? j.

They don't make them like they used to. Full Video on YouTube: https://lnkd.in/gKgzaefR j.

"Listen to understand instead of trying to fix the problem immediately." This week on Wrench Turners Podcast, the 6th episode of the Recruiter Series. Family Man, Recruiter, Entrepreneur, and Podcaster Automax Recruiting And Training Joe Lockerd In this episode, I chat with Joe Lockerd, a veteran in automotive recruitment, about his journey and the industry's evolution over 20 years, highlighting the shift to digital advertising and proactive recruiting. Joe offers valuable advice for technicians on the importance of communication, knowing their value, and conducting their own interviews for the best job fit. Let’s get into it. Find the episode: Spotify: https://lnkd.in/ghKppCmr YouTube: https://lnkd.in/gHVUez5X You can find Joe's very own show The Recruiter Podcast Here: https://lnkd.in/gAw63fG4 And the Business Website https://lnkd.in/gKpwQVbq J. —- Mechanic? Want to Lead? Check out: www.thesweatyleader.com Developing Technicians into Leaders

New Features! As a podcaster, having new "tools" dropped on me to engage with audiences, for free, from Spotify, is a big deal! Check out some of the responses over the last year! j.

"My mentors poured into me, so I pour everything I have into my apprentices" 10 Mill Mastery Brother Marshall Sheldon was on Heave Founder Alex Krafts show, "Building the Groundwork Podcast" talking about mentorship, the state of HD, Fleet, and Heavy Equipment industry, and the Technician shortage. You can find the full Episode on Spotify: https://lnkd.in/gKbQ_g96 YouTube: https://lnkd.in/g__Dhzx4 TL:DR Marshall started washing trucks, moved up to shop foreman, and then joined a dealership. Marshall credits his mentors, Nate and Ted, who shaped his career. The work is tough, with harsh weather and mental exhaustion leading to burnout. The tech shortage is real, making recruiting and retention tough, with many apprentices quitting early. Marshall never stops training, always learning and teaching leadership and financial skills. He sees a big gap in heavy machinery training and planning, which hurts everyone. Looking ahead, he aims for a top OEM role as a technical advisor or trainer, his dream job. PS, Swapnostician is now in my vernacular and the Director of Technician Development needs to go on your Vision Board. j. --- The last FREE 30-Minute Sweaty Leader Webinar: https://lnkd.in/gBihdfRB

Season 2 vs Season 3 ... you're twins? For very different reasons, Nicholas Lenahan and Nathan Lenahan have been on the podcast. Both spent time in the forces, in their own way. Both have spent a lot of time around or in the motive industries. Both now spend time leading people to or into motive industries. But what I didn't know, or rather grasp, is that they were twins, before I reached out to Nathan to be on the show in season 3. Just something about Zoom calls and Social media that prevents things from "clicking" as it were. Maybe I'm just slow. lol Either way, both have a LOT of experience working with or around Technicians and listening to both them could help you through something shop focused. Check out Nicholas: https://lnkd.in/g_NTrDTh Check out Nathan: https://lnkd.in/gvKaVEXp j.