Happy July Everyone!

I hope this message finds you all in high spirits and ready to tackle the remainder of July with a vengeance. Within the second quarter newsletter, you will find our state of the company video. In that video, we talk about our second-quarter results and many of the great things we have going on within the auto group. Rather than just typing out all of those same results again, I thought I would just write about the core value LEARNER and what it means to me. I do talk about some of this in the video, but it never hurts to share again in another format. You know, just in case you missed the video.

To me, being a LEARNER isn't just about acquiring new information or attending training sessions. It's about having a curiosity and a relentless pursuit of knowledge that pushes you to grow every day. It's about seeing every challenge as an opportunity to expand your skills and understanding.

When we talk about building a superior culture to other workplaces, we’re talking about building teams of people that live our four core values: DRIVEN, TEAM PLAYER, LEARNER, and KIND. If your team culture embodies all of these values but lacks the LEARNER value, what does that suggest? It suggests it might be a team that works hard and treats each other well, but may not be evolving or adapting to new challenges and innovations.

Let’s face it, this auto group operates in a dynamic industry where change is the only constant. To stay ahead, we must be committed to continuous learning and improvement. This is how we will keep our competitive edge and maximize the value of our ESOP. That is why we need to build teams of people that embody the LEARNER value. These people are constantly seeking to enhance their knowledge and skills. Yes, staying updated with the latest in vehicle technology is crucial, but the same goes for our advisors in the service lanes, our parts and body shop departments, our commercial sales department, etc.

How do we, as leaders, foster that LEARNER mindset? It starts when we’re putting the teams together. What impression are we giving potential job candidates about the importance of learning in their roles? Are we letting them know that we’re building a culture that encourages curiosity and continuous improvement, where teams are not just expected to perform but to evolve and innovate?

Are we asking the right questions during the interview process to really find out if the potential candidate has the LEARNER mindset? If not, maybe try some of these simple conversation starters: Share a story about a time you had to learn a new skill quickly and how you did it. What do you think sets apart top-performing professionals in automotive from the average ones in terms of their learning habits? What’s the most challenging thing you’ve ever learned and how did it benefit you? How do you stay updated with industry trends and new knowledge? There needs to be a conversation around this, and you need to be convinced that this person is committed to continuous learning.

With all of that being said, being a LEARNER doesn't mean you have to be buried in books or online courses all the time. In fact, I'd argue that the most effective LEARNERS are those who find joy in the process and are able to apply their new knowledge in practical, impactful ways. Learning and growing should be as exhilarating as it is enlightening!

Let’s embrace the LEARNER mindset, have some fun, and continue to grow together as we strive for success in the third quarter!

Thank you,

Jeff Niesen