The Dealer Playbook
The Dealer Playbook

Episode 1 · 8 years ago

Building A Team Culture In Your Dealership

ABOUT THIS EPISODE

Dealer Playbook Episode 1

 

It’s no secret that in today's automotive market, providing a "Wow Experience" for shoppers is an absolute must. Car dealers all over the world invest tons of money and time in making sure customers are taken care of and are getting a top-notch shopping experience.

 

We try so hard to provide the ultimate shopping experience for our customers, but let’s switch our thought process. What are we doing to create an incredible dealership culture that inspires and energizes our internal team? Keeping your people motivated, engaged and happy all ties back to the dealership’s internal culture. Every dealership has a culture - it’s the way your employees feel when they come to work, good, bad or indifferent. What is your dealership’s culture like? If you don’t know, it’s probably not a good.

 

It’s a simple, yet powerful, concept - if your team is happy and each member feels a sense of satisfaction in their individual roles, they’ll perform better. Yet so many employers, especially in the automotive industry, aren’t putting energy and resources into into creating that ideal positive, motivating environment.

 

Keys to building a dynamic dealer culture

Personnel, from top to bottom, shares the same goal. There is team “buy in” and everyone supports the underlying message and objectives.

 

A recruitment strategy that targets premium, dynamic team members

 

Education. Empower your team with resources and knowledge. Ongoing education is an important part of any career growth and individual development.

 

Collaborate with your entire team. Encourage creativity and idea sharing. Create an environment where your team feels comfortable and safe sharing their thoughts and opinions.

 

Buy in is key. From the dealer principal to the clean up crew, everyone has to be onboard with your message and goals. Without buy in, employees will never become brand evangelists, sharing the message and inspiring others. Once you have the workplace culture ‘recipe’ complete, your team will be the greatest form of marketing you have. They will proudly, with no hesitation, spread the message of your dealership’s greatness.

 

Recruitment is a significant process. The automotive industry notoriously has struggled with this part of the business. Many dealers recruit with the mentality, "a body is better than no body." Are you breathing? Do you have a heartbeat? You’re hired! Dealers spend tremendous amounts of money on bringing customers through the showroom doors, but all of that cash and those efforts get flushed down the toilet when those same customers are mishandled by a unprofessional, unqualified salespeople.

 

Ongoing team education is an important aspect of most successful, long-term businesses. Think about your current staff, especially individuals you think could be doing better. Have you provided them with right tools and resources needed for them to reach the next level in their position? While poor job performance doesn’t fall entirely on the employer’s shoulders (individuals need a certain amount of internal drive), it can’t be argued that a happy employee who feels job satisfaction will outperform their unhappy coworkers. And when we’re good at things, we tend to like doing them more (like selling cars).

You're dialed into the dealer playbook podcast, where it's all about winning out ter dealer strategies that deliver proven results. And now your hosts, Robert Weissman and Michael Cirillo. Hey, everybody, what's going on? My name is Michael Cirillo and I'm here with my good friend and cohost of the dealer playbook, Robert Wiseman. How you doing, Robert? I am excellent. Michael, I'm super excited at everybody. How you doing good? So, Hey, listen, I am super excited about this. I mean you and I've been tossing in this around for, you know, a few few weeks now, at least several, you know, trial runs, and we just wanted to make sure that this was, you know, super perfect. And you know, I'm excited about today's topic because we're just going to really jump into meet and potatoes. You know, we're going to be talking about culture and how we can create an empowering and enlightening and aggressive and a unique culture at the dealership level. But before we get to that, you know, I just wanted to say that I'm super appreciative of everyone who's listening in right now. We've got some great support rate out of the get go. And and I got to tell you, just right out of the gates that you know, this is something that you want to get dialed into consistently, because we are going to be dropping some crazy, crazy information on everyone who listens. So I'm thinking, you know, let's let's just get right into this and let's do that. Just start to way, yeah, no, ways, to value their time. Guys. We want to jump right into this and deliver you, guys, the goods. I mean we're ready to get of up everything we have in this podcast that we're going to bring on some of the best in the industry and other industries that are going to help skyrocket your dealership or your your career within this industry. So, Michael, hit it man, let's go. And you know what, let me just say to that we love the car business. I mean everybody you know, Robert goes without an introduction. He's he's the WHO's who. This guy made things happen.

So it's going to be cool to get your perspective, Robert, on a lot of what we're talking about today. So, you know, getting into the idea of of a dealership culture. We were talking about this the other day and you know, it's really about the heartbeat. I work with a ton of dealers on a day to day basis and you know, coming from the marketing side of it, from the back end, you know, vender side, where we sit with dealerships and we talk to them and get to know them and as we're creating their web presence for them. You know, a typical question that we ask is what sets you apart from your competition? What makes your dealership unique? And you know, it's maybe a little bit shocking and for those of you that are listening might might listen to the answer tongue in cheek a little bit, but we get the same answer from every dealership. We've been around for thirty years, where a family owned and operated business. You know, we give back to the community, Yada, Yada, Yada, whatever it might be, but that's the essence that we get back from every single dealership that we're working on. So, for those of you that are listening, I'm going to just let you in on a little bit of a secret. If that's what every dealership tells me, as I work with with you on a daily basis, then that's that's not unique enough. For those of you that are on an automile and you've got twenty dealerships next door to you, you got to think of something different. What makes your dealership unique? So today we're going to be talking about ways that you can set yourself apart from the competition, that where you can rise up and really stand out. We're going to be talking about things that you can do inside of the dealership that will ultimately create an experience for the consumer that will make them come to you over your competitors. Exactly, and I mean that's what this is going to be about, is is is not so developing that...

...that unique selling proposition, that USP for targeted towards your consumers. This is going to be about internally, what you can do to create the environment that that is organically going to create a better environment for the consumer. And you know the first step is okay, you get on point, you figure out what your culture is, but you got to get everybody from top to the bottom, from the head Han show to the bottom of the totem pole. They need to all be on the same page chasing the same goal. You know you want to provide your your workplace needs to be a place that you know, you people want to come to I mean that's key. I mean, Michael, who wants to go somewhere that they don't want? Like you know, you wake up and you have to get out of bed and go to a job you hate. So many people do that, but who wants to do that? And that's really the first step, the first step to driving more consumer traffick into your dealership is to create an atmosphere for the people that work at your dealership to want to be there, because it's going to shine through. It's going to be the difference between being a genuine dealership and being a flattering dealership, and and your consumers, of people that are coming to purchase vehicles or products and services from you, can see right through that. You mentioned something that is, I think, absolutely vital, which is that it starts from the top down. The Way I see it is whoever is running or steering the ship, they need to have a vision of what they want the culture at the dealership to look like and that person has to share it with the next in command, and the next in command need to be able to share and expand that vision to whoever comes next to them, and so on and so on, and so the message needs to be driven home hard with a hammer and Nag exactly get the crew on the same in page, which then will lead to to the next key component to this is,...

...you know, I guess my goal would be more so like the group, your recruitment, your standards. You know who you're looking for to represent you and it just doesn't and I don't mean just from a sales level, because I mean that's definitely where where most of our focus will be, but I mean it's everywhere. You know set that, create that Avatar, that ideal employee, and don't settle for anything like and you don't settle because you need to protect the vision. Keep that vision in the forefront. That's going to help you shape the idea or the concept of what the individual looks like that you're going to bring into that vision. The body. A body is not better it. A body is not better than anybody you know like and that's that's kind of unfortunately, a lot of you know what goes on in dealerships across America. I known dealerships that I've been in, that I've worked in the front line with. That happens. They're so worried about people not being weighted on or or whatever, that they just will put somebody that is not qualified, that is not committed, that they're not even there for the long hauls don't even tell you that. They're verbal about that. So you have to set your standards and tighten that up. Well, I mean, I think about it. You know, we're speaking of individuals right now who are joining in us who either own the dealership or they have a ton of invested interest in this dealership. You know, I I understand what that's like. You understand what it's like to start a business, to run a business and how much of yourself you have to put into it. So, at the very bare bones, this, this concept of a body, is better than anybody. You got to think how much of I actually put in to make this business flourish, or how much did your family put into it, or or whoever, how much? How much did people sacrifice? Keep that in the forefront of your mind when you're shaping the idea of who you're going...

...to recruit to bring that in. I mean, you don't want just anybody. You want somebody who is going to take the ball, who's going to take the vision, who's going to understand the hard work and sacrifice that you put into your business and drive it home. Like you mentioned earlier, professionals, I mean look for professionals or look for somebody that you genuinely feel that you can mold into the professional in the word. The phrase I was looking for was a body is not better than nobody. That's that's that. That's the mentality that you see, that they think that somebody is better than nobody, which is completely false, and it's the major issue with this industry and a major issue with why, on that whatever list of least trusted professionals, while the auto salesperson was number two, and that takes, I take a lot of sense to that, because I was so committed in love with what I've done that that's got to stop, and there's only way that we can stop that is by tightening up. who were looking for tightening up? Hire it, you know, raise the bar, raise the standards and don't be ashamed to do so, don't be scared to do so. The people are out there. You just got to get more creative on ways to find them and then once you get them in there, then we'll go over to the next I mean your education process needs to be needs to be tight, right. I mean, yeah, that would that was a perfect question. I was I was about to ask you, you know, once you've found this person, you had mentioned something just a couple of minutes ago where you said that you know you can mold this individual. I mean, we're not talking about finding the perfect, perfect, perfect person, unless that person exists. We're talking about, you know, seeing character, traits and qualities in an individual that you know can you can use to mold into the individual that you need to carry out the culture of your dealership. So you're talking about education and I was going to ask you you know now that, now that this individual has been recruited, how do we mold them? And I mean you're...

...a well touching on it with education, but exactly so, sort of a guy, all right. So again we're discussing some key points, components, factors to create and an ambience and and an enjoyable, positive upbeat, you know, culture within your dealership, a mantra, or so to speak. So education and education just doesn't start with somebody new, all right, and education is not you are certainly not doing yourself any justice or this individual by throwing him them into an office and having them doing oem product knowledge stuff, which that stuff I understand. You got to do it, you got to get certified. There is some you know, learning the product is very, very crucial and key, but that's not that's that's not the extent of what education is. And Education needs to happen from the top down to the bottom, same same as everything else. That you have to be if you're you know, if you're the leader, you have to be willing to learn. You have to show an express and let your team see that you're willing to learn, and that is then going to empower you know, these you know, the underlings, whatever you want to call them, your sales staff, your team. That's going to empower them to do the same thing. So, you know, we don't have to tell you about the list of sales trainers and things out there, but there's tons. So just, you know, get the team on an edge, on a schedule to and hold them accountable for doing so, and then practice, drill and rehearse. Practice, drill them rehearse. We all have know that there's downtime in this business. And don't be scared to send them home with assignments and homework and things like that. I mean, there's more opportunity in this industry then then I think anybody getting into it today really, you know, has has a clue about so the only way to do that is to is to learn it, study it, gets your masters in it. I mean that's what I did. I was I spent more money than I was making on my education because I...

...wanted to you know, I wanted everything. I wanted to be the best and I you know, some stuff I bought was crap, some of it was, you know, changed my life, and that's going to happen. Yeah, and but you'll find that, that that you'll find that that you know your base. You know, you'll find what's going to work, and then you just practice, drill or hearse it. And it needs to be consistent. It needs to be people need to be held accountable for you need to held yourself accountable for it and they it needs to be embraced. I mean, that's I can't stress that enough. I think those are the three power power notes of this whole episode. You know, those things you just touched on. I was I was going to add to that by and I don't think I can because that was so perfect. But you know, it's not rocket Solf, it's not rocketside him. It's a process and you know a little bit about what we're talking about today. Is that things need to start from the top down. So I love that you, you know, mentioned that not only does the team need to be accountable for this education, but whoever is running the show needs to be accountable for this information as well. You need to know it, you need to master it, and that's the only way that you're going to be able to get any sort of buying from those that work with you. It's a reward education and you're never going to go wrong award. You'll never go wrong with a ward. And if they don't embrace it, if you have people that are being negative about it, that they're doing at this service to the team because they're bringing everybody else down about it. So keep that in mind. You know the big guy that that's that the you know, the big swinger, and he's killing it every month. He's got to think he doesn't need at this in that. Well, he's not going to be killing it every month for long because I'll take the new guy that's hitting and crack in the books and is and is in the batting cage day after, day after day. My money's on him. Yeah, so that's education. Listen, I'm not we're not going to spend we could spend so much time on it, but you get that. So just you know, you need, you want, you know, will...

...give him for contact information at the end and allow be happy to to for would you listen. Listen, list of the stuff that I swear by. Okay, so education is a big one. Obviously. I was going to ask you, you know, and I'm always so intrigued to get your feedback, Robert, because I mean, you know, I love getting more insight from the front line. You know, obviously we're talking to a variety of auto professionals who are working on the back end and they're also working on the front line. So here's another question I had while we were talking about education, and we had touched on it earlier, which is that the the consumer walking through the door, your your expected customer, they can quickly catch on to whether or not people your team enjoy being at work exactly. So, exactly how do we your team? Sorry, go ahead, no, no, and your team, and not only that, but also, I mean I've been so many places that I that I hear people out and about, like you know, in the mix in the community, talking negative about their place of employment. You know, that just is crazy. And they are doing that about your dealership if your dealership is not, you know, on the same page recruiting properly, training properly. And you know, another thing. Do we create? How do we create non I was going to say non superficial, but really what I'm asking is, how do we create, or how can a dealer principle or a general manager create, genuine brand ambassadors or company ambassadors? What incur? OPE, the the old saying, the the open door policy, encouraging your staff to contribute their ideas and and and when you get a good one, put it into action and let them know great idea, you know what I mean? And and let them watch it,...

...let them be involved with it, even if you know, because that that's going to that's going to boost morale. What would you say? So, because times I gave ideas that then in sales and meetings, the management means that I was not, you know, there for and it was you know, I wasn't involved with that Pe. Other people were taking credit for that. Okay, and so back in the act. I guarantee that happens everyone. And I mean what would you say is the would be the biggest hesitation for somebody to not have an open door policy? I mean the biggest hesitation, I mean maybe just is do you think there's no fear factor? Do you think that they could be the fear factor that that, you know what I mean, that they're they're they're concerned that, you know, the next person to fill their seat, you know, might be on the rise within that organization. Who knows? Right, it could be just the they weren't trained or they didn't come up in that type of environment that that encourage that. And I mean numerous reasons. I mean it can be just a personal like, you know, prop you know, problem, negative, negative issue that that they have with themselves, like they don't want to to to, you know, synergize with the team and and you know, just open up together, I can tell you. And some people have a problem, really genuinely have a problem doing that on a personal level, professional level, etc. I don't mean to keep trying to jump in here and try and cut you off, I just get so passionate about this topic in particular. I mean you know, working in a startup environment and and working with a team where you know you have to be very conscious about who you bring into because, I mean, as a start up here, who you bring close to you will either help advance what you're trying to do or they're going to really, you know, push you further down. But something that I found works extremely well, something that I'm so passionate about, is that, you...

...know, if you create an open environment where everyone can collaborate, I'll tell you what happens. The first one is, yes, it contributes to the education which we were talking about, because as you collaborate with your team, you'll find that new ideas and new strategies will will, you know, surface, buddy learn. Everybody learns something new. But the other part of it is that you know, as your as you're collaborating, what you're really doing is your validating your team. You are showing them that you matter, that you are in important piece of this puzzle, that not just a pawn, not just a pawn on the chess board. And you know, I fear that there's too many people out there of influence, who have a social responsibility for for the team, that maybe feel that way hey, I got here because of a lot of hard work and I did what the next guy wasn't willing to do. Well, if that's the case, we need to be able to foster that concept and share it with those that we bring in. This isn't about job secure be this is about doing what's best for the dealership. And so I know, for speaking from, you know, a personal standpoint here, that the team that I work with, and I mean you, Robert, can can attest to this or not here on on this podcast, but I I really do value the opinion and the thoughts and the concepts brought to the table by the team, because that shows them that there's something here for them. And so going back to that idea of you know, your customers can tell if people don't like working at your dealership. People pick up on it's like, Oh man, what the they walk the moment they walk in the door, but they walk in versus opened, you know, a place where everybody's got a smile on the face. And you know what? This is really manifesting in a few ways that I've observed. I've walked into so many dealerships. My wife and I just went through the process of...

...purchasing a vehicle and we I can't tell you how many dealerships we went into where we didn't get a hello, where there was no nobody to be found. And I can't help but think what's what's been falling apart? Here and well and anywhere, anywhere you go, anybody can fake a smile, anybody can fake and be phony, that that their love and their job, they live love where they're at. But listen, when it's organic it's only twigt it comes across easier. You're not investing any energy into it, into posing or acting like some you know, acting like you're something you're not. And it's when it's organic, it just it flows. You know, the consumers BS radars through the roof right now into them. That's BS. So when you put this open door policy, and we'll call it the you know the morale is going to boost. Everybody is going to feel part of a team. which being part of a team do? You can't just say you're a team and that were a team and then that that that makes it a team. You have to function and operate as a team and and and practice like a team. So you can you can sit there and even if that's not what you're doing now, if you're not empowering your people to contribute, then at least fake it and listen to what they have to say or at least have them give you some some some input. If there it's all crap, who cares? At least they're getting it out there, because it just might they're just might be that that somebody on your team just might have that that that you know nugget, that you know secret weapon that's going to change everything for your organization. Here's something that I can tell you for a fact. In the dealership right now, there is power, there is greatness. You see, something that that I, you know, have found out of myself in the last few years is that greatness resides in everyone. They just need to recognize it, and the people that are closest to you can either help...

...bring out that greatness or they can and push it further down so that it's not recognizable. And in the dealership right now, you know there are individuals who are a member of your team who are great, and how you treat them and how you enable them and how you listen to them and collaborate with them will, you know, enhance their experience working with you side by side and will cause them to become what they already are, but what they just need to recognize in themselves. Courage, Creativity, Oh cure, encourage innovation exactly, and sky is the limit. Okay, so there's your next one. Open door in body. Heave a sales meeting, have meetings that's not admin garbage, and make it a collaboration and make it a creative just fest. You know, which is going to go to what I think is the next big big thing that's going to increase morale and create an appealing place and an appealing, you know, business where people are going to be beaten down, want to be beaten down the doors to get to. Who doesn't want to own an operation or work and be a part of a team or operation that there's people lining up to get down with the team? I can guarantee you. Frank Autos, you know Frank Myers, automax, Tracy Myers place, does not have a problem getting employees and good people because the guy creates at Disneyland creates a place that people were beating down the door to get into. So you have to show the value to your people, value them like genuinely value them and invest in them, invest your time in them, invite them to your home, even for parties, for dinners and and just empower them. Think of their families, think of the Little League Games, in the things that I know that I've missed that I felt I had to reintroduce...

...myself to my kids, you know, once a week as their dad. But you know, think of that and think of the caliber of people that it could be. Think of how many people that we filter out just because of the reputation of the schedule that we have that every dealer has. You know, Michael, I always say this. On the four times we tried to do this episode already, I always I always bring up the the whole like the Oem's, especially if you're a new car franchise, a new car store. The oems have this weird thing where they don't close out the month on a Saturday. So let's say the actual last day of the month, thirty one or whatever it is, it is a Saturday or Sunday, depending on what state you operate in right or what country, and then the second or the third even or the first is that Monday, and you still bring your team all in because it's your Fisco or whatever you want to call it, last day of the month, and that does it's stupid, I mean it is. You're just draining people and it's like just because you have to be there, managers or whatever, you don't need to to drag everybody in there. Guys, I mean think about a think about just something as easy as letting somebody off for early or rotating every other Saturday with a few members of your team, depending on the size of your team, to let people off. I mean that that that is such an easy, easy task to do that it will skyrocket morale and every and really, in the grand scheme of things, it's such a small thing. I mean, you know, I remember work in retail and you know, it's like your whole life has to revolve around that job. You ask for time off for you you know your kid has something like a school player, a soccer game that you want to attend, and you know you go and request that time off and you the kickback that you get. It's like, what do you mean? Your Life doesn't revolve around the store. But you know what I mean. Talking about this having a balance and helping your team create a balance for themselves will...

...do so much for Morel it will make people want to work with you. Also mentioned something that, you know, I find really interesting, which is, you know, to have your team over to your house, let them into your life. I was having a conversation with Rand Fishkin. He's the I think you just stepped down as the CEO of MAS, but he was, you know, the founder of Mas Great Seo Company, and I asked him that question. I said, Hey, man, you know, how do you find that balance between being, you know, the boss versus, you know, how deep into your life do you let people in there? Are you going out for wings with them after work? Are you, you know, going to hang out with them after work, or is it a very clear like no, I'm your boss, I'm not going to get involved with you that way. That's lame. Well, you know, what he said back to me was, I've I've never even considered that. That's never been an issue. I there isn't an employee in my my company that I'm not involved with some way on a personal level, whether it's, you know, hanging out after work or just, you know, walking to work together, whatever it might be. And I think you know that contributes to this whole concept of wow. I love where I work because not only is it a team and I feel wanted there, but I feel like I've got some friendships there, and that is one of the easiest ways for so easy for you to get me by saying have them over every week. Okay, even if you don't want to do that. Maybe you know, okay, but you know, let them know their value. It's natural. On the back, tell them that they've done a good job. Don't worry about their heads blowing up. Let their heads blow up, because people work better when they're confident and got a little bounce in, a little pop and a little bit of cockiness. That's not going to kill anybody. So show them value, show them that they are valued. Rather be be, you know, one hundred percent interested in them and what's going on with their lives. All right, guys, we're not going to you know, I don't want to keep you here all day. I'm you know, I'm so glad and honored that...

...you going to give us the time today. So so, Mike, just recap real quick, just a few things, guys. We're going to go so more into most of all this stuff. We just want to jump on here, you know, for twenty thirty minutes and and just drop some things on the hit that Michael and I've just been kicking back and forth. That just really just, you know, just really don't make sense. That's not that it doesn't make sense, you know, because now I've been on the inside. Now I'm on the outside looking in. It's just like simple things and small tweaks can have a timeless effect on your brand, your operation and on it your bottom line. That's that's just it. It's these small things that bring about a massive positive impact on your business. And that's where we what we're talking about. We call these small things because, guess what, these are things that you can start doing right now. You can now, you can sit down and you can say, okay, what is the culture? What is my dealership all about? And I'm going to tell you. If you start writing down we've been in business for thirty years and contribute to the community. Just push that note. That's a different I. Yeah, I mean push the pad on a paper off the dead yeah, we're talking about what does my dealership stand for? What makes us truly internally interns, and I don't, yeah, exactly. What's the message? For internally, for your employees. What do you want them? How do you want everybody that's part of your team, that is building this business, that's how that that's generating your paycheck? How do you want them to feel about exactly? So quick run down on these two just improve the culture, which will improve everything. That's what it does. This thing, what this does is this improves everything. So you want to get everybody on the same page, whatever that page is. Figure out that page, get them all on there. You want to have a you know, a firm recruitment av a description ideal people you're looking for, and you want to be picky and stubborn when it comes to that. Now, if you meet somebody comes in and they captivate...

...you, you know, get it, take the chance. But recruitment, set the standard, stick to it. Don't settle a body is not better than you. Let the cream rise to the top. Of the cream rise to the top. The open door policies are encourage contribution, encourage creativity and courage innovation, because innovation and creativity is really going to be a crucial piece to the puzzle of your industry, of your operation in these years to come. Believe me, on that we will get way more into that moving forward. Make it a priority, all right, and then also just the appeal. Create a positive appeal. Show value in your in your team. Let them know that they are a team, they are family and and think and show interest in their life. So show interesting. Hey, they might need Saturdays off. Hey, just because I never saw my kids little league games or didn't see my kids grow up doesn't mean that my team does not have to because they were to. Don't think that they work for you. Go to work for them, you work for them. Your team is your is your heart. Boom, that was power right. Guys, are where to find us, Michael. We got we went a little bit over them. We wanted to guys. Thank you so much, everybody, though, for stick in this out man. This is going to be again. This is our first one, so we're only going to get better and better and better. But I just hope this information had some kind of value. Michael, give them the rundown on what, where where, all right, so check it out, you know. Likewise, I appreciate everybody tuning in. You know, this is this is going to be so incredible. We're so happy that you're with us and you're sharing this time with us. Go ahead and subscribe itunes and, you know, of course, leave us your feedback also, you know, we'd love to hear from you. Hit US up on the dealer playbookcom. Leave US your comments, your feedback, your questions. You know, if you've got some topics that you'd love us to talk about and to dig into, leave all of that information there, again, the dealer playbookcom. Hit US up, you know, and stay tuned for our...

...upcoming episodes, because we've got some incredible people lined up. You know that. I don't want to let the cat out of the bag too soon, but you know, we've got so many people lined up that are just going to be subscribe and comment on. I actually subscribe and comment. So thank you. I appreciate you guys. Be In here. Your success starts here and we'll talk to you next time. Boom. See You, lad.

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