The Dealer Playbook
The Dealer Playbook

Episode 1 · 7 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 goodfriend and cohost of the dealer playbook, Robert Wiseman. How you doing,Robert? I am excellent. Michael, I'm super excited at everybody. Howyou doing good? So, Hey, listen, I am super excited aboutthis. I mean you and I've been tossing in this around for, youknow, a few few weeks now, at least several, you know,trial runs, and we just wanted to make sure that this was, youknow, super perfect. And you know, I'm excited about today's topic because we'rejust going to really jump into meet and potatoes. You know, we'regoing to be talking about culture and how we can create an empowering and enlighteningand aggressive and a unique culture at the dealership level. But before we getto that, you know, I just wanted to say that I'm super appreciativeof everyone who's listening in right now. We've got some great support rate outof the get go. And and I got to tell you, just rightout of the gates that you know, this is something that you want toget 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'slet's just get right into this and let's do that. Just start to way, yeah, no, ways, to value their time. Guys. Wewant 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 thatwe're going to bring on some of the best in the industry and other industriesthat 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. Imean everybody you know, Robert goes without an introduction. He's he's the WHO'swho. This guy made things happen.

So it's going to be cool toget 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 reallyabout the heartbeat. I work with a ton of dealers on a day today basis and you know, coming from the marketing side of it, fromthe back end, you know, vender side, where we sit with dealershipsand we talk to them and get to know them and as we're creating theirweb presence for them. You know, a typical question that we ask iswhat sets you apart from your competition? What makes your dealership unique? Andyou know, it's maybe a little bit shocking and for those of you thatare 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 thirtyyears, where a family owned and operated business. You know, we giveback 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'reworking on. So, for those of you that are listening, I'm goingto just let you in on a little bit of a secret. If that'swhat every dealership tells me, as I work with with you on a dailybasis, then that's that's not unique enough. For those of you that are onan automile and you've got twenty dealerships next door to you, you gotto think of something different. What makes your dealership unique? So today we'regoing 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 tobe talking about things that you can do inside of the dealership that will ultimatelycreate an experience for the consumer that will make them come to you over yourcompetitors. 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 USPfor targeted towards your consumers. This is going to be about internally, whatyou can do to create the environment that that is organically going to create abetter environment for the consumer. And you know the first step is okay,you get on point, you figure out what your culture is, but yougot to get everybody from top to the bottom, from the head Han showto the bottom of the totem pole. They need to all be on thesame page chasing the same goal. You know you want to provide your yourworkplace needs to be a place that you know, you people want to cometo I mean that's key. I mean, Michael, who wants to go somewherethat they don't want? Like you know, you wake up and youhave to get out of bed and go to a job you hate. Somany people do that, but who wants to do that? And that's reallythe first step, the first step to driving more consumer traffick into your dealershipis to create an atmosphere for the people that work at your dealership to wantto be there, because it's going to shine through. It's going to bethe difference between being a genuine dealership and being a flattering dealership, and andyour consumers, of people that are coming to purchase vehicles or products and servicesfrom you, can see right through that. You mentioned something that is, Ithink, 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 dealershipto 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 thatvision 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 Nagexactly get the crew on the same in page, which then will lead toto the next key component to this is,...

...you know, I guess my goalwould be more so like the group, your recruitment, your standards. Youknow who you're looking for to represent you and it just doesn't and Idon't mean just from a sales level, because I mean that's definitely where wheremost of our focus will be, but I mean it's everywhere. You knowset that, create that Avatar, that ideal employee, and don't settle foranything like and you don't settle because you need to protect the vision. Keepthat vision in the forefront. That's going to help you shape the idea orthe concept of what the individual looks like that you're going to bring into thatvision. The body. A body is not better it. A body isnot better than anybody you know like and that's that's kind of unfortunately, alot of you know what goes on in dealerships across America. I known dealershipsthat I've been in, that I've worked in the front line with. Thathappens. 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 tightenthat up. Well, I mean, I think about it. You know, we're speaking of individuals right now who are joining in us who either ownthe dealership or they have a ton of invested interest in this dealership. Youknow, I I understand what that's like. You understand what it's like to starta business, to run a business and how much of yourself you haveto put into it. So, at the very bare bones, this,this concept of a body, is better than anybody. You got to thinkhow much of I actually put in to make this business flourish, or howmuch did your family put into it, or or whoever, how much?How much did people sacrifice? Keep that in the forefront of your mind whenyou'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 totake the ball, who's going to take the vision, who's going tounderstand the hard work and sacrifice that you put into your business and drive ithome. Like you mentioned earlier, professionals, I mean look for professionals or lookfor somebody that you genuinely feel that you can mold into the professional inthe word. The phrase I was looking for was a body is not betterthan nobody. That's that's that. That's the mentality that you see, thatthey think that somebody is better than nobody, which is completely false, and it'sthe major issue with this industry and a major issue with why, onthat whatever list of least trusted professionals, while the auto salesperson was number two, and that takes, I take a lot of sense to that, becauseI 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 thebar, raise the standards and don't be ashamed to do so, don't bescared to do so. The people are out there. You just got toget more creative on ways to find them and then once you get them inthere, then we'll go over to the next I mean your education process needsto be needs to be tight, right. I mean, yeah, that wouldthat was a perfect question. I was I was about to ask you, you know, once you've found this person, you had mentioned something justa couple of minutes ago where you said that you know you can mold thisindividual. 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 canuse to mold into the individual that you need to carry out the culture ofyour dealership. So you're talking about education and I was going to ask youyou know now that, now that this individual has been recruited, how dowe mold them? And I mean you're...

...a well touching on it with education, but exactly so, sort of a guy, all right. So againwe're discussing some key points, components, factors to create and an ambience andand an enjoyable, positive upbeat, you know, culture within your dealership,a mantra, or so to speak. So education and education just doesn't startwith somebody new, all right, and education is not you are certainly notdoing yourself any justice or this individual by throwing him them into an office andhaving them doing oem product knowledge stuff, which that stuff I understand. Yougot to do it, you got to get certified. There is some youknow, learning the product is very, very crucial and key, but that'snot that's that's not the extent of what education is. And Education needs tohappen from the top down to the bottom, same same as everything else. Thatyou 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 andlet your team see that you're willing to learn, and that is then goingto empower you know, these you know, the underlings, whatever you want tocall them, your sales staff, your team. That's going to empowerthem to do the same thing. So, you know, we don't have totell you about the list of sales trainers and things out there, butthere's tons. So just, you know, get the team on an edge,on a schedule to and hold them accountable for doing so, and thenpractice, drill and rehearse. Practice, drill them rehearse. We all haveknow that there's downtime in this business. And don't be scared to send themhome with assignments and homework and things like that. I mean, there's moreopportunity 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 thatis 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 thanI was making on my education because I...

...wanted to you know, I wantedeverything. I wanted to be the best and I you know, some stuffI bought was crap, some of it was, you know, changed mylife, 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 orhearse it. And it needs to be consistent. It needs to be peopleneed to be held accountable for you need to held yourself accountable for it andthey it needs to be embraced. I mean, that's I can't stress thatenough. I think those are the three power power notes of this whole episode. You know, those things you just touched on. I was I wasgoing to add to that by and I don't think I can because that wasso perfect. But you know, it's not rocket Solf, it's not rocketsidehim. It's a process and you know a little bit about what we're talkingabout today. Is that things need to start from the top down. SoI love that you, you know, mentioned that not only does the teamneed to be accountable for this education, but whoever is running the show needsto be accountable for this information as well. You need to know it, youneed to master it, and that's the only way that you're going tobe 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 nevergo wrong with a ward. And if they don't embrace it, if youhave people that are being negative about it, that they're doing at this service tothe team because they're bringing everybody else down about it. So keep thatin 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 thinkhe doesn't need at this in that. Well, he's not going to bekilling it every month for long because I'll take the new guy that's hitting andcrack 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 timeon it, but you get that. So just you know, you need, you want, you know, will...

...give him for contact information at theend and allow be happy to to for would you listen. Listen, listof the stuff that I swear by. Okay, so education is a bigone. Obviously. I was going to ask you, you know, andI'm always so intrigued to get your feedback, Robert, because I mean, youknow, 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 theback end and they're also working on the front line. So here's another questionI 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 yourexpected customer, they can quickly catch on to whether or not people your teamenjoy being at work exactly. So, exactly how do we your team?Sorry, go ahead, no, no, and your team, and not onlythat, but also, I mean I've been so many places that Ithat I hear people out and about, like you know, in the mixin the community, talking negative about their place of employment. You know,that just is crazy. And they are doing that about your dealership if yourdealership is not, you know, on the same page recruiting properly, trainingproperly. And you know, another thing. Do we create? How do wecreate non I was going to say non superficial, but really what I'masking is, how do we create, or how can a dealer principle ora general manager create, genuine brand ambassadors or company ambassadors? What incur?OPE, the the old saying, the the open door policy, encouraging yourstaff 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 Imean? 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 boostmorale. What would you say? So, because times I gave ideas that thenin sales and meetings, the management means that I was not, youknow, there for and it was you know, I wasn't involved with thatPe. Other people were taking credit for that. Okay, and so backin the act. I guarantee that happens everyone. And I mean what wouldyou say is the would be the biggest hesitation for somebody to not have anopen door policy? I mean the biggest hesitation, I mean maybe just isdo you think there's no fear factor? Do you think that they could bethe fear factor that that, you know what I mean, that they're they'rethey'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 upin that type of environment that that encourage that. And I mean numerous reasons. I mean it can be just a personal like, you know, propyou know, problem, negative, negative issue that that they have with themselves, like they don't want to to to, you know, synergize with the teamand and you know, just open up together, I can tell you. And some people have a problem, really genuinely have a problem doing thaton a personal level, professional level, etc. I don't mean to keeptrying to jump in here and try and cut you off, I just getso passionate about this topic in particular. I mean you know, working ina startup environment and and working with a team where you know you have tobe very conscious about who you bring into because, I mean, as astart up here, who you bring close to you will either help advance whatyou're trying to do or they're going to really, you know, push youfurther down. But something that I found works extremely well, something that I'mso passionate about, is that, you...

...know, if you create an openenvironment where everyone can collaborate, I'll tell you what happens. The first oneis, 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 newstrategies will will, you know, surface, buddy learn. Everybody learns something new. But the other part of it is that you know, as youras you're collaborating, what you're really doing is your validating your team. Youare showing them that you matter, that you are in important piece of thispuzzle, that not just a pawn, not just a pawn on the chessboard. And you know, I fear that there's too many people out thereof influence, who have a social responsibility for for the team, that maybefeel that way hey, I got here because of a lot of hard workand I did what the next guy wasn't willing to do. Well, ifthat's the case, we need to be able to foster that concept and shareit with those that we bring in. This isn't about job secure be thisis about doing what's best for the dealership. And so I know, for speakingfrom, you know, a personal standpoint here, that the team thatI work with, and I mean you, Robert, can can attest to thisor not here on on this podcast, but I I really do value theopinion 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 goingback to that idea of you know, your customers can tell if people don'tlike 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 theywalk in versus opened, you know, a place where everybody's got a smileon the face. And you know what? This is really manifesting in a fewways that I've observed. I've walked into so many dealerships. My wifeand I just went through the process of...

...purchasing a vehicle and we I can'ttell 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'swhat's been falling apart? Here and well and anywhere, anywhere you go, anybody can fake a smile, anybody can fake and be phony, thatthat their love and their job, they live love where they're at. Butlisten, when it's organic it's only twigt it comes across easier. You're notinvesting 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 justit flows. You know, the consumers BS radars through the roof right nowinto 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. Everybodyis 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 andthen that that that makes it a team. You have to function and operate asa team and and and practice like a team. So you can youcan sit there and even if that's not what you're doing now, if you'renot empowering your people to contribute, then at least fake it and listen towhat they have to say or at least have them give you some some someinput. If there it's all crap, who cares? At least they're gettingit out there, because it just might they're just might be that that somebodyon your team just might have that that that you know nugget, that youknow secret weapon that's going to change everything for your organization. Here's something thatI can tell you for a fact. In the dealership right now, thereis power, there is greatness. You see, something that that I,you know, have found out of myself in the last few years is thatgreatness resides in everyone. They just need to recognize it, and the peoplethat are closest to you can either help...

...bring out that greatness or they canand push it further down so that it's not recognizable. And in the dealershipright now, you know there are individuals who are a member of your teamwho are great, and how you treat them and how you enable them andhow you listen to them and collaborate with them will, you know, enhancetheir experience working with you side by side and will cause them to become whatthey 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 asales meeting, have meetings that's not admin garbage, and make it acollaboration and make it a creative just fest. You know, which is going togo to what I think is the next big big thing that's going toincrease morale and create an appealing place and an appealing, you know, businesswhere people are going to be beaten down, want to be beaten down the doorsto get to. Who doesn't want to own an operation or work andbe a part of a team or operation that there's people lining up to getdown with the team? I can guarantee you. Frank Autos, you knowFrank Myers, automax, Tracy Myers place, does not have a problem getting employeesand good people because the guy creates at Disneyland creates a place that peoplewere beating down the door to get into. So you have to show the valueto your people, value them like genuinely value them and invest in them, invest your time in them, invite them to your home, even forparties, 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'vemissed that I felt I had to reintroduce...

...myself to my kids, you know, once a week as their dad. But you know, think of thatand think of the caliber of people that it could be. Think of howmany people that we filter out just because of the reputation of the schedule thatwe have that every dealer has. You know, Michael, I always saythis. On the four times we tried to do this episode already, Ialways I always bring up the the whole like the Oem's, especially if you'rea new car franchise, a new car store. The oems have this weirdthing where they don't close out the month on a Saturday. So let's saythe 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 rightor what country, and then the second or the third even or the firstis that Monday, and you still bring your team all in because it's yourFisco or whatever you want to call it, last day of the month, andthat does it's stupid, I mean it is. You're just draining peopleand 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 thinkabout a think about just something as easy as letting somebody off for early orrotating every other Saturday with a few members of your team, depending on thesize of your team, to let people off. I mean that that thatis such an easy, easy task to do that it will skyrocket morale andevery and really, in the grand scheme of things, it's such a smallthing. I mean, you know, I remember work in retail and youknow, it's like your whole life has to revolve around that job. Youask for time off for you you know your kid has something like a schoolplayer, a soccer game that you want to attend, and you know yougo and request that time off and you the kickback that you get. It'slike, 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 helpingyour team create a balance for themselves will...

...do so much for Morel it willmake people want to work with you. Also mentioned something that, you know, I find really interesting, which is, you know, to have your teamover to your house, let them into your life. I was havinga conversation with Rand Fishkin. He's the I think you just stepped down asthe CEO of MAS, but he was, you know, the founder of MasGreat 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 yourlife do you let people in there? Are you going out for wings withthem after work? Are you, you know, going to hang out withthem after work, or is it a very clear like no, I'm yourboss, 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'veI've never even considered that. That's never been an issue. I there isn'tan employee in my my company that I'm not involved with some way on apersonal level, whether it's, you know, hanging out after work or just,you know, walking to work together, whatever it might be. And Ithink you know that contributes to this whole concept of wow. I lovewhere 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 oneof the easiest ways for so easy for you to get me by saying havethem over every week. Okay, even if you don't want to do that. Maybe you know, okay, but you know, let them know theirvalue. It's natural. On the back, tell them that they've done a goodjob. Don't worry about their heads blowing up. Let their heads blowup, 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 tokill anybody. So show them value, show them that they are valued.Rather be be, you know, one hundred percent interested in them and what'sgoing on with their lives. All right, guys, we're not going to youknow, I don't want to keep you here all day. I'm youknow, I'm so glad and honored that...

...you going to give us the timetoday. So so, Mike, just recap real quick, just a fewthings, guys. We're going to go so more into most of all thisstuff. We just want to jump on here, you know, for twentythirty minutes and and just drop some things on the hit that Michael and I'vejust 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, youknow, because now I've been on the inside. Now I'm on the outsidelooking in. It's just like simple things and small tweaks can have a timelesseffect on your brand, your operation and on it your bottom line. That'sthat's just it. It's these small things that bring about a massive positive impacton your business. And that's where we what we're talking about. We callthese small things because, guess what, these are things that you can startdoing right now. You can now, you can sit down and you cansay, 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 beenin 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 apaper 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 youwant them? How do you want everybody that's part of your team, thatis building this business, that's how that that's generating your paycheck? How doyou want them to feel about exactly? So quick run down on these twojust improve the culture, which will improve everything. That's what it does.This thing, what this does is this improves everything. So you want toget everybody on the same page, whatever that page is. Figure out thatpage, 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 youwant to be picky and stubborn when it comes to that. Now, ifyou 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 riseto the top. Of the cream rise to the top. The open doorpolicies are encourage contribution, encourage creativity and courage innovation, because innovation and creativityis 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 willget way more into that moving forward. Make it a priority, all right, and then also just the appeal. Create a positive appeal. Show valuein your in your team. Let them know that they are a team, they are family and and think and show interest in their life. Soshow interesting. Hey, they might need Saturdays off. Hey, just becauseI never saw my kids little league games or didn't see my kids grow updoesn't mean that my team does not have to because they were to. Don'tthink that they work for you. Go to work for them, you workfor them. Your team is your is your heart. Boom, that waspower right. Guys, are where to find us, Michael. We gotwe went a little bit over them. We wanted to guys. Thank youso much, everybody, though, for stick in this out man. Thisis going to be again. This is our first one, so we're onlygoing to get better and better and better. But I just hope this information hadsome 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 goingto be so incredible. We're so happy that you're with us and you're sharingthis time with us. Go ahead and subscribe itunes and, you know,of course, leave us your feedback also, you know, we'd love to hearfrom you. Hit US up on the dealer playbookcom. Leave US yourcomments, your feedback, your questions. You know, if you've got sometopics that you'd love us to talk about and to dig into, leave allof that information there, again, the dealer playbookcom. Hit US up,you know, and stay tuned for our...

...upcoming episodes, because we've got someincredible people lined up. You know that. I don't want to let the catout of the bag too soon, but you know, we've got somany 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.

In-Stream Audio Search

NEW

Search across all episodes within this podcast

Episodes (483)