Howdy Helmand! Thanks for talking with me today. Let’s start by exploring your journey into the automotive industry. Could you share when you first started?
I started 17 years ago. My journey began when I was 12, working for my father in Casa Grande, Arizona. We were refugees from Afghanistan, and he held a general manager role in a small town. I assisted him with everyday tasks, much like any kid would. My daughter, who is 12 now, sometimes helps me with similar tasks such as paperwork, making copies, and putting together deal jackets for the salespeople.
As a child, I observed the automotive business closely every day after school. By age 15 and a half, I officially joined the workforce as a lot attendant. Over time, I worked in various roles, from detailing cars to reception and accounting. I eventually found my place in the service department as an advisor.
One important lesson my father taught me is the value of people. He always said that everything else falls into place if you care for your people. And I firmly believe in this. One of my greatest successes has been fostering growth in people. My professional growth has occurred organically as I've focused on their development.
It's not just about saying it. It's about practicing it. Despite many managers and owners agreeing with this principle, I've noticed it's easier said than done. It's something that needs to be implemented every single day. Although I enjoy discussing this topic, I must admit I tend to get carried away.
Fantastic! I’ve heard other leaders discuss how “People First” should prioritize employees since they care for your customers.
Indeed, this philosophy seems to be forgotten in many businesses, not just dealerships. Companies go to great lengths to please customers but often neglect their employees. The common mantra "the customer always comes first" doesn't resonate with me. I firmly believe employees should come first. Treat your employees with sincerity and dedication, not just in words but in actions. I've seen it when individuals feign concern for their staff - it's easy to see through.
There's a disconnect between wanting to be a leader and being one. A lot of individuals have a boss mindset but pose as leaders. True leadership is realized when people follow your path without fear of consequences, not because they're obligated to due to your title.
At the end of the day, we're in the business of people, not just customers but those we work with. A significant part of being a good leader is having the skills to interact genuinely with people.
Absolutely. This concept of language-only leadership, where authenticity is lacking, is pervasive. The true “whole life” leadership seems to be some much-needed realness in the world.
Given people's general skepticism, how do you guide them into a more authentic, beneficial relationship?
The idea of "fake it till you make it" doesn't hold up in this context. Genuine care for people cannot be feigned. It's not just about whether they can improve the company's bottom line but about their well-being and growth as individuals. Any insincerity in this regard will be evident soon enough.
Being a leader requires humility and the courage to do what's best for the team, irrespective of judgment. There's a popular saying, "It's lonely at the top." But it doesn't have to be if you're growing and developing your team along with you.
For someone leading a team who is deeply motivated to foster a healthy work environment and culture yet realizes they are falling short, what does day one look like?
The starting point is to truly understand every individual on your team, not just their professional skills but also their personal life. This involves regular check-ins to discuss their progress, areas of improvement, and general well-being.
It's crucial to approach these interactions with genuine openness and empathy rather than a harsh critique of their shortcomings. Break down their tasks and goals into simple, achievable steps, but ensure they remain disciplined in following through.
Training is a critical part of this process, but it must be done sincerely, not as a box to be checked. It's also essential to recognize that everyone is at different levels, so training should be adjusted to cater to individual needs.
I am grateful for everything you've shared, and it's clear that you're living these principles, not just speaking about them. Thank you for being part of this industry.
Yes, these matters are very emotional for me because I've been in this industry for quite a while. I've learned much from others, but I've witnessed many behaviors I'd never repeat myself. There have been instances where people have overlooked me due to biases related to my background or appearance, and those experiences have taught me to forge my own path.
I am committed to investing significantly in those who are willing to make an effort, and I find that people tend to reciprocate that level of dedication when they see its sincerity. This consistent investment creates a sense of trust and demonstrates that you're genuine, setting you apart as the "real deal."
In essence, genuine leadership must come from the heart, not just the mind.
Absolutely! Thank you for sharing your insights and for your time. This discussion has been incredibly rich!