Send us a text

Not only is David Long a strategic operator, he is proving that it’s possible to both lift and empower others while providing the structure and accountability required to grow. Also, he has the best hugs, according to Michael Cirillo. Michael, Paul J Daly and Kyle Mountsier listen to David’s insights on building up the culture of an organization, and keeping it laser focused on its goals.

What we cover in this episode:
0:00 Intro

6:38 David talks about how a conversation with his daughter was the starting point for the Pandemic of Positivity. Kyle and David reminisce about the early days and getting it off the ground.

14:40 Every week, David hosts a weekly Zoom call where he brings in speakers to talk to his team, and this has been having ripple effects to the friends and family of his employees.

“I got a screenshot Friday from somebody that works in our accounting office and it was a message from her daughter, who doesn't even work with us. And the speaker that we had, which happened to be a Navy Seal, the speaker that we had on Wednesday, because I send out the recording as well. “It not only impacted me but it impacted my family.” And this is her screenshot sharing with me the impact that Navy SEAL had on the circle of influence in her life. So, you know, maybe it's not for everybody, but I think there's people in the recesses of their own mind that may say they don't like it, but are listening to it afterwards, or joining. And they pick one thing out, and they go home and share it at home, with their, with their loved ones. And that, for me, is what it's all about.”

21:34 At Hansel Auto Group, there are clearly defined goals and structure. Every team knows where they’re headed and what hill is next to be taken. David thinks that people prefer systems of accountability.

“Every department is laser focused on their top three, right? There's not 30 things that we're running around trying to do. There's, there's three and then there's one hill that we're willing to die on in the next 30 days. Right? Each department has their own hill. And once we take a hill, we're not giving that hill back. We're finding the next hill while we keep that plot of land. Does that make sense? Make no mistake, in the world of great culture, and love and warm embraces, we don't get what we want. We get what we tolerate, right? Make no mistake, that there is still structure. There's discipline, there's accountability. And I actually think that people would prefer to live and work in that environment than to live and work in the environment where it's the flavor of the week, flavor of the day.”

25:21 David has opened 59 buy centers, and talks about how he hires outside of automotive to fill those positions. Give him an hour with a barista who wants to learn, and he’ll have them making offers in 3 minutes without needing a VIN number. 

⭐️

⭐️ Love the podcast? Please leave us a review here — even one sentence helps! Consider including your LinkedIn or Instagram handle so we can thank you personally!

We have a daily email!

https://www.asotu.com

✉️ Sign up for our free and fun-to-read daily email for a quick shot of relevant news in automotive retail, media, and pop culture.

🎧 Like and follow our other podcasts:

1. Automotive State of the Union
2. ASOTU CON Sessions