Join the movement towards purpose-driven leadership and empower yourself and your team to not only succeed but thrive! In this exclusive live stream/podcast event, you'll get to hear from some of some of the first people who had access to this new book, learn how you can pre-order the ebook for just $.99, and get access to a special GIFT we won't be offering ANYWHERE else!

Leading With A Clear Purpose covers:
*Discover Your Why: Explore the essential questions behind your leadership journey and the broader mission of your organization.
*Embrace the LOVE Factor: Understand the emotional connections that fuel purpose and ignite passion in your team.
*Connect the Dots: Learn how to align your mission, vision, and values with a dedicated purpose that drives organizational success.
*Empower Your Team: Equip your team members with the tools to identify and articulate their own purpose, transforming the workplace into a thriving environment.
*Purpose Beyond Pay: Recognize the vital impact of purpose on employee engagement, satisfaction, and performance.
*Achieve Harmony: Find the balance between work and personal life through a clear understanding of purpose, ensuring motivation and well-being.
*Call to Action: Dive into a practical approach for leading with clarity and purpose, fostering a culture where everyone excels.

In "Leading With A Clear Purpose," this insightful guide delves into the fundamental role that purpose plays in effective leadership. With a structured approach, the book presents a comprehensive framework for leaders at all levels, aiming to not only define their own purpose but to also instill a sense of purpose within their teams.
The journey begins with an exploration of "Why Do You Do What You Do?" prompting readers to reflect on their motivations and aspirations. The author argues that understanding personal and organizational purpose is critical in navigating the complexities of leadership today. Emphasizing the emotional resonance of leadership, the book highlights that "It’s A LOVE Thing!" – showcasing how genuine care for employees and the mission can drive success and engagement.
Throughout its pages, readers will discover the power of a definitively articulated mission, vision, and values. The connection between these elements and a clear purpose can create a unified direction for all team members, lifting the organization to new heights. The second part of the book shifts focus to empowering team members, illustrating that it isn't merely about financial incentives; rather, intrinsic motivation stemming from purpose is vital.
Recognizing each individual's unique contributions and helping them understand their purpose within the organizational context can lead to enhanced harmony in both their professional and personal lives. Concluding with a compelling call to action, "Leading With A Clear Purpose" equips leaders with practical strategies to foster an environment where purpose thrives, driving collective success and fulfillment.
This book is an essential read for anyone looking to lead with intention, inspire their team, and create a lasting impact in today’s fast-paced world.

Learn more at https://www.dove-development.net/leading-with-a-clear-purpose-book

For a LIMITED TIME, you can (pre) order the ebook on Amazon for just $.99 (regularly $9.99)

When we’ve done the work to provide the right training, understanding that not just any training will help us capture lost profitability, we should see the results immediately—through how our team members get things accomplished and in our bottom line! Here’s how an article from Chron.com called “Effects of Training on Employee Performance” detailed the impact we should be seeing:

"Companies can reap the rewards of providing training for their employees because well-trained workers help increase productivity and profits. Investing in employee training should improve worker retention rates, customer satisfaction, and creativity for new product ideas. Effective training saves labor by reducing time spent on problem-solving and saves money in the long run by producing a better workforce."

"Investment in training can improve a company’s financial standing. Poor performance often results when employees don’t know exactly what they’re supposed to do, how to do their jobs, or why they need to work a certain way. Training can help solve these performance problems by explaining the details of the job."

"This should reduce duplication of effort in the workplace, the time spent correcting mistakes, and the problem-solving necessary to correct bad performances. Improved performance from employee training can reduce staff turnover, lower maintenance costs by reducing equipment breakdowns, and result in fewer customer complaints. Better performance from employees typically creates less need for supervision and brings increased worker output."

While the author captured the true importance and tangible value of training as well as I’ve seen, we cannot simply send our folks through even the most tailored training and expect everything to magically fall into place afterward. As leaders, we need to be very intentional about ensuring our investment in the training and the team members who participate produce a measurable return. This can never be a check-the-box exercise!

After working through each of the profitability killers we’ve addressed here, I’d expect many of you involved in this process with me to ask, “Why would anyone even consider just going through the motions when they know all the ways they’re losing profitability and have worked so hard to identify the training their team members need to grow?”

My response is simple: I don’t think they do consider it! I believe that all too often, the basic steps necessary to realize a significant return on the investment we make into any type of training get brushed aside due to all the other busyness we deal with in running a business.

As we wrap up this look at how the wrong training kills profitability, let’s walk through two practical things we can do to ensure any training we provide for our team members is applied and yields the results we need.

For more on this, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check out Wes's recently released book, What's KILLING Your Profitability? (It ALL Boils Down to Leadership!) that was a #1 Best Seller on Amazon!

Now that we’ve looked at how much profitability is wasted when an organization spends money on the wrong training or even training that isn’t absorbed or applied, let’s get serious about an approach we can take to make sure we’re providing the proper training for our team members, for their current roles as well as the roles they’d like to move toward in the future. While this isn’t all that complicated, it will not happen without intentional and focused effort, and that’s our responsibility as leaders! Here’s a piece from an article called “5 Ways Ineffective Training Hurts Companies” that was shared by Walden University detailing how much this matters:

"While training initiatives are typically made with good intentions, they can prove ineffective due to hurried planning, poor timing, and a lack of follow-up. Employees may be left wondering if company leaders and HR managers really understand what they need and the challenges they face on the job. And when training requirements are passed down from above, supervisors may also experience frustration with poorly planned programs. When training time feels wasted, no one is happy—and no one benefits. While it may seem that some training is superior to no training, the truth is ineffective training hurts companies in several tangible, far-reaching ways."

After I presented a lesson titled Increasing Profitability Through Clear Career Paths with a group of business owners for an industry peer group we support, covering the importance of providing targeted training and development as part of a recruitment and retention strategy, the CEO of the industry group asked me a question I’ve heard more owners and executives allude to than I can count (without actually asking it so openly). He asked, “Why should an owner invest in developing a team member who could take that training and get a better job with a competitor?” While I certainly understand the concern that question is based on, my reply was “It’s better to risk that than to have a bunch of employees who aren’t trained and never leave…” I explained how investing in our team members shows value and earns loyalty. I also emphasized the importance of being very clear about how they’ll be expected to apply the training AND rewarding their progress when they do—with additional opportunity and compensation. Can we blame them for looking elsewhere if we’re not doing those things?

With that in mind, we can’t just assume that forcing someone through any given training session will yield results. As the author of the Walden University article shared, providing the wrong training comes with far more cost than just the time or fees—tying back to several of the other profitability killers we’ve already looked at. Without a solid plan to ensure our training fits the participants’ needs, we’re likely better off keeping them engaged in their day-to-day roles. This is where we need to be able to answer the questions “Who are you?” and “Where are you going?” for each of our team members.

Don’t miss my point: I’m not suggesting we ask those questions directly, but as leaders, we most certainly should build relationships with our team members who are strong enough to provide us with answers to both those questions—specific to their career and their life. When we understand what they’d like to achieve, any training we provide can be tailored to help them do it. Then it’s as simple as determining who can most effectively deliver that training.

For more on this, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check out Wes's recently released book, What's KILLING Your Profitability? (It ALL Boils Down to Leadership!) that was a #1 Best Seller on Amazon!

We’ve looked at several profitability killers affecting nearly every business. Through this process, I’ve intentionally made a case for how effective leadership—while often viewed as something soft or intangible—can make an immediate and measurable impact on each. While I’ve provided some practical steps that we can each take individually to begin capturing the profit that’s being killed, we can’t afford to stop with just what we do personally; we need to be able to train each key team member with any level of leadership responsibility to get the same kind of results as we do if we want to achieve sustainable gains on our bottom line.

Over the course of my career, I’ve been involved with filling more than a thousand positions. Many were positions for which we hired external candidates to become part of an organization. Still, quite a few were filled through internal job postings. The one constant I’ve seen across organizations and industries has been how rarely the individual filling the role already has all the skills they’ll need to be successful long term. That’s a strong statement, but let’s take it further by making it more personal. I’m confident that YOU don’t have all the skills you need to be as successful as you could be in your role—and neither do I! In case I haven’t offended you enough, I’ll add that I’m not sure we ever really will.

I've heard that the only thing we can count on to stay the same is that there will be constant change around us. If we have any hope of keeping up with that change and avoiding lost profitability in the process, ongoing and focused development has to happen for our new team members to get up to speed, for our existing team members to keep up with the industry we’re a part of, as well as for ourselves to ensure we can continue leading effectively.

For more on this, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check out Wes's recently released book, What's KILLING Your Profitability? (It ALL Boils Down to Leadership!) that was a #1 Best Seller on Amazon!

How we view things determines how we do things. 

During my time working in Hospice, I gained a deep perspective that every day we get to do the things we do each day.  At the time, I did not want to work.  I wanted to be home with my children.  Both our son and daughter were struggling in a variety of ways and I had a deep desire to be with them because they needed more of me.  Our son had epilepsy, he suffered severe asthma attacks that often ended us up in the emergency room, and our daughter had anxiety. Wes and myself were both working more than full time because we financially had to during many of their early teen and teenage years.  I wasn’t exactly seeing or re-thinking this adversity until I gained a better perspective.  

The perspective that I get to do the things I was doing.  Yes, I needed to work.  But I gained the perspective that I had two wonderful kids and a dynamite husband that I get to love and take care of every day.  My job helped provide for them and I found great purpose in what I did. 

Perspective changed everything for me including my actions and attitude.  I realized what I thought was adversity wasn’t at all.  Eventually, I was able to work less.  Then we started our own business which is full time but flexible.  Now I’m able to spend more time with our kids and grandkids than I ever imagined!

Sometimes we need to rethink the adversities we are facing.  How are we viewing adversity?  What is a better perspective to have?  If the perspective gives you an energy shift, it may be a better way to rethink your adversity.  Problems always provide us with greater opportunity if we think of them properly.

As always, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check our how Dove Development & Consulting can help increase your profitability by building better leaders through a tailored approach to Total Leadership Solutions.

If you’re not sure how difficult and even awkward it is to unlearn and relearn something then try writing with your non-dominant hand. (an exercise we provide in a session describing growth and change.)

It was Alvin Toffler, an American Businessman and Author who said, “The illiterate of the 21st century will not be those who cannot read and write.  But those who do not learn, unlearn, and relearn.”  We call this layered learning.  10 years ago or even yesterday, you may have learned something you thought was the absolute truth…or at least the best way you knew of.  And then your perspective changed or you learned something that made you realize you were wrong.  You had to unlearn how you previously did things or saw things since you had increased and more accurate knowledge.  

I’ve heard Wes explain it this way with communication, “I used to think Cindy asked questions all the time because she was questioning me.  Now, after learning communication styles and what her communication style is… I know she is asking questions seeking to understand but not to question me.”  

I learned that Wes needed less details and more bullet points.  I’m working to unlearn the way I was communicating with him and learn to communicate in bullet points which is very hard for me.  I have to intentionally work on this and put in the energy to be a better communicator.

As always, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check our how Dove Development & Consulting can help increase your profitability by building better leaders through a tailored approach to Total Leadership Solutions.

The art of leadership learning is the intuitive piece of gaining the right skills to lead effectively.  It’s not the Science of Leadership although we’ll talk about that, it’s the Art of Leadership (specific to how we can learn at a high level). These skills enable you to see ahead further than others may see, to not only learn leadership but apply what you learn for guaranteed growth, and to consistently identify the next area (or several areas) you need to grow in, to best lead the people you serve. But it doesn’t stop there!  When you engage in The Art of Leadership Learning, you duplicate leaders because you develop and grow people.

If you want the Science of Leadership - go read the 21 irrefutable laws of leadership & the 5 levels of leadership.  These laws give us a roadmap, a science, a predictable path to leadership.

We also have to work on the art of leadership which is the intuitive piece of leading. The art is the intuition, reading the room, sensing your audience - whatever team you are with - to be more effective. The art of leading is sensing what your team needs and being correct about that when you act on it. 

As always, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check our how Dove Development & Consulting can help increase your profitability by building better leaders through a tailored approach to Total Leadership Solutions.

Running a successful professional dealership is complex, complicated, and perpetual!

Keeping operations running profitably, securely, and legally can feel like trying to tuck an octopus into bed at night while the tentacles keep flopping all over the place!

Tuck The Octopus will show you how to build a compliance program successfully and flag the important types of risks to consider to safeguard your stores. As regulatory enforcement and lawsuits against dealerships increase, owners are feeling pressure ratchet up, and they understand the increased need for administrative and compliance excellence. Companies appreciate now more than ever a governance, risk, and compliance program is necessary to protect their assets.

With Tuck The Octopus, the author, Thomas P. Kline has created a compendium of essays written and guided by his 30+ years of real world wisdom in retail automotive. Tuck The Octopus will serve as a “primer” to shift and change your thinking as it relates to how to run your dealership.

Here’s a partial list of topics which Kline discusses:

THOMAS P. KLINE is a third generation “car guy” and former dealership owner with more than thirty years of experience. Kline is the Lead Consultant & Founder of Better Vantage Point, a specialty consulting firm focused on protecting and safeguarding dealers by employing targeted risk transference, regulatory compliance, and risk mitigation techniques. Additionally, Kline works with both tech and start-up companies and routinely provides expert witness testimony to defend dealerships against lawsuits. Kline’s writing and ideas have been featured in multiple prominent national publications, such as the Wall Street Journal and Automotive News. Kline works with both publicly-held and private dealerships, routinely speaks at national conferences, and frequently presents webinars on current events. Tom has received various trade group endorsements and is a sought after podcast guest.

As always, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check our how Dove Development & Consulting can help increase your profitability by building better leaders through a tailored approach to Total Leadership Solutions.

If we’re going to have any real shot at avoiding the cost of a poor promotion, recognizing the right candidate to promote isn’t just a nice idea; it’s something we have to do effectively time after time. Not only will that help capture so much of the profitability that’s far too often lost in the process, but it will serve as a foundation for building the kind of succession plan our organizations need to thrive moving forward!

As we talk with business owners and executives in every industry we serve, Cindy and I are sure to ask about the most significant issues they’re facing with the people they have in leadership roles. And to a person, we hear almost the exact words every time! It goes like this:

“Our industry is really different. We have amazing people who were really great at what they did, so we promoted them. Once they were in supervisor (or manager) roles, they struggled to get the same results from their teams as they could get when they were doing the job themselves. And we haven’t been able to do anything to change that.”

Okay, so the words do vary slightly—but only a little! Regardless of the industry, promotions at work are usually based on mastering the skill set required, a strong work ethic, and a history of being someone the organization has been able to count on. I don’t think there’s anything wrong with that! Each of those things most certainly deserves to be recognized and rewarded. But they don’t necessarily translate directly to determining whether someone can jump in and lead.

Each of those things individually—dependability, work ethic, and technical skills—offer value to our teams. When all three are strong in the same person, coupled with a positive attitude and commitment to the organization, we need to do all we can to ensure that person is part of the team over the long haul! Traditionally, though, the most common (and sometimes only) opportunity for these folks to grow internally has been to move into a supervisory or management role, whether that was something they were genuinely interested in or not. And all too often, that’s led to comments like I just referenced from owners and executives.

If we build a succession plan that utilizes all the strengths our team members have to offer, an effective internal promotion process plays a critical role. However, we need to be sure every (traditional) promotion is based on the proper measurements. While those three skills are essential, we’ll need to focus just as much on those skills historically deemed soft and intangible to realize the most value from that promotion. But that’s not the only way our best team members should be able to advance internally. Hence, the other thing we need to consider is how we can provide opportunities for everyone—even if there’s no desire whatsoever to lead a team…

For more on this, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check out Wes's recently released book, What's KILLING Your Profitability? (It ALL Boils Down to Leadership!) that was a #1 Best Seller on Amazon!

Since we now have a solid understanding of how a poor promotion can kill profitability, let’s dig into what we need to look for when considering existing team members for any leadership role we need to fill in our organizations. I’ve seen firsthand how valuable an internal promotion process can be for a company. The opportunity to apply for, interview for, and even accept different positions played a significant role in my staying with the same organization for nearly two decades.

According to an article from Censia.com called “The Many Benefits of Internal Promotion,” applying this practice can help capture profit in several ways. The author suggests that the candidate will stick with the role longer because they know what to expect, that it saves time and money versus hiring externally, and that it can increase engagement, retention, and overall performance.

Promoting the right team member can pay dividends for years and years to come, both in that individual’s performance and with many of the team members who can observe the process taking place. To that end, I always emphasized career growth opportunities in the hiring process—especially when the position paid a little less to start but had a much higher pay range long term. As a quick side, that only works more than a few times when it’s true. Still, I’ve seen far too many recruiters attempt it when they have no intention whatsoever of helping the individual take advantage of the opportunities they’re selling…

With that in mind, promoting the wrong internal candidate can have just as much—if not more—of a negative impact on the profitability in each area the article detailed. I’ve seen this happen, and I’m sure you have too!

A year or two before I accepted responsibility for the internal job posting process at the manufacturing facility I was with, I saw a great example of how much impact this can have. A fellow applied for a lead role in one particular department a few times in a row. In each case, someone with more seniority and more experience troubleshooting each specific machine in that department was awarded the position. The challenge in each of those cases was that the individuals with more experience had far worse relationships with most of the other folks they would soon have some authority over. In contrast, the candidate with slightly less technical experience had developed excellent relationships with his coworkers.

I’ll remind you of that Harvard Business Review statistic suggesting that “Increased commitment can lead to a 57% improvement in discretionary effort—that is, employees’ willingness to exceed duty’s call. That greater effort produces, on average, a 20% individual performance improvement…” I doubt I have to spell out the level of commitment the ones who were promoted got from the coworkers who didn’t particularly like them when they were peers. Many of them were constantly frustrated with the individuals selected for the role. They were also very critical of the process that awarded them the position rather than their coworker who had earned their respect.

Don’t get the wrong idea here; I absolutely believe that technical skills, experience, and tenure are critical things to consider for any position. But when that position carries leadership responsibility, regardless of how formal or informal the authority that comes with it, those factors cannot be all such a decision is based on.

For more on this, you're welcome to reach out to us directly at [email protected] to get a 45 Day Trial Access to our COMPLETE Leading At The Next Level program or you can check out Wes's recently released book, What's KILLING Your Profitability? (It ALL Boils Down to Leadership!) that was a #1 Best Seller on Amazon!