Podcasts about north american auto industry

In this special episode of the Millionaire Car Salesman Podcast, join the Millionaire Car Salesman Hosts, Sean V. Bradley, and LA Williams, alongside Dealer Synergy's CEO - Karen “Karina” Bradley as they delve into the challenges that dealerships are confronting in today's automotive market. The trio sheds light on the Automotive Industry's market transition from high demand and low inventory to a more competitive and demanding landscape. Emphasizing the significance of a proficient sales team, they explore strategies to navigate these changes and deliver exceptional value to customers.  Join us for these illuminating executive discussions, offering invaluable insights on navigating 2024 successfully. The hosts delve into strategic approaches and share secrets that will empower you. Plus, they unravel the exciting prospects awaiting dealerships at the upcoming Internet Sales 20 Group conference. Don't miss this opportunity to tap into the wisdom of top Dealer Synergy executives and gain a competitive edge!   Key Takeaways The automotive market is shifting, and dealerships need to adapt to the changing conditions Dealerships that have invested in training and developing their sales teams are better equipped to handle the challenges of the current market The Internet Sales 20 Group conference provides an opportunity for dealerships to learn from industry experts and network with other professionals in the field   "If you don't have the appropriate mindset, and if you haven't been building that along the way… your actions are going to stem from whatever paradigm or particular mindset that you carry through this time." - Karen “Karina” Bradley   About Karen “Karina” Bradley Karen Bradley, is the CEO of Dealer Synergy, an Award Winning Training, Consulting and Accountability Firm that specializes in building Internet Dealerships or Full Blown Business Development Dealerships Internationally. She is also the Co-founder of Internet Sales 20 Group, an education company that specializes in training automotive sales professionals through their first-class national bi-annual conference. Karen has over 13+ years of Automotive Sales experience and her sole mission has been to help car dealerships and their personnel achieve their maximum potential. She has directly helped over 1,300 rooftops and tens of thousands of Automotive Sales Professionals evolve personally and professionally; and is an NADA Convention Speaker! Karen also has 16 years of Accounting experience and 11 years of experience as a Certified FranklinCovey Trainer and Facilitator for the 7 Habits of Highly Effective People and The 5 Choices to Extraordinary Productivity. She is an instructional design and curriculum development specialist, a Time Maximization and Efficiency Expert, as well as a process engineer. She has been recognized by the National Speaker's Association for her skills in public speaking and was nominated in 2015 as one of the top 100 Leading Women in the North American Auto Industry, by Automotive News. Karen has also graced the covers of several major automotive magazines; including AutoSuccess' , for her expertise on the importance and usage of video. Karen's most important role is as a proud wife and mother of 4 kids, ranging from 6 years old to 21 years old. Combining this role with her role as an owner of multiple companies, by living the 7 Habits of Highly Effective People, Karen is truly able to achieve “Work / Life” Balance.       The Shifting Landscape of Automotive Sales: Challenges and Opportunities Introduction In the fast-paced world of automotive sales, staying ahead of the game is crucial. The industry has experienced significant shifts in recent years, with the pandemic exacerbating existing challenges and creating new ones. As we enter the final month of the year, it's important for automotive professionals to take stock of the current landscape and prepare for the future. In this article, we will explore the key themes discussed in a recent podcast episode of "The Millionaire Car Salesman" and analyze their implications for the industry.   The Impact of Shifting Market Dynamics The automotive industry has seen its fair share of ups and downs, and the recent shift in market dynamics is no exception. The past few years have been exceptionally profitable, with high demand and limited inventory driving up prices. However, as the market begins to normalize, salespeople are facing new challenges. Many have become complacent during the boom times, relying on high prices and limited inventory to make sales. Now, they must adapt to a more competitive landscape and develop the skills necessary to succeed in a changing market.   The Importance of Training and Skill Development One of the key challenges facing automotive professionals is the lack of training and skill development. During the boom times, salespeople didn't need to rely on their skills or knowledge to make sales. However, as the market shifts, those who haven't invested in their training find themselves ill-equipped to handle basic objections and provide value to customers. This lack of skill not only affects individual salespeople but also contributes to a toxic culture within dealerships. It's crucial for dealers to invest in training and development programs to ensure their teams are prepared for the challenges ahead.   The Role of Culture in Success Culture plays a significant role in the success of any organization, and dealerships are no exception. The recent shift in market dynamics has led to increased turnover and a negative impact on morale. Salespeople who were used to easy sales and high incomes are now facing a reality check. This toxic culture can be detrimental to the overall success of the dealership. It's essential for dealers to foster a positive and supportive culture that encourages growth, learning, and accountability. By creating a culture of excellence, dealerships can attract and retain top talent and position themselves for success in the changing market.   Opportunities for Growth and Success While the shifting market dynamics present challenges, they also create opportunities for growth and success. Dealerships that adapt to the changing landscape and invest in their teams will be well-positioned to thrive. One example of this is Bob Ruth Ford, a dealership that recently broke a record by closing out the month with 225 internet deals. Their internet department accounted for 94% of the dealership's business, showcasing the power of a well-trained and motivated team. By focusing on internet sales and leveraging technology, dealerships can reach a wider audience and maximize their profits.   The Power of Outsourcing and Remote Teams Another opportunity for growth lies in outsourcing and remote teams. With the rise of remote work, dealerships can tap into a global talent pool and access highly skilled individuals at a fraction of the cost. Outsourcing BDC reps to countries like the Philippines has proven to be a successful strategy for many dealerships. These reps are highly motivated, coachable, and dedicated to their work. By leveraging remote teams, dealerships can extend their hours of operation, increase coverage, and capture more business. It's important to note that these remote teams are not outsourced call centers but individual employees directly employed by the dealership.   Conclusion and Future Outlook As we approach the end of the year, it's crucial for automotive professionals to adapt to the shifting landscape of the industry. The challenges presented by the changing market dynamics can be overcome through training, skill development, and a positive culture. By investing in their teams and embracing new opportunities, dealerships can position themselves for success in the future. Outsourcing and remote teams offer a cost-effective solution to staffing challenges and can provide access to highly skilled individuals. As the industry continues to evolve, it's essential for automotive professionals to stay ahead of the curve and embrace change. By doing so, they can navigate the challenges and seize the opportunities that lie ahead.       Resources Dealer Synergy & Bradley On Demand: The automotive industry's #1 training, tracking, testing, and certification platform and consulting & accountability firm. The Millionaire Car Salesman Podcast: is the #1 resource for automotive sales professionals, managers, and owners.  Also, join The Millionaire Car Salesman Facebook Group today! Win the Game of Googleopoly: Unlocking the secret strategy of search engines.   The Millionaire Car Salesman Podcast is Proudly Sponsored By:  Dealer Synergy: The #1 Automotive Sales Training, Consulting, and Accountability Firm in the Automotive Industry! We have been building Internet Departments and BDCs for over two decades! It is this experience that has allowed us to develop the absolute best automotive Internet Sales, BDC, and CRM solutions for car dealerships. We have created the most effective training programs and processes. Phone scripts and rebuttals are our specialties, while CRM action plans, strategies, and templates are our expertise! Dealer Synergy will take both your tools and your people to the next level. Bradley On Demand: Automotive Sales Industry's #1 Interactive Training, Tracking, Testing and Certification Platform. With over 7,500 training modules, our platform has everything you and your dealership need to sell more cars, more often and more profitably! Money Mind Mapp (M3): Visit MoneyMindMapp.com for help in revolutionizing your business to help you sell more cars by tracking, projecting, and forecasting your personal sales goals!  

The time to prepare for electric vehicles in your dealership is now. With plenty of data to confirm, Elizabeth Krear outlines just why your dealership needs to prioritize a plan for EVs as they transition from ICE at now a faster pace. Listen in for a deep dive into ways dealers can increase EV adoption and how the industry can evolve. Plus, get an inside look at what it is like being a Chief Engineer. From the process and variables an engineer must consider when developing vehicles, to tearing down competitor vehicles, Elizabeth has plenty to share! Elizabeth Krear is Vice President of Electric Vehicle Practice at J.D. Power where she leads activities leveraging data and insights to support clients through the transition to an electrified product portfolio with optimum business performances. Previously, she served as Stellantis' Global Planning Director for Jeep Grand Wagoneer and was Chief Engineer for the Jeep Wrangler and Gladiator SUV vehicles and the Ram 1500 Light Duty Truck portfolio. She was named one of the “100 Leading Women in the North American Auto Industry” by Automotive News in 2020. In this episode you'll hear: Whether EV consumers are satisfied with their purchases Ways to educate customers who are uncertain about EVs How the industry can overcome the barrier to EV adoption in urban areas EV charging infrastructure – what the industry should do to eliminate purchasing barriers Key takeaways from J.D. Power's Ownership Study How to successfully balance a career, family and pursuing further education The qualities of a strong leader For more about Elizabeth, visit her LinkedIn profile. Like this episode? ⁠Check out JM&A Insider⁠ for more content like this.

Welcome to Wednesday as we talk about GM reversing course on a subscription and their CMO taking Barra's buyout. We also talk about the major wholesale/retail used car gap, as well as the new version of Chat GPT that can tell you what a meme means.A reversal in a subscription sales decision after less than a year and a departing CMO have GM is in the news today.Last summer GM began adding a $1500 line item to every new Buick and GMC vehicle for a mandatory On Star subscriptionNow, they are reversing course for the 2024 year and only including it on premium Denali and Avenir models and making it part of the purchase priceThe service includes crash detection, remote features, and unlimited data streamingAll other models will receive OnStar Remote Access Features for freeAfter GM's announcement of voluntary retirement via a buyout incentive, one of the highest profile exits will be from General Motors Global Chief Marketing Officer Deborah Wahl who started with the company as Cadillac CMO in 2018 and was promoted to Global CMO in 2019Wahl was an auto industry outsider coming from McDonald's North America and was one of Automotive News' 100 Leading Women in the North American Auto Industry list in 2000, 2005 and 2020Our friend Dean Evans, EVP at cars.com and former CMO at Hyundai and Subaru encouraged replacement from outside auto: “while we've been sitting here in an archaic industry that needs to move forward, why would we put a retread into that?”EDUCATIONAL MOMENT: Wholesale Used car prices are crazy. We've personally seen evidence of this in several vAuto accounts and there are experts across the industry talking about it. Wholesale valuations going up and retail values (book value) not keeping up meaning Dealers are buying used cars for thousands more than they can sell them for meaning a front end lossJust as you were getting used to the idea (or maybe not) of the Chat GPT AI language model doing your kids homework and writing your next job cover letter, Open AI has announced the new version, GPT-4 which is more advanced and nuanced…and it can look at pictures.The company claims the model is “more creative and collaborative than ever before” and “can solve difficult problems with greater accuracy.” It can parse both text and image input, though it can only respond via text.One way improvements are benchmarked based on the systems performance on standardized tests such as the Uniform Bar Exam, LSAT, SAT Math, and SAT Evidence-Based Reading & Writing exams on which it scored in the 88th percentile Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/ Read our most recent email at: https://www.asotu.com/media/push-back-email Share your positive dealer stories: https://www.asotu.com/positivity ASOTU Instagram: https://www.instagram.com/automotivestateoftheunion

Sonia Rief is vice president, Vehicle Connected Services & Program Management Office for Nissan U.S. and Canada. She was appointed to this position in March 2019. In this role, Rief is responsible for managing vehicle line profitability and leading Nissan's Connected Services organization. Overseeing the Connected Service organization includes planning, delivery, marketing and operations for internal and external customer content.Previously, Rief was director, Program Management Office at the Nissan Technical Center North America (NTCNA) in Farmington Hills, Michigan, and was responsible for vehicle line profit management of mid-size sedans, and compact and mid-size SUVs.  Rief joined Nissan in 2001, progressing through roles of increasing responsibility within the Research and Development function, including a one-year assignment in Japan supporting the Renault-Nissan Alliance.Rief holds a bachelor's degree in mechanical engineering from North Carolina State University and an MBA from the University of Michigan. She was also named one of the 100 Leading Women in the North American Auto Industry by Automotive News in both 2015 and 2020.Rief shares her life's journey both personally and professionally with host Amanda Busick as well as her desire to help encourage women to push their boundaries and become comfortable with being uncomfortable.

In one day, every person is gifted with 86,400 seconds to be able to utilize in their favor. What you prioritize in your day directly influences your current results, and your current results are a direct reflection of how you spend your time. Do not focus on time management. Using the time matrix, you will find that you need to focus on time maximization and organization of your daily life will advance you further to your goals rather than just managing your time. Some might argue that time maximization and time management are synonymous, but they would be incorrect. To manage your time is to simply control it, but to maximize time is using every single second to your advantage, and bring you one step closer to your goals. How busy a person is does not establish their level of achievements or status of results. Time is money, and no one wants to throw money away. While money is everlasting and replaceable, time is not. During this week's special episode, Karen Bradley takes over as the host for the Millionaire Car Salesman Podcast. As a featured guest speaker for the National Association of Minority Automobile Dealers (NAMAD), Karen Bradley leads a workshop that is all about time maximization and optimization to earn results in the goals you set! In eight simple steps, Karen Bradley has created a philosophy that helps prioritize obligations, and turn them into calculated accomplishments. Karen Bradley is the Chief Executive Officer of Dealer Synergy, the automotive industry's #1 training, tracking, testing, and certification platform and consulting & accountability firm. With 14 years of experience in the automotive industry under her belt, Karen Bradley is also a certified trainer and facilitator for the Franklin Covey company. At the same time that she is the Co-Founder of the Internet Sales 20 Group, Mrs. Bradley is recognized by the National Speakers Association. Her expert skills in public speaking rewarded her a nomination in 2015 as one of the top 100 Leading Women in the North American Auto Industry, by Automotive News. Lastly, Karen Bradley is the owner of 11 other companies, thus making her the perfect candidate to teach about maximizing time to your best ability. The Millionaire Car Salesman Podcast is Proudly Sponsored By: VinCue: In addition to be built by dealers for dealers, VinCue is an All-In-One Digital Platform.  At the end of the day, it can help your Dealership! AutoWeb: Visit AutoWeb.com/dealers for help in revolutionizing your business to help you sell more cars. Dealer eProcess: Specializing in responsive websites.  Without a doubt, DealereProcess.com is the auto industry's leading custom website provider. CarNow: Sell more cars now!  Not only is CarNow.com. the market leader in tailored digital solutions, but they are built to help dealers sell more cars. Resources  Dealer Synergy & Bradley On Demand: The Automotive Industry's #1 Training, Tracking, Testing, and Certification Platform and Consulting & Accountability Firm The Millionaire Car Salesman Podcast: is the #1 Resource for Automotive Sales Professionals, Managers, and Owners.  Also, join The Millionaire Car Salesman Facebook Group today! The Against All Odds Radio Show: Hosting guests that have started from the bottom and rose to the top.  Also, join The Against All Odds Radio Show Guests & Listeners Facebook Group for the podcasted episodes. Join The Millionaire Car Salesman Club: on Clubhouse Win the Game of Googleopoly: Unlocking the Secret Strategy of Search Engines

The car of the future is electrified, autonomous, shared, and connected. The mobility of the future will be much easier, more flexible and more individual for users. The car of the future will be used and shared - "on demand". - And with the COVID19- the innovation is at its peak to disrupt auto industry – I am sure  the persona of the car driver would be much different in future …so let us dive into understand what the “next normal” for the auto industry is…. This is your host – Swamy Sriperumbudur and you are listening to “LEADERSHIP IN CRISIS”, and we have invited a special guest Mamatha Chamarthi- Chief Information Officer, Stellantis Throughout her career, Mamatha Chamarthi has made it her business to turn the conventional approach to technology on its head, focusing on inspiring innovation, customer-centric business transformation, and striving for greater productivity. Appointed Chief Information Officer in April 2019, Chamarthi oversees digital transformation initiatives, information technology applications and infrastructure for Stellantis in North America and Asia Pacific. In this role, Chamarthi is continuing her unconventional approach to technology as she leads the company's transformation from a traditional full-line automaker to a customer-centric mobility company. In addition to her role as CIO, Chamarthi has cross-functional program leadership responsibility for connectivity and infotainment, ensuring the company develops and delivers software solutions that exceed customer expectations. Often sought out for her unique perspectives on technology, digital transformation, diversity and leadership, Chamarthi serves on multiple boards, including the ChampionX (CHX) Public Board, Health Alliance Plan of Michigan, Gartner Research Board, Enterprise 50, Michigan Council of Women in Technology Board, and Midwest Technology Leaders Board. In recognition of her leadership, Chamarthi was named to Automotive News' 100 Leading Women in the North American Auto Industry; CIO of the Year by MichiganCIO; Top 25 Finalist for Breakthrough Leaders by CIO magazine; Premier 100 IT Leader by Computerworld; and Technology All-Star by the Women of Color in Technology Institute. --- Send in a voice message: https://anchor.fm/cswamy/message

Postwar American auto work in its heyday is often remembered nostalgically. But in his book Blood Sweat and Fear: Violence at Work in the North American Auto Industry, 1960-1980, historian Jeremy Milloy emphasizes how truly brutal it was, and how the violence of the production process produced violence between workers and managers. Read more about Jeremy's book here: https://www.press.uillinois.edu/books/catalog/63cwe4wq9780252083389.html Read about the Dodge Revolutionary Union Movement here: https://www.jacobinmag.com/2014/05/detroit-s-radical-general-baker/ And here: https://www.jacobinmag.com/2014/07/when-the-unions-the-enemy/ Please subscribe to Jacobin! https://jacobinmag.com/subscribe

The buzz: Vrooomm. Today, women account for only 27% of the US auto manufacturing workforce as compared to about 47% of the overall labor force. This talent gap is counterproductive for companies looking to tap into the rising opportunities for innovation, transformation, and disruption by digital technologies such as AI, AR, and the IoT. (www2.deloitte.com) Bogi Lateiner, owner of 180 Degrees Automotive in Phoenix, wanted to be a mechanic. “I had to go to 20 shops before I got the first job to say yes to hiring me”. She started her shop in her driveway. (cronkitenews..azpbs.org) In 2000, Automotive News had a difficult time filling its first list of 100 Leading Women in the North American Auto Industry. By 2015, it had hundreds of powerful female execs to choose from. (autonews.com) We'll ask Julie Fream (OESA), Laurie Harbour (Harbour Results), Shannon Quinn (Bridgestone) and Jennifer A. Dukarski (Butzel Long) for their take on the future of women in the automotive industry.

The buzz: Vrooomm. Today, women account for only 27% of the US auto manufacturing workforce as compared to about 47% of the overall labor force. This talent gap is counterproductive for companies looking to tap into the rising opportunities for innovation, transformation, and disruption by digital technologies such as AI, AR, and the IoT. (www2.deloitte.com) Bogi Lateiner, owner of 180 Degrees Automotive in Phoenix, wanted to be a mechanic. “I had to go to 20 shops before I got the first job to say yes to hiring me”. She started her shop in her driveway. (cronkitenews..azpbs.org) In 2000, Automotive News had a difficult time filling its first list of 100 Leading Women in the North American Auto Industry. By 2015, it had hundreds of powerful female execs to choose from. (autonews.com) We'll ask Julie Fream (OESA), Laurie Harbour (Harbour Results), Shannon Quinn (Bridgestone) and Jennifer A. Dukarski (Butzel Long) for their take on the future of women in the automotive industry.

The buzz: Vrooomm. Today, women account for only 27% of the US auto manufacturing workforce as compared to about 47% of the overall labor force. This talent gap is counterproductive for companies looking to tap into the rising opportunities for innovation, transformation, and disruption by digital technologies such as AI, AR, and the IoT. (www2.deloitte.com) Bogi Lateiner, owner of 180 Degrees Automotive in Phoenix, wanted to be a mechanic. “I had to go to 20 shops before I got the first job to say yes to hiring me”. She started her shop in her driveway. (cronkitenews..azpbs.org) In 2000, Automotive News had a difficult time filling its first list of 100 Leading Women in the North American Auto Industry. By 2015, it had hundreds of powerful female execs to choose from. (autonews.com) We’ll ask Julie Fream (OESA), Laurie Harbour (Harbour Results), Shannon Quinn (Bridgestone) and Jennifer A. Dukarski (Butzel Long) for their take on the future of women in the automotive industry.

Michael Levitt has over a 25 years experience career in leadership, healthcare, finance and information technology, with a. focus on reducing and preventing burnout and stress in his current work. He has led community engagement, fund raising, and government engagement, which led to thousands of patients getting access to primary healthcare, reducing emergency room visits. Michael served on the Board of Directors for the Mississauga-Halton CCAC. Michael has the LEAN Health Care Yellow Belt designation through Ontario Hospital Association. Michael is also a graduate of Rotman Healthcare Advanced System Leadership program. Michael studied accounting and management at Walsh College. In 2010, he became a certified crisis intervention trainer, from Canadian Training Institute. That is to say, he's super smart, and very successful, with a great deal of experience in the Health space. What that doesn't say is the unbelievable journey and struggle he had along that way, including a series of worst-case scenarios many people would not come back from individually, let alone all together. And few would come back in such a strong way. But that's just it  – Michael learned a tremendous amount that he's been able to bring together to save others from the same fate of a life so greatly impacted by burnout. I'm lucky enough to have gotten to know Michael as a friend over the years, and am honored to get to share his story with all of you in this episode. Key Points from the Episode with Michael Levitt: Michael works with teams and organizations on burnout recovery. He’d like to make it about burnout prevention, but usually it’s too late by the time he’s called in, so it’s about recovering and then putting in place tools to protect against recurrence. Michael’s personal story started before May of 2009 when the crux of his story happened. Before then, he was in a startup in the healthcare space, which was a new sector for him, meaning a lot of intense hours learning about the space and building the organization. He spent a couple of years living a very high-stress, low-health lifestyle, working too much, being too stressed, and eating really poorly (a lot of fast food) – a recipe for burnout. In May 2009, at only 40 years old, Michael suffered a heart attack in what’s known as the Widow Maker artery. That kicked off 369 days he refers to as his year of worst-case scenarios. After recovering from his heart attack for 17 weeks, he went back to a job he didn’t have. He handed the board his doctor’s note saying he could work again with no restrictions, and they handed him a note back that his services were no longer needed. This was in the Windsor-Ontario area, in the heart of the North American Auto Industry, which was in free-fall at the time. So not only did he lose his job, but the entire job market in the area had dried up. He expanded his search to places like Chicago, but still found nothing. He ended up finding a job in Toronto, meaning his family would need to relocate. He spent a few months commuting back and forth while his wife and kids wound things down in Windsor. On top of losing his job, he also was a cardiac patient without health insurance, so they had huge medical bills on top of the general living expenses, so they fell behind on bills. After six weeks, his 10-year-old daughter called crying that the bank had repossessed their family’s car. They were also getting their home ready to sell so they could move to Toronto fully. Once the family was in Toronto, Michael went back to Windsor to get any remaining items they had left behind, only to find a huge padlock on the house and note that the home was in foreclosure. Despite losing their house before they could sell it, Michael felt peaceful in that moment for the first time in a year (or more). He describes it as knowing that it’s done now. The chapter was closed. They had their new life in Toronto, and the last pieces of their old lives were gone. There was no other shoe to drop. Michael realized he had choices: Realize he survived everything and continue going on living, Play the victim and blame everyone else who had ‘done this to him’, or Look in the mirror to see who the common denominator in all of these situations (him) and see what needs to change. After his heart attack, his doctor told him he would be more in tune to his body and life then he ever was. In this moment is where he found that connection fully, and has held onto it going forward. He looked at all aspects of his life. Starting with all of his heart meds, he asked what he needed to do to make it so he didn’t need them. Everyone wants that One Thing solution, but it was a lot of things. He had to look to remove and prevent burnout through changes in diet, stress management, movement, etc. He also had to look at what was holding him back, and realized he’s a People Pleaser. There’s nothing wrong with pleasing people or wanting to help them, but you can’t do that to the extent where it’s harming you. Michael had learned that from his parents, and took it to such an extreme that he was impacting himself so dramatically that it all crashed down. Establishing boundaries on what to say yes to was the hardest and most impactful thing he did for himself. I asked Michael what I’ve been so curious about - did he need the wake up moment, or could he have gotten there without it, and he felt he really needed a swift kick to change, regardless of how hard it was to deal with. Sometimes, we are doing well, but aren’t actually happy or feeling fulfilled. Why? We should aim for fulfillment, and be honest when and where we don’t feel it. Then lean into it and ask what would fulfill us. Then go after it. Michael gives people an exercise to do that most groan about. Take a sheet of paper, draw a line down the middle, and write a list of things they really enjoy doing on one side – having their morning coffee, going to the beach, having lunch with a friend, etc. Then on the other side of the paper, write down the last time you did that thing. This is where people groan. What we realize is how rarely we are doing the things we really like. Then we look at why – and we often find excuses, or say we’re too busy. Many of these things aren’t so big that we can’t do them easily or flexibly (e.g. taking a big vacation takes lots of planning versus watching a show you like on TV, which is easy). So what are you doing in your day mindlessly that’s eating your time so you find it hard to do what you would rather be doing? What changes can you make to be more present and mindful in these decisions. Then schedule two of those things you like and don’t allow that time to get overwritten by anything else. It will feel uncomfortable for many of us, but once we do this, we start to see possibilities for fulfillment instead of reasons why we can’t be fulfilled. Michael also shared the need to look at our calendar and ensure we have some slack time, and make some tough calls about which meetings we don’t really need to attend. It may mean some uncomfortable moments when we tell someone we can’t make their meeting, yet doing so can be beneficial all around. The benefit for the people you may say “No” to is that you are more present in the meetings you’re in, which could include others with them. If you attend and are drained or distracted, that’s not serving them either. We talked about a strategy Michael heard of where you look at all the things you do, and see if there are two things you can stop doing. For Michael, he left two boards he was on. Links: Website: breakfastleadership.com Books: 369 Days: How to Survive a Year of Worst-Case Scenarios Pre-emptive Strike Leadership Burnout: How You Entered a Path to Burnout, and How to Choose a Different Way Avoid Chaos! A Step-By-Step Guide for Executive Directors of Not-for-Profit Organizations Facebook: @bfastleadership Instagram: @bfastleadership Twitter: @bfastleadership LinkedIn: https://www.linkedin.com/in/bfastleadership Youtube Subscribe to The Do a Day Podcast    Keep Growing with Do a Day Get Bryan's best-selling first book, Do a Day, which is the inspiration for this show and can help you overcome your greatest challenges and achieve in life. Read Bryan's best-selling second book, The 50 75 100 Solution: Build Better Relationships, to tap into the power we all have to improve our relationships – even the tough ones we feel have no hope of getting better. Get started on your journey to Better with the Big Goal Exercise Work with Bryan as your coach, or hire him to speak at your next event  

Just last week in the Supreme Court’s decision in Janus v. American Federation of State, County, and Municipal Employees, the court undermined the power of organized labor in the public sector by making it, for all intents and purposes “right to work.” As our former guest, Sarah Jaffe wrote in the New York Times about the decision: “the corporate class … and its allies on the Supreme Court have dealt labor another body blow.”   On this episode, we speak about the literal violence that can manifest on the job if oppressive workplace conditions are left unaddressed. Jeremy Milloy argues that workplace violence from the 1960s-1980s needs to be considered not only as a private matter, but as a matter of politics and economics.   Jeremy Milloy is a Social Sciences and Humanities Research Council postdoctoral fellow at the Frost Centre for Canadian and Indigenous Studies at Trent University. He is author of Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-80

In this episode of the History Slam, Sean Graham talks with Jeremy Milloy about his new book Blood, Sweat, Fear: Violence at Work in the North American Auto Industry, 1960-1980. They talk about what constitutes violence in the workplace, why he chose to study the auto industry, and the decline of collectivity. They also chat […]

In this episode of the History Slam, Sean Graham talks with Jeremy Milloy about his new book Blood, Sweat, Fear: Violence at Work in the North American Auto Industry, 1960-1980. They talk about what constitutes violence in the workplace, why he chose to study the auto industry, and the decline of collectivity. They also chat […]

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices

In the twenty first century, violence at work is often described in the context of a lone employee “snapping” and harming coworkers or management. In his new book, Blood, Sweat, and Fear: Violence at Work in the North American Auto Industry, 1960-1980 (University of Illinois Press/UBC Press, 2017), Jeremy Milloy argues that violence in the workplace has a much deeper and more complicated history, and that the stereotype of the quiet loner suddenly deciding to commit violence against their peers conceals much more than it reveals. In short, violence on the job has a history. The shift from violence committed by management against striking workers to individualized violence in the form of shootings and assaults among workers occurred as labor unions lost power and splintered into radical and more mainstream factions. By examining the often hyper-masculine heyday of the mid-twentieth-century auto industry, Milloy makes a strong case for a broader definition of what constitutes violence at work under capitalism. In the words of one attorney reflecting on a workplace shooting in a Detroit Chrysler factory, “Chrysler pulled the trigger.” The structure of auto manufacturing work itself bred a culture of violence on the factory floor. In both Detroit, Michigan and Windsor, Ontario, race, gender, and labor dynamics mediated the relationships between employees in the sprawling auto factories that straddled the Canadian-American border. Blood, Sweat, and Fear tells the stark story of life and death within those plants as the nature of work and labor changed in the late twentieth century. Jeremy Milloy earned his PhD at Simon Fraser University and is a SSHRC postdoctoral fellow at Trent University. Stephen Hausmann is a doctoral candidate at Temple University and Visiting Instructor of history at the University of Pittsburgh. He is currently writing his dissertation, a history of race and the environment in the Black Hills and surrounding northern plains region of South Dakota, Wyoming, and Montana.   Learn more about your ad choices. Visit megaphone.fm/adchoices