Newsletter

Monthly Archives: April 2015

Education Update

Education Update

On March 11th, Jim Pancero (www.pancero.com) provided a GenNext webinar with tips, techniques, and advice on how a younger sales professional can integrate within an experienced team.  Jim has been a featured speaker for several other organizations within our industry over the past few years, most recently having presented at the VIPAR Heavy Duty Annual Business Conference.

Our next webinar will be on May 14, 2015 from 11:00am – 12:00pm. (EST). The topic will be “Getting Results without Authority”. The presenter will be Dale Carnegie, who is well versed in teaching leadership training. We will be sending out the RSVP later in the month of April.

Lastly, GenNext is pleased to announce the addition of GenNext University to our website.  GenNext University is designed to be a central repository of educational content to help develop the skills and abilities of our members.  This enhancement to the website is now LIVE and can be found by:

1)    Visiting www.gennexthd.com.

2)    Click on the ‘GenNext University’ tab.

3)    Enter the password          MyFuture

This feature currently contains three of our most recent webinars as presented by Keynote Speakers. Jim Pancero, David Wheatley and Nancy Friedman.  If you were not able to attend one or more of these webinars, or would like to listen to them again, please feel free to log into GenNext University to view them today.

If you have any suggestions for topics or speakers, please contact Jason Kraus (Jason.Kraus@Meritor.com).

 



Industry Update

Industry Update

A chat with Don Reimondo, president and CEO at HDA Truck Pride

 

Don Reimondo is adamant. Looking at the state of the aftermarket in 2015, the industry veteran believes the aftermarket is on the cusp of a dramatic transformation.

The future is now.

“Just look at some of the businesses out there today that didn’t exist a few short years ago,” says Reimondo, president and CEO at HDA Truck Pride. “Uber is now the largest mover of people in the world, and it doesn’t even own a vehicle. Alibaba is the largest mover of retail products in the world, and it doesn’t have any inventory.”

Running a successful aftermarket business in 2025 will require major changes today, he says, and every day the aftermarket puts off evolving it risks falling even further behind.

He mentions embracing the realities of telematics, diagnostics, social media, next generation employees and non-industry talent as specific areas where the aftermarket must improve.

“I think those [areas] are going to be growth inhibitors for us,” he says. “I think the state of the industry today is very good, and yet if we want that to continue, the No. 1 thing we need to do is quickly move forward in these areas.”

Reimondo says the importance of telematics and diagnostics can be found by the way both impact a customer’s downtime. He says dealers have a major head start in this area due to their OEM partnerships, and if the aftermarket wants to maintain its service market share moving forward, distributors and service providers have to pick up the pace.

“Telematics is going to dictate where service is done on a vehicle,” he says. “If we don’t have the tools to communicate with those vehicles, we’re going to be locked out.”

He says innovation on the automotive side — such as Tesla’s ability to repair its vehicles over the Internet — also could result in future aftermarket service challenges.

“That should scare every [service provider] in the world,” he says. “We need to figure out what impact that is going to have on heavy vehicles 3, 5, or even 10 years down the road, because eventually it’s going to make its way to us. We’re going to need to be prepared to compete with that.”

Reimondo also believes aftermarket staffing is at a crossroads.

As an industry filled with veteran employees, Reimondo says change is inevitable. Aftermarket businesses should be actively recruiting both college graduates and technical professionals for talented, forward-thinking employees that can help move the industry onward.

And doing so requires an acceptance of the aspects of youth culture — specifically its reliance on technology and automation, Reimondo says.

“We can’t ignore how the millennial generation and subsequent generations are going to do business,” he says. “We have to understand how they can impact how business is going to get done in the future, and work with them to implement those ideas.”

He cites GenNext specifically as one group that can help kick start that transition in the industry.

GenNext members, and younger employees in general, are predominately more accepting and understanding of the changes necessary in the aftermarket, Reimondo says.

“We have stood around while the world has changed around us,” he says. “We can’t do that anymore. The competition of tomorrow looks nothing like the competition of the past.

“[As an industry] we need to accept and understand that.”

It is with that in mind that Reimondo challenges GenNext members and young aftermarket employees throughout the industry.

“It’s tough for someone like myself to go to Northwood University and recruit a young kid into the aftermarket,” he says. “I can tell them how [the industry] has been good to me, but that’s not going to sway them. They need to hear it from you.

“They want to hear why you are in the industry, and what you are getting out of it.”

He continues, “If every member of GenNext could recruit just one person to this industry on a yearly basis, just think of what kind of an impact that would have. We need to attract young people to this business, and GenNext and your members are very capable of doing that.”



Mentorship Update

Mentorship Update

Mentorship Program Kicks Off Inaugural Class

 

By Edward Kuo, GenNext HD Mentorship Chair 

One of the mantras of the GenNext group is to provide mentoring to members.  Beginning earlier this year at HDAW, GenNext launched its first class of mentor/protégé relationships with 15 matches.

 

“Based on some of our initial conversations, I already know that I’m going to learn a lot from my mentor,” said Nathan Settles, Weldon Truck Parts.  “While we are still getting to know each other, he has already provided me with a different perspective on the industry and how I can be successful in it.”

 

“My first meeting with my program partner lasted about an hour, and we got right into issues and real-life problems,” said Suzan Joyce, VIPAR.  “From the very beginning, it has been beneficial for both of us,” she added.

 

Because this is the first year of the program, GenNext is implementing a rolling match process.  That means once there are enough mentors and protégés signed up for the program, GenNext will process and create a second group of matches.  There is still time to sign up.   If you are interested, please sign up ASAP.

 

To sign up for this program, go to the GenNext Web site and fill out this form:  https://gennexthd.wufoo.com/forms/gennext-mentorship-program.  You have to be a member of GenNext to get matched, so you can pass this on to others in your organization (or in the industry).



Recruitment Update

Recruitment Update

Recruitment Update

 

By Nikki Paschall, GenNext recruitment committee chair

 

The recruitment committee continues its ongoing efforts to bring new members into the organization. GenNext recently held a reception at the HDA Truck Pride annual meeting, and hopes to schedule more receptions, meet-and-greets and other mixers at various aftermarket events this year.