My auto repair business just set a new monthly sales record of $4.95M.
We crushed the previous record set in June by over $130k
What’s the secret to my growth?
Years ago, everything ran through me.
Every person we hired, equipment we bought, or deal we made.
I realized I was the biggest bottleneck in my business.
That in order to grow, I needed to have a team that could run the business without me
This idea of “running without me” happens at every level
When you’re starting out as an owner/operator, you’re capped at a single location until you install a manager who can run the day-to-day without calling you a dozen times.
Once removed from behind the counter, you can run up to 6 locations as a “District Manager” role before hitting capacity.
At this level, you’re hiring all the techs & managers, training everyone, dealing with customer issues, and every other responsibility you have as the owner.
Next, you hire a DM to take over that position. Someone with great organizational and communication skills.
This is the next level of having a team that runs without you since now 90% of the day-to-day is handled by someone else
You now move yourself into a “Regional Manager” role with the capacity to run up to 5 districts with 6 stores each (30 locations)
As a Regional Manager, you’re focused on adding more locations, training, finance, and leadership development.
Eventually, you hire an RM to take over that position, moving solely into the CEO role. From here, you can hire multiple Regionals to reach 100+ stores.
Along the way, you hire specialists in accounting, marketing, technology, and operational support.
For this to work, you need three core engines:
- Hiring Machine - to consistently hire A-Players
- Leadership Factory - to develop talent from within
- Send Delete Standard - to create a culture of accountability
These engines work at every level from 1 to 100+ stores:
At the beginning, the Hiring Machine is utilized to hire Store Managers, then eventually District Managers.
And here’s where it gets fun. You train your District Manager on how to use the Hiring Machine, so he’s equipped to run the same process to hire new Store Managers
The same thing happens with the Leadership Factory: Store Managers develop their team. District Managers develop Store Managers. Regionals develop their District Managers.
Of course there are tweaks at every level but it’s the same core frameworks on repeat.
I do everything with this same "copy and paste" mentality.
Cheers!
Brian
P.S. I’m gonna help 12 owners start implementing these engines in August. Must be $1M+ in annual revenue and ready to make some changes.
To apply, reply here telling me about yourself and your business.