In this conversation, Dave Foy and Coach Joe Clementi explore the real-world mechanics of leadership inside dealerships—what it takes to move beyond titles, buzzwords, and “rah-rah” management toward real influence and growth. Joe, a former dealer leader turned coach, breaks down the evolution of leadership in Fixed Ops: how vulnerability, accountability, and consistency separate managers from leaders. The discussion covers the ripple effects of communication breakdowns, the danger of ego-led management, and the daily grind of setting a tone through example—not emails. Joe emphasizes that culture isn’t declared; it’s observed in how leaders show up when things go wrong. The episode mixes practical wisdom with candid stories from the service drive and leadership trenches, ending with a challenge to every listener: stop managing people and start developing them.

5 Key Takeaways

1. Leadership is consistency, not charisma. Being steady in words and actions builds trust faster than any motivational speech.
2. Coaching beats correcting. When leaders only step in after mistakes, they’re managing fear, not performance.
3. Accountability must flow both ways. A leader who demands it but doesn’t live it erodes credibility.
4. Your culture lives in the smallest behaviors. Advisors and techs mirror how their leaders react to pressure.
5. Ego kills team growth. When leaders need to be right more than effective, development stalls.

5 Leadership Insights

1. Feedback is fuel. Joe reminds that “silence is confusion’s best friend”—clear feedback keeps progress visible.
2. Emotional control sets the tone. Leaders who lose composure teach chaos; calm is contagious.
3. Time with your people is the real KPI. Metrics matter, but showing up on the drive says more than reports ever will.
4. Ownership starts at the top. Leaders who take responsibility for results—good or bad—teach others to do the same.
5. Legacy leadership is intentional. The best leaders build systems that thrive long after they’re gone.

5 Discussion Prompts

1. Where does “leadership by example” break down most in our own stores?
2. What’s one area where we manage performance instead of coaching growth?
3. How can we teach accountability without using fear or shame?
4. What would change if our managers’ success was measured by team development, not just profit?
5. How do we identify and eliminate ego-driven decisions from leadership behavior?