The Altitude of Autonomy in Automotive

Have you ever felt out of control of your department? Like you're simply waiting for someone to tell you when, where, how, and why? If so, it is very likely that you lack the autonomy to run the department as you were hired to do so.

The idea behind the "altitude of autonomy" metaphorically describes the level of independence, decision-making freedom, and empowerment an individual or entity possesses within a particular context, such as in a workplace, in a team, or in personal development. In this article we will examine the affects that lack of leadership autonomy can have on your business.

A common theme among many dealership service departments is the low level (altitude) in which their teams perform. For most, it is typically at a level that rarely meet the needs of the guest and the business. In every case, the driving factor is a lack of direction. By digging deeper, you'll find that some or all of the following exist:

• Low Productivity
• Low Profitability
• Low Customer Satisfaction
• Low Employee Satisfaction
• High Employee Turnover

What's most frightening is that many dealers never truly recognize why these things keep happening. At the root of it, you're most likely to find that department leadership lack the automony to change course while on the downward spiral.

Too often the business is being ran by disengaged management that are disconnected from the realities of the day to day challenges. Even when the store just hired the next new manager that's going to "change it all", they too will also lack the ability to become the pilot of their own plane and crew.

Flying a plane and the performance levels of a team share some similarities in terms of managing and reaching desired levels. Let's first look at how a department leader is like a pilot.

1. Setting Goals and Objectives: In both flying a plane and managing a team, setting clear goals and objectives is crucial. Pilots aim for specific altitudes during different phases of flight, just as teams establish performance targets and milestones.
2. Monitoring Progress: Both pilots and team leaders continuously monitor progress. Pilots use instruments to track altitude, speed, and other parameters, while team leaders use key performance indicators (KPIs) to measure team performance.
3. Course Corrections: When deviations from the desired level or performance occur, both pilots and team leaders need to make course corrections. Pilots adjust altitude by changing the pitch or power of the aircraft, while team leaders may modify strategies, processes, or team dynamics to improve performance.
4. Communication: Effective communication is essential in both scenarios. Pilots communicate with air traffic control and crew members to ensure safe and efficient flight. Team leaders must foster open communication within the team to address issues, share information, and coordinate efforts.
5. Risk Management: Pilots and team leaders assess and manage risks. Pilots must consider factors like weather conditions and turbulence, while team leaders evaluate potential challenges, conflicts, or external threats that may impact team performance.
6. Decision-Making: Both pilots and team leaders make critical decisions. Pilots decide on altitude changes, navigation routes, and emergency procedures, while team leaders make choices about team priorities, resource allocation, and problem-solving approaches.

Now let's see how they can differ:

1. Physical vs. Human Elements: Flying a plane involves physical control of an aircraft and adherence to aerodynamic principles, while team performance primarily depends on the actions and interactions of human beings. Managing people and their emotions adds complexity to team leadership.
2. Solo vs. Collaboration: Pilots often operate solo or with a small crew, whereas team performance involves collaboration among multiple individuals with diverse skills and responsibilities. Effective teamwork is a critical aspect of achieving team goals.
3. Inherent Risk: While both flying and team performance carry inherent risks, aviation has stricter safety regulations and protocols due to the potentially catastrophic consequences of accidents. The risks in team performance may be more varied and nuanced.
4. Control vs. Influence: Pilots have direct control over the aircraft's altitude and flight path, while team leaders have influence over team members' actions but may not have direct control over every aspect of team performance.

"Managing people and their emotions adds complexity to team leadership."

Can you imagine how your next flight might go if the pilot didn't have autonomy in the above areas? What if they had to wait for direction from someone that's not even on the aircraft in the midst of an emergency?

When a leader is not empowered in their role to make changes, the motivation to succeed can be significantly undermined for several reasons. The altitude of your department (aircraft) can decline significantly. Leadership empowerment is crucial for effective management, inspiring teams, and driving organizational success. Here are some ways in which the lack of empowerment can lead to a loss of motivation for your team to soar to new heights.

• Lack of Autonomy: Leaders who are not empowered often lack the autonomy to make decisions that they believe are necessary for success. This can lead to frustration and a feeling of being undervalued, as they are unable to implement their vision or ideas fully. When leaders don't have the authority to make decisions, it can slow down the decision-making process and lead to inefficiencies. This can be particularly problematic when time-sensitive or critical decisions need to be made promptly.
• Decreased Engagement: Without the ability to influence outcomes and drive change, leaders may become disengaged from their work. This lack of engagement can trickle down to their teams, as employees often look to their leaders for direction and inspiration. Leaders who feel their autonomy is restricted may become frustrated and disengaged. They may feel undervalued, as their expertise and insights are not being fully utilized. This can negatively impact their motivation and overall job satisfaction. Leaders often have a vision and a sense of purpose that drives them. However, when they are unable to implement their ideas or influence the direction of their team or organization, their sense of purpose can diminish. This can lead to a feeling of being disconnected from their work and the organization's goals.
• Ineffective Leadership: When leaders are not empowered, their effectiveness is compromised. They may struggle to motivate their team, manage resources efficiently, or address challenges proactively. This can result in a demotivated workforce that lacks direction and purpose. When leaders are not empowered, it becomes difficult to hold them fully accountable for the outcomes of their decisions. Without the authority to make choices and take ownership, leaders may feel less responsible for the results, which can create a culture of indecisiveness and lack of accountability.
• Erosion of Trust and Respect: Teams need to trust that their leaders have the authority and capability to make decisions that will benefit the group and the organization. If leaders are seen as powerless or unable to effect change, it can erode trust and respect, undermining their ability to lead effectively. When leaders are not empowered, it can erode trust between leaders and team members. Trust is crucial for successful change implementation, as team members need to believe in their leaders' ability to guide them through the change process.

Leadership empowerment is crucial for effective management, inspiring teams, and driving organizational success.

• Reduced Innovation and Creativity: Empowered leaders often foster an environment of innovation and creativity, encouraging their teams to explore new ideas and solutions. Without empowerment, this culture of innovation can be stifled, leading to a lack of motivation to pursue ambitious goals or think outside the box. Leaders often have a vision or ideas for improving processes, strategies, or innovation within their organization. However, without the autonomy to implement these ideas fully, they may only be able to make partial changes or not implement them at all. This can lead to missed opportunities for growth and improvement.
• Increased Resistance to Change: In an environment where leaders are not empowered, any attempts at change can be met with increased resistance. Team members may question the purpose and potential success of initiatives if they perceive that their leaders do not have the support or authority to implement them effectively. Change often brings uncertainty, and when leaders lack autonomy, team members may fear the potential consequences of proposed changes. They may worry about the impact on their roles, job security, or the overall stability of the organization.
• Feeling of Stagnation: Without the ability to make significant changes or influence the direction of their team or organization, leaders may feel stagnant in their roles. This feeling of stagnation can lead to a loss of motivation to strive for success, as the path to achieving personal or organizational goals appears blocked. When leaders are not empowered to make significant changes or influence the direction of their team or organization, their growth opportunities can be limited. They may feel stuck in their roles without the ability to take on new challenges or expand their skills.
• Impact on Team Morale: The overall morale of the team can be negatively affected when they perceive their leader as lacking empowerment. It can lead to a sense of hopelessness or apathy towards organizational goals, as team members may feel that efforts to improve or innovate are futile. A sense of hopelessness or apathy can develop among team members if they believe their efforts to improve are futile due to their leader's lack of empowerment. This can result in decreased engagement and productivity, as team members may feel demotivated to go above and beyond their basic responsibilities.

Final Thoughts

To maintain altitude, motivation, and drive success, it’s crucial for organizations to ensure that leaders are sufficiently empowered to make decisions, drive change, and inspire their teams. This involves providing them with the necessary authority, resources, and support to fulfill their roles effectively. Autonomy is key to unlocking the full potential of your leadership as well as determining the altitude in which your team can fly!

As always,

Hire Properly - Train Passionately - Lead Perpectually

John Frazier