Strategic roadmap for Cascade Automotive Group
Post-Engagement Implementation Plan | Delivered: End of Week 2
Over the past two weeks, I've identified 23 specific areas for improvement across leadership, operations, team dynamics, and culture. Trying to tackle all of them simultaneously would be overwhelming and counterproductive. This action plan prioritizes the highest-impact changes in a logical sequence over the next 90 days.
Core Philosophy: We're building sustainable change through sequential wins. Each action builds on the previous one, creating momentum and confidence. By Day 90, these won't feel like "new initiatives"—they'll be how you lead.
5
Urgent Actions
8
Priority Items
6
Supporting Actions
4
Future Initiatives
Focus: Stop the bleeding & establish credibility
The Problem:
Tyler (your service manager) has been undermining your authority for months. He contradicts your decisions in front of the team, shows up late 3-4 times per week, and has created a toxic subculture in the service department. Your service team's morale is tanking because of him, and two technicians have mentioned leaving because of the environment he's creating.
Why This is Priority #1:
Every other improvement we discussed is impossible to implement if Tyler continues operating this way. He's the cultural bottleneck. Your team is watching to see if you'll do something about it—your credibility as a leader hinges on this.
Cost of inaction: Estimated $15K-$25K in turnover costs if you lose your two technicians, plus ongoing productivity loss of 20% in service department.
Action Steps:
Document the specific issues (Day 1-2)
List concrete examples: dates, times, specific behaviors. I've provided a list in Appendix A based on what I observed.
Have the "come to Jesus" conversation (Day 3-4)
Private meeting. Lay out the documented issues. Give him two options: (1) Immediate and complete turnaround with weekly check-ins, or (2) Part ways professionally. No middle ground.
Set 14-day probation period (If he chooses option 1)
Clear expectations in writing. Daily check-ins for week 1, then weekly. Any violation = immediate termination.
Address the service team (Within 24 hours of Tyler conversation)
"I'm aware of some issues in this department, and I'm addressing them. You can expect changes. I'm committed to making this a better place to work."
Success Metric:
Tyler either demonstrates complete behavioral turnaround within 14 days OR you part ways and begin recruiting his replacement. Either outcome establishes your credibility as a leader who follows through.
The Problem:
Your departments operate in silos. Sales doesn't know what service is doing, parts doesn't know what sales needs, and everyone is making decisions in a vacuum. This creates inefficiency, duplicate work, and customer experience breakdowns.
Action Steps:
When: Every morning, 8:45 AM sharp, 15 minutes max
Who: You + department heads (sales, service, parts, admin)
Format: Standing meeting (literally—no chairs). Each person gets 2-3 minutes max.
Three Questions Each Person Answers:
Expected Impact (Within 14 Days):
The Problem:
Your team doesn't have clarity on what standards are actually enforced vs. what's just suggested. This creates inconsistency, confusion, and allows people to "test" where the boundaries really are.
What This Is:
A one-page document listing your 5-7 absolute non-negotiable standards that apply to everyone (including you). These are the things that, if violated, have immediate consequences.
Examples Based on Your Business:
How to Roll This Out:
Step 1: Draft the list (I'll help you refine it)
Step 2: Present it in an all-hands meeting
Step 3: Post it visibly in break room and email to all staff
Step 4: Enforce it consistently from Day 1
Success Metric:
Within 30 days, your team can recite these standards without prompting, and you've demonstrated consistent enforcement (including with yourself and senior staff).
Audit your calendar & block strategic time: Reserve 4 hours/week for owner-level work (detailed guide in Appendix B)
Conduct one-on-ones with each department head: Use the conversation framework from my coaching to rebuild individual relationships
Focus: Build repeatable processes that don't require you
Create a clear framework for who makes what decisions. Your managers are waiting for your approval on things they should be handling themselves. Document decision authority by level.
Example Structure:
Implement a simple system for tracking commitments and following up. Use the tracking template I provided.
Create individual development plans for your key people. Where do they want to grow? What skills do they need? This shows you're invested in their future and reduces turnover risk.
Phase 2 Success Metrics:
Focus: Solidify new culture and position for scale
Document your values, behaviors, and expectations into a "This Is Who We Are" guide. Use this in hiring, onboarding, and performance reviews.
Now that you have systems in place, revisit your 12-month business plan. Where do you actually want to take this company?
Begin training your department heads to lead the way you lead. They need to replicate your leadership approach with their teams.
Phase 3 Success Metrics:
While our formal engagement has concluded, I'm available for monthly check-in calls (30-45 minutes) for the next 90 days to help you stay on track. These are optional but highly recommended for accountability.
You have access to all the templates, frameworks, and conversation scripts referenced in this plan:
If you hit a major roadblock or crisis situation during implementation, you can reach me directly. I'm invested in your success.
Final Words: This plan is ambitious but achievable. You have the capability to execute it—I've seen it in you. The question isn't "can you do this?" It's "will you commit to doing this?" Change requires discipline, consistency, and a willingness to be uncomfortable. But on the other side of that discomfort is a business that runs better, a team that performs better, and a you that leads better.
I'm rooting for you. Let's get to work.