Callahan: Beyond Command and Control

Since the dawn of time, owners and managers in every industry have struggled to find the best way to lead teams of people spanning different generations. Today's generational shifts bring even more diverse needs, values, and expectations than ever before. Gone are the days of “command and control” leadership where decisions were made at the top and passed down through directives without any input from workers.

Today, younger team members want to be a part of something bigger than themselves. And while they’re enthusiastic, many do best with a little more direction than the latch-key GenXers (like me), who tend to take on tasks without being told.

The Transformation That Started It All

I’ve been changing the way I lead, and wow, has it made a huge difference! I’m fully invested in supporting the people doing the work, putting as much energy into them as I do into tracking the progress toward our goals. And let me tell you, it’s paying off! 

When I take time to learn what matters to each team member, what lights them up, and what they need to thrive, everything shifts. The whole environment becomes more positive, more connected, and more productive. People show up ready, they grow, they support each other, and they crush it. When your team feels good about where they work, the energy changes, engagement goes up, results follow, and the entire business levels up. And remember: Everyone on your team needs a different type of interaction with you. This is not just for the younger team members.

The Seven Strategies 

Here are seven things that have worked for me (some of which are still on my to-do list). For best results, start small and be consistent:

1. Hold One-on-One Check-Ins Regularly. This doesn’t have to be formal. It can be a quick chat at their toolbox or as elaborate as taking them to lunch for uninterrupted time together. Ask how they’re doing, what’s going well, what’s frustrating them, and what they need from you. The key here is to actively listen and take notes so you can follow up.
   
   
2. Personalize Your Leadership. Everyone has a different motivator. Some are motivated by money and want clear financial rewards for their work, while others thrive on public recognition. Some want a clear path to grow, and a few want to know they’re trusted to do their job. The key is understanding what matters to each person—and then leading them in a way that speaks to that. Tools like DISC and Driving Forces assessments can be a game-changer. I’m certified to use these and have done this work with my team. It has helped them be better teammates, created a stronger sense of ownership, and improved communication throughout our shop.
   
   If you're curious about how assessments could work for your team, send me an email. I’d love to help!  
   
   
3. Create Clarity. Set clear expectations, preferably in writing, and give your team the tools, training, and support they need to meet them. Don’t assume they know what “done right” looks like. Show them.
   
   
4. Ask for Their Ideas. Invite your team into decisions whenever you can. Ask what they think about new tools, changes in process, or even shop layout. They’ll be more invested in what they help build.
   
   
5. Celebrate Progress, Not Just Perfection. Shout people out when they step up, show growth, or help each other out. Recognition goes a long way, especially when it’s specific and genuine.
   
   
6. Talk About Purpose. Connect the dots between their daily work and the bigger picture. Remind them that fixing cars isn’t just about parts and labor. It’s about keeping families safe, helping people get to work, and earning trust one visit at a time. Sharing the “why” is critical to success at all levels.
   
   
7. Lead with Humanity. People-centered leadership isn’t soft. It’s strong, consistent, and deeply human. Be honest. Be available. Be the leader you would want to follow. 

You don’t have to be perfect. You just have to be present and intentional. This shift in leadership style won’t happen overnight, but once it starts, you’ll feel the difference—and so will your team. 

I’m always looking for new things to learn and love hearing what’s working for others. If you’ve found something that’s making a difference for your team, don’t keep it to yourself! Email me and let’s swap ideas!