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Check out the latest news from Power Heavy Duty and the VIPAR Heavy Duty Family of Companies.
12/30/2024
Power Heavy Duty Expands its Reach with 12 New Members in 2024
Power Heavy Duty welcomed 12 new members in 2024, which in turn added 13 new points of sale to their U.S. roster.
"Our commitment is not just to grow in numbers but to grow in quality and purpose, ensuring each new member and acquisition strengthens our collective impact and meets the need of parts and service customers nationwide," said Jim Pennig, Vice President of Business Development. His comment was shared at the group’s annual IMPACT Conference, held recently in Marco Island, Fla. Power Heavy Duty was also recognized for reaching its 30th Anniversary. The following companies were welcomed into the network this year:
3rd East Auto Parts
Chad Orme
Roosevelt, UT
3rd East sells automotive parts, heavy duty parts, and products for the local agriculture, mining, and off-road business. It was founded in 1979 and serves a rural area with a large trucking community and operates a heavy duty repair facility to service agricultural and mining fleets.
Caledonia Diesel LLC
Paul Raymond, John Raymond, and Gary Raymond
Caledonia, N.Y.
Caledonia Diesel serves western New York’s agricultural community, building and roadway contractors, towns and municipalities, trucking companies, and export customers. Caledonia operates a 22-bay repair facility, offers an extensive inventory of new and used parts, and sells trucks, farm equipment, and generator power systems.
Freedom Heavy Duty LLC
James and Janice Goldberg
White Oak, Texas
Freedom Heavy Duty was founded in 2014. They operate a 15,000 square foot warehouse and showroom, with additional space for brake drums, shoes, springs and landing gear, and more. They serve local fleets, service centers, owner/operators and the construction, agriculture, timber, and oil field industries.
The Heitman Co., Inc.
Landy Dickey and Brent Dickey
Houston, Texas
The Heitman Co., Inc. was founded in 1924 and serves the industrial brake industry in Louisiana, Mississippi, Alabama, Texas, and Oklahoma. They provide brake linings, suspension, and friction materials for the heavy duty parts and heavy industrial markets including crane, off road equipment, tractors, marine and logging equipment, and onshore and offshore oil field equipment.
Henry’s Truck Parts
Urszula Czynczyk and Greg Czynczyk
Elgin, Ill.
Henry’s is a family-owned business that serves the Chicagoland area with truck parts and accessories. Their selection of tens of thousands of parts and components, from semi-truck batteries to brake line fittings and truck air brakes to air springs, can be acquired in person, online, or through convenient shipping.
John’s Spring and Suspension LLC
Michael Colyer
Reno, Nev.
John’s Spring and Suspension has been serving northern Nevada since 1978. They specialize in leaf spring suspension repair and replacement, suspension, and brake and driveline service along with light manufacturing of U-Bolts and retainer clips. They service light, medium, and heavy duty markets from both independent operators and local fleets.
Philadelphia Truck Parts
Sergio Srdan Krstic
Philadelphia, PA
Philadelphia Truck Parts operates a 21,000 square foot facility with showroom and warehouse and an e-commerce site currently under development. Their customer base includes fleets, municipalities, highway departments, machine shops and construction.
Powertrain Plus Truck Parts & Service
Mert Kahyaoglu, John Ferry
Cinnaminson, N.J.
Powertrain Plus Truck Parts & Service formed last year when Kahyaoglu and Ferry merged their businesses to establish a distributorship and service facility. They provide parts and service around transmissions, differentials, driveline/drive shaft, flywheel turning, and DPF cleaning. They serve independent repair shops, waste, dump, line haul, and construction fleets.
Ron’s Repair Inc.
Ronald Prins
Worthington, Minn.
Founded in 1990, Ron’s Repair grew from Prins’s personal property to today’s 22-shop bays and 15,000-square-foot parts room. Their main focus is service on semis, trailers, buses, and reefer units.
TIFCO Industries
Bob Brown and Chris Brown
Cypress, Texas
Founded in 1961, TIFCO Industries is a single source, stocking distributor of over 45,000 quality, maintenance and repair operation (MRO) products for all types of industrial, fleet, and heavy duty equipment. TIFCO maintains two strategically located distribution centers in Houston and Reno.
Trailines Enterprises
Craig Sumeral and Todd Sumeral
West Chester and Columbus, Ohio
Trailines is family-owned and operated and began in 1981. From a single mobile truck, it has expanded to 28 bays for truck and trailer repairs, maintenance, painting, decal installation and removal, new and used trailer sales, and local cartage service in the greater Cincinnati area
Westman Company Inc.
Gerald Westman
Amherst, Wis.
Under the name Diesel Machine Service, Inc. they sell overhaul-kits, fuel injectors, turbos, and many other parts. They also overhaul and re-machine various truck and agricultural/construction engine components with services including machining and engine component repair.
For more information on Power Heavy Duty, contact info@powerheavyduty.net, or visit www.powerheavyduty.net. Connect via social media on LinkedIn and Facebook.
Power Heavy Duty Launches New Website and Private Portal
Power Heavy Duty has launched a new public-facing website and corresponding private portal that provides significant user experience updates. The new site incorporates a sleek, modern, mobile-responsive design with expanded functionality to offer users improved navigation, streamlined information, and an enhanced online experience.
"With the launch of our redesigned website and private portal, we’re delivering a streamlined, intuitive experience that empowers users to access the information they need more efficiently than ever before," said Jeff Paul, vice president of marketing at VIPAR Heavy Duty. "Our investments in solutions like the new Power Heavy Duty website underscore our commitment to providing the best possible tools and resources to support business success."
The Power Heavy Duty public website, www.powerheavyduty.net, is geared toward those interested in learning more about the organization. An interactive “Find a Distributor” tool enables fleets and owner operators to easily find their local Power Heavy Duty parts and service specialist from more than 225 locations across the United States. Visitors can also view the portfolio of premium brands available through the network’s supplier partners, as well as news releases, industry event listings, and direct links to its social media platforms.
The Power Heavy Duty private portal hosts the most impactful upgrades for its distributors providing a customizable dashboard for easy navigation to frequently referenced information, enhanced search and filter functionality, and dynamic tools to help them find the right products and supplier programs to support their business and best serve their end-user customers.
For more information on Power Heavy Duty, contact info@powerheavyduty.net. Connect via social media on LinkedIn and Facebook.
IMPACT Conference Recap: Answer One Question for Game-Changing Performance and Productivity
2024 IMPACT Conference Distributor Educational Session Recap
You can hardly go a day without hearing reference to the labels we have conferred upon the generations around us – the Baby Boomers, who grew up during the Cold War, Gen X who witnessed the rise of technology, Millennials who were shaped in the post-9/11 era, and Gen Z, who have only known a world immersed in digital connectivity. Never before have we named, characterized, studied, and even judged generations as we do now.
Leading these groups, each with unique and sometimes vastly different perspectives, can be challenging for those who manage them. This challenge inspired the VIPAR Heavy Duty Family of Companies to offer a Distributor Educational Session entitled “Leading Across Generations: Creating a Collaborative, Future Ready Workforce” at their IMPACT Conference held Oct. 20-25 in Marco Island, Fla. The annual Distributor Educational Session addresses timely and relevant issues for business leaders who strive to be proactive on current workforce challenges and solutions.
The session was presented by Bill Fournet, CEO of The Persimmon Group, a business consulting firm that guides organizations in building competitive strategy, executing projects with purpose and precision, and developing the top talent needed to support growth.
Setting the Stage
Fournet began the session by helping attendees understand what makes Generation Z tick, and how to leverage the strengths of all generations on their staff. Each generation, he said, made career choices based on different desired outcomes and have goals and motivations based on their life experiences.
Baby Boomers often followed in their parents’ footsteps, especially in the trades. They are task-oriented and don’t need to understand the big picture to perform. “Boomers think ‘Give me my task and let me get it done and then I'm moving to the next thing,’” explained Fournet. They are motivated by promotions and having their expertise acknowledged.
GenX focused on the best-paying job. GenX remembers their grandparents telling them to find something they're good at that pays well, even though they may not love it. They were influenced by movies and television in which the common theme was that the kids were in charge and the parents and adults were either villains or impediments. They are motivated by recognition, experiential rewards like the corner office, and flexible schedules.
Millennials wanted jobs that followed their passion. They are looking for personal development opportunities and purpose-driven work. They were influenced by their Boomer parents, whose lives revolved around their work and who advised them to make space in their lives to enjoy the fruits of their labor. “This generation is not about being perfect; they're about being unique and this plays into their desire for you to want to understand their strengths and their motivators,” Fournet said. They are motivated by mentoring, feedback, and workplace culture.
GenZ wants to change the world through their career. They are looking for financial stability, environmental activism, and have an entrepreneurial spirit. They're a very resourceful generation that came of age in the digital space, where you can make a living online and no one even needs to know how old you are. Fournet said leaders need to keep in mind that this generation measures and judges leaders based on whether they are backing up their words with actions. They want honesty, fairness, and kindness. “They're very good at sniffing out the BS,” he added. They are motivated by responsible, meaningful work.
Three Key Strategies to Get Your Team Focused
Fournet highlighted a powerful approach to aligning teams: always start by answering, “Success to me looks like…”
“Filling in the blank on that phrase can result in game-changing performance and productivity in your organization. It's the most profound of all the techniques I've done over the last 25 years,” said Fournet. “Communicate what success looks like so everyone is on the same page.”
Leaders should focus on the meaning of what should be done to provide context, and not just provide the desired result. Fournet then presented three key strategies for leading a multigenerational workforce:
Increase Performance and Accountability: Traditional hierarchical structures, where leaders give orders and expect results, are no longer effective. Today’s fast-paced environment requires a more flexible, outcome-based approach. Leaders should ensure that team members clearly understand what success looks like and the boundaries within which they can make decisions. By defining clear goals and offering the autonomy to achieve them, teams are more empowered, accountable, and motivated.
It is today’s fast pace of change and constantly evolving answers and solutions that require this approach. “When that frontline person walks into a situation they were not expecting, they don't know what do – they’ve got to call their boss. They need to understand what you’re trying to do and what success looks like. Leaders provide boundaries but allow workers to use their judgment in making decisions and accomplishing tasks. Provide clear instructions on what level of authority they have, communicate when they should involve you (and any other rules), and validate what they are responsible for,” said Fournet.
Develop Talent Through Coaching: The focus on technical skills and experience is shifting toward adaptability, resilience, and judgment. Great leaders foster these traits by coaching team members to learn from situations and adjust as needed. Coaching shouldn’t be a one-size-fits-all process; rather, it should be tailored to the strengths and needs of individuals. Providing personalized guidance helps develop employees who can think independently and handle challenges effectively.
Fournet suggests asking coaching questions that identify the reality of the situation by using “what” or “how” instead of “why.” “Instead asking ‘why did you make that decision’ ask what was behind that decision. Questions like ‘what barriers or obstacles have you faced’ or ‘what factors led to that decision.’ It puts you into a coaching mindset.”
Engage Across Generations: In today’s workforce, understanding generational differences is crucial for team cohesion. While older generations value recognition and upward mobility, younger employees, especially Millennials and Gen Z, seek personal development, growth, and meaningful work. Leaders should engage their teams by offering opportunities for continuous learning, setting clear expectations, and providing real-time feedback. By understanding and addressing the unique motivators of different generations, you can foster a more harmonious and productive team.
Somehow, Fournet said, managers became more focused on clients and processes than on talent acquisition and development. Leaders must challenge managers to focus more on building great teams and delegating work. “This is a real risk to an organization because you see a key person leave who is doing the work at night or behind the scenes or on the weekends, and suddenly the team doesn't know how to operate.”
“It's different than when a lot of us came into the workplace. There were primarily three things that people looked for: salary, title, and the location of their office. That's not what drives people anymore. It's where can I go for vacation, what am I going to learn, what is going to be the effect or impact,” Fournet said.
These strategies, when integrated into your leadership approach, will help maintain focus and encourage ongoing development within your team.
Bill Fournet offers a free collection of downloadable Powerplays™ on his website, billfournet.com, providing strategies for executives and leadership teams to navigate complex challenges. He can be reached at (888) 392-7101, billfournet@thepersimmongroup.com, or on LinkedIn.
IMPACT Conference Recap: Answer One Question for Game-Changing Performance and Productivity
2024 IMPACT Conference Distributor Educational Session Recap
You can hardly go a day without hearing reference to the labels we have conferred upon the generations around us – the Baby Boomers, who grew up during the Cold War, Gen X who witnessed the rise of technology, Millennials who were shaped in the post-9/11 era, and Gen Z, who have only known a world immersed in digital connectivity. Never before have we named, characterized, studied, and even judged generations as we do now.
Leading these groups, each with unique and sometimes vastly different perspectives, can be challenging for those who manage them. This challenge inspired the VIPAR Heavy Duty Family of Companies to offer a Distributor Educational Session entitled “Leading Across Generations: Creating a Collaborative, Future Ready Workforce” at their IMPACT Conference held Oct. 20-25 in Marco Island, Fla. The annual Distributor Educational Session addresses timely and relevant issues for business leaders who strive to be proactive on current workforce challenges and solutions.
The session was presented by Bill Fournet, CEO of The Persimmon Group, a business consulting firm that guides organizations in building competitive strategy, executing projects with purpose and precision, and developing the top talent needed to support growth.
Setting the Stage
Fournet began the session by helping attendees understand what makes Generation Z tick, and how to leverage the strengths of all generations on their staff. Each generation, he said, made career choices based on different desired outcomes and have goals and motivations based on their life experiences.
Baby Boomers often followed in their parents’ footsteps, especially in the trades. They are task-oriented and don’t need to understand the big picture to perform. “Boomers think ‘Give me my task and let me get it done and then I'm moving to the next thing,’” explained Fournet. They are motivated by promotions and having their expertise acknowledged.
GenX focused on the best-paying job. GenX remembers their grandparents telling them to find something they're good at that pays well, even though they may not love it. They were influenced by movies and television in which the common theme was that the kids were in charge and the parents and adults were either villains or impediments. They are motivated by recognition, experiential rewards like the corner office, and flexible schedules.
Millennials wanted jobs that followed their passion. They are looking for personal development opportunities and purpose-driven work. They were influenced by their Boomer parents, whose lives revolved around their work and who advised them to make space in their lives to enjoy the fruits of their labor. “This generation is not about being perfect; they're about being unique and this plays into their desire for you to want to understand their strengths and their motivators,” Fournet said. They are motivated by mentoring, feedback, and workplace culture.
GenZ wants to change the world through their career. They are looking for financial stability, environmental activism, and have an entrepreneurial spirit. They're a very resourceful generation that came of age in the digital space, where you can make a living online and no one even needs to know how old you are. Fournet said leaders need to keep in mind that this generation measures and judges leaders based on whether they are backing up their words with actions. They want honesty, fairness, and kindness. “They're very good at sniffing out the BS,” he added. They are motivated by responsible, meaningful work.
Three Key Strategies to Get Your Team Focused
Fournet highlighted a powerful approach to aligning teams: always start by answering, “Success to me looks like…”
“Filling in the blank on that phrase can result in game-changing performance and productivity in your organization. It's the most profound of all the techniques I've done over the last 25 years,” said Fournet. “Communicate what success looks like so everyone is on the same page.”
Leaders should focus on the meaning of what should be done to provide context, and not just provide the desired result. Fournet then presented three key strategies for leading a multigenerational workforce:
Increase Performance and Accountability: Traditional hierarchical structures, where leaders give orders and expect results, are no longer effective. Today’s fast-paced environment requires a more flexible, outcome-based approach. Leaders should ensure that team members clearly understand what success looks like and the boundaries within which they can make decisions. By defining clear goals and offering the autonomy to achieve them, teams are more empowered, accountable, and motivated.
It is today’s fast pace of change and constantly evolving answers and solutions that require this approach. “When that frontline person walks into a situation they were not expecting, they don't know what do – they’ve got to call their boss. They need to understand what you’re trying to do and what success looks like. Leaders provide boundaries but allow workers to use their judgment in making decisions and accomplishing tasks. Provide clear instructions on what level of authority they have, communicate when they should involve you (and any other rules), and validate what they are responsible for,” said Fournet.
Develop Talent Through Coaching: The focus on technical skills and experience is shifting toward adaptability, resilience, and judgment. Great leaders foster these traits by coaching team members to learn from situations and adjust as needed. Coaching shouldn’t be a one-size-fits-all process; rather, it should be tailored to the strengths and needs of individuals. Providing personalized guidance helps develop employees who can think independently and handle challenges effectively.
Fournet suggests asking coaching questions that identify the reality of the situation by using “what” or “how” instead of “why.” “Instead asking ‘why did you make that decision’ ask what was behind that decision. Questions like ‘what barriers or obstacles have you faced’ or ‘what factors led to that decision.’ It puts you into a coaching mindset.”
Engage Across Generations: In today’s workforce, understanding generational differences is crucial for team cohesion. While older generations value recognition and upward mobility, younger employees, especially Millennials and Gen Z, seek personal development, growth, and meaningful work. Leaders should engage their teams by offering opportunities for continuous learning, setting clear expectations, and providing real-time feedback. By understanding and addressing the unique motivators of different generations, you can foster a more harmonious and productive team.
Somehow, Fournet said, managers became more focused on clients and processes than on talent acquisition and development. Leaders must challenge managers to focus more on building great teams and delegating work. “This is a real risk to an organization because you see a key person leave who is doing the work at night or behind the scenes or on the weekends, and suddenly the team doesn't know how to operate.”
“It's different than when a lot of us came into the workplace. There were primarily three things that people looked for: salary, title, and the location of their office. That's not what drives people anymore. It's where can I go for vacation, what am I going to learn, what is going to be the effect or impact,” Fournet said.
These strategies, when integrated into your leadership approach, will help maintain focus and encourage ongoing development within your team.
Bill Fournet offers a free collection of downloadable Powerplays™ on his website, billfournet.com, providing strategies for executives and leadership teams to navigate complex challenges. He can be reached at (888) 392-7101, billfournet@thepersimmongroup.com, or on LinkedIn.
Power Heavy Duty Expands its Reach with 12 New Members in 2024
Power Heavy Duty welcomed 12 new members in 2024, which in turn added 13 new points of sale to their U.S. roster.
"Our commitment is not just to grow in numbers but to grow in quality and purpose, ensuring each new member and acquisition strengthens our collective impact and meets the need of parts and service customers nationwide," said Jim Pennig, Vice President of Business Development. His comment was shared at the group’s annual IMPACT Conference, held recently in Marco Island, Fla. Power Heavy Duty was also recognized for reaching its 30th Anniversary. The following companies were welcomed into the network this year:
3rd East Auto Parts
Chad Orme
Roosevelt, UT
3rd East sells automotive parts, heavy duty parts, and products for the local agriculture, mining, and off-road business. It was founded in 1979 and serves a rural area with a large trucking community and operates a heavy duty repair facility to service agricultural and mining fleets.
Caledonia Diesel LLC
Paul Raymond, John Raymond, and Gary Raymond
Caledonia, N.Y.
Caledonia Diesel serves western New York’s agricultural community, building and roadway contractors, towns and municipalities, trucking companies, and export customers. Caledonia operates a 22-bay repair facility, offers an extensive inventory of new and used parts, and sells trucks, farm equipment, and generator power systems.
Freedom Heavy Duty LLC
James and Janice Goldberg
White Oak, Texas
Freedom Heavy Duty was founded in 2014. They operate a 15,000 square foot warehouse and showroom, with additional space for brake drums, shoes, springs and landing gear, and more. They serve local fleets, service centers, owner/operators and the construction, agriculture, timber, and oil field industries.
The Heitman Co., Inc.
Landy Dickey and Brent Dickey
Houston, Texas
The Heitman Co., Inc. was founded in 1924 and serves the industrial brake industry in Louisiana, Mississippi, Alabama, Texas, and Oklahoma. They provide brake linings, suspension, and friction materials for the heavy duty parts and heavy industrial markets including crane, off road equipment, tractors, marine and logging equipment, and onshore and offshore oil field equipment.
Henry’s Truck Parts
Urszula Czynczyk and Greg Czynczyk
Elgin, Ill.
Henry’s is a family-owned business that serves the Chicagoland area with truck parts and accessories. Their selection of tens of thousands of parts and components, from semi-truck batteries to brake line fittings and truck air brakes to air springs, can be acquired in person, online, or through convenient shipping.
John’s Spring and Suspension LLC
Michael Colyer
Reno, Nev.
John’s Spring and Suspension has been serving northern Nevada since 1978. They specialize in leaf spring suspension repair and replacement, suspension, and brake and driveline service along with light manufacturing of U-Bolts and retainer clips. They service light, medium, and heavy duty markets from both independent operators and local fleets.
Philadelphia Truck Parts
Sergio Srdan Krstic
Philadelphia, PA
Philadelphia Truck Parts operates a 21,000 square foot facility with showroom and warehouse and an e-commerce site currently under development. Their customer base includes fleets, municipalities, highway departments, machine shops and construction.
Powertrain Plus Truck Parts & Service
Mert Kahyaoglu, John Ferry
Cinnaminson, N.J.
Powertrain Plus Truck Parts & Service formed last year when Kahyaoglu and Ferry merged their businesses to establish a distributorship and service facility. They provide parts and service around transmissions, differentials, driveline/drive shaft, flywheel turning, and DPF cleaning. They serve independent repair shops, waste, dump, line haul, and construction fleets.
Ron’s Repair Inc.
Ronald Prins
Worthington, Minn.
Founded in 1990, Ron’s Repair grew from Prins’s personal property to today’s 22-shop bays and 15,000-square-foot parts room. Their main focus is service on semis, trailers, buses, and reefer units.
TIFCO Industries
Bob Brown and Chris Brown
Cypress, Texas
Founded in 1961, TIFCO Industries is a single source, stocking distributor of over 45,000 quality, maintenance and repair operation (MRO) products for all types of industrial, fleet, and heavy duty equipment. TIFCO maintains two strategically located distribution centers in Houston and Reno.
Trailines Enterprises
Craig Sumeral and Todd Sumeral
West Chester and Columbus, Ohio
Trailines is family-owned and operated and began in 1981. From a single mobile truck, it has expanded to 28 bays for truck and trailer repairs, maintenance, painting, decal installation and removal, new and used trailer sales, and local cartage service in the greater Cincinnati area
Westman Company Inc.
Gerald Westman
Amherst, Wis.
Under the name Diesel Machine Service, Inc. they sell overhaul-kits, fuel injectors, turbos, and many other parts. They also overhaul and re-machine various truck and agricultural/construction engine components with services including machining and engine component repair.
For more information on Power Heavy Duty, contact info@powerheavyduty.net, or visit www.powerheavyduty.net. Connect via social media on LinkedIn and Facebook.
Power Heavy Duty Launches New Website and Private Portal
Power Heavy Duty has launched a new public-facing website and corresponding private portal that provides significant user experience updates. The new site incorporates a sleek, modern, mobile-responsive design with expanded functionality to offer users improved navigation, streamlined information, and an enhanced online experience.
"With the launch of our redesigned website and private portal, we’re delivering a streamlined, intuitive experience that empowers users to access the information they need more efficiently than ever before," said Jeff Paul, vice president of marketing at VIPAR Heavy Duty. "Our investments in solutions like the new Power Heavy Duty website underscore our commitment to providing the best possible tools and resources to support business success."
The Power Heavy Duty public website, www.powerheavyduty.net, is geared toward those interested in learning more about the organization. An interactive “Find a Distributor” tool enables fleets and owner operators to easily find their local Power Heavy Duty parts and service specialist from more than 225 locations across the United States. Visitors can also view the portfolio of premium brands available through the network’s supplier partners, as well as news releases, industry event listings, and direct links to its social media platforms.
The Power Heavy Duty private portal hosts the most impactful upgrades for its distributors providing a customizable dashboard for easy navigation to frequently referenced information, enhanced search and filter functionality, and dynamic tools to help them find the right products and supplier programs to support their business and best serve their end-user customers.
For more information on Power Heavy Duty, contact info@powerheavyduty.net. Connect via social media on LinkedIn and Facebook.
IMPACT Conference Recap: Answer One Question for Game-Changing Performance and Productivity
2024 IMPACT Conference Distributor Educational Session Recap
You can hardly go a day without hearing reference to the labels we have conferred upon the generations around us – the Baby Boomers, who grew up during the Cold War, Gen X who witnessed the rise of technology, Millennials who were shaped in the post-9/11 era, and Gen Z, who have only known a world immersed in digital connectivity. Never before have we named, characterized, studied, and even judged generations as we do now.
Leading these groups, each with unique and sometimes vastly different perspectives, can be challenging for those who manage them. This challenge inspired the VIPAR Heavy Duty Family of Companies to offer a Distributor Educational Session entitled “Leading Across Generations: Creating a Collaborative, Future Ready Workforce” at their IMPACT Conference held Oct. 20-25 in Marco Island, Fla. The annual Distributor Educational Session addresses timely and relevant issues for business leaders who strive to be proactive on current workforce challenges and solutions.
The session was presented by Bill Fournet, CEO of The Persimmon Group, a business consulting firm that guides organizations in building competitive strategy, executing projects with purpose and precision, and developing the top talent needed to support growth.
Setting the Stage
Fournet began the session by helping attendees understand what makes Generation Z tick, and how to leverage the strengths of all generations on their staff. Each generation, he said, made career choices based on different desired outcomes and have goals and motivations based on their life experiences.
Baby Boomers often followed in their parents’ footsteps, especially in the trades. They are task-oriented and don’t need to understand the big picture to perform. “Boomers think ‘Give me my task and let me get it done and then I'm moving to the next thing,’” explained Fournet. They are motivated by promotions and having their expertise acknowledged.
GenX focused on the best-paying job. GenX remembers their grandparents telling them to find something they're good at that pays well, even though they may not love it. They were influenced by movies and television in which the common theme was that the kids were in charge and the parents and adults were either villains or impediments. They are motivated by recognition, experiential rewards like the corner office, and flexible schedules.
Millennials wanted jobs that followed their passion. They are looking for personal development opportunities and purpose-driven work. They were influenced by their Boomer parents, whose lives revolved around their work and who advised them to make space in their lives to enjoy the fruits of their labor. “This generation is not about being perfect; they're about being unique and this plays into their desire for you to want to understand their strengths and their motivators,” Fournet said. They are motivated by mentoring, feedback, and workplace culture.
GenZ wants to change the world through their career. They are looking for financial stability, environmental activism, and have an entrepreneurial spirit. They're a very resourceful generation that came of age in the digital space, where you can make a living online and no one even needs to know how old you are. Fournet said leaders need to keep in mind that this generation measures and judges leaders based on whether they are backing up their words with actions. They want honesty, fairness, and kindness. “They're very good at sniffing out the BS,” he added. They are motivated by responsible, meaningful work.
Three Key Strategies to Get Your Team Focused
Fournet highlighted a powerful approach to aligning teams: always start by answering, “Success to me looks like…”
“Filling in the blank on that phrase can result in game-changing performance and productivity in your organization. It's the most profound of all the techniques I've done over the last 25 years,” said Fournet. “Communicate what success looks like so everyone is on the same page.”
Leaders should focus on the meaning of what should be done to provide context, and not just provide the desired result. Fournet then presented three key strategies for leading a multigenerational workforce:
Increase Performance and Accountability: Traditional hierarchical structures, where leaders give orders and expect results, are no longer effective. Today’s fast-paced environment requires a more flexible, outcome-based approach. Leaders should ensure that team members clearly understand what success looks like and the boundaries within which they can make decisions. By defining clear goals and offering the autonomy to achieve them, teams are more empowered, accountable, and motivated.
It is today’s fast pace of change and constantly evolving answers and solutions that require this approach. “When that frontline person walks into a situation they were not expecting, they don't know what do – they’ve got to call their boss. They need to understand what you’re trying to do and what success looks like. Leaders provide boundaries but allow workers to use their judgment in making decisions and accomplishing tasks. Provide clear instructions on what level of authority they have, communicate when they should involve you (and any other rules), and validate what they are responsible for,” said Fournet.
Develop Talent Through Coaching: The focus on technical skills and experience is shifting toward adaptability, resilience, and judgment. Great leaders foster these traits by coaching team members to learn from situations and adjust as needed. Coaching shouldn’t be a one-size-fits-all process; rather, it should be tailored to the strengths and needs of individuals. Providing personalized guidance helps develop employees who can think independently and handle challenges effectively.
Fournet suggests asking coaching questions that identify the reality of the situation by using “what” or “how” instead of “why.” “Instead asking ‘why did you make that decision’ ask what was behind that decision. Questions like ‘what barriers or obstacles have you faced’ or ‘what factors led to that decision.’ It puts you into a coaching mindset.”
Engage Across Generations: In today’s workforce, understanding generational differences is crucial for team cohesion. While older generations value recognition and upward mobility, younger employees, especially Millennials and Gen Z, seek personal development, growth, and meaningful work. Leaders should engage their teams by offering opportunities for continuous learning, setting clear expectations, and providing real-time feedback. By understanding and addressing the unique motivators of different generations, you can foster a more harmonious and productive team.
Somehow, Fournet said, managers became more focused on clients and processes than on talent acquisition and development. Leaders must challenge managers to focus more on building great teams and delegating work. “This is a real risk to an organization because you see a key person leave who is doing the work at night or behind the scenes or on the weekends, and suddenly the team doesn't know how to operate.”
“It's different than when a lot of us came into the workplace. There were primarily three things that people looked for: salary, title, and the location of their office. That's not what drives people anymore. It's where can I go for vacation, what am I going to learn, what is going to be the effect or impact,” Fournet said.
These strategies, when integrated into your leadership approach, will help maintain focus and encourage ongoing development within your team.
Bill Fournet offers a free collection of downloadable Powerplays™ on his website, billfournet.com, providing strategies for executives and leadership teams to navigate complex challenges. He can be reached at (888) 392-7101, billfournet@thepersimmongroup.com, or on LinkedIn.
Power Heavy Duty Expands its Reach with 12 New Members in 2024
Power Heavy Duty welcomed 12 new members in 2024, which in turn added 13 new points of sale to their U.S. roster.
"Our commitment is not just to grow in numbers but to grow in quality and purpose, ensuring each new member and acquisition strengthens our collective impact and meets the need of parts and service customers nationwide," said Jim Pennig, Vice President of Business Development. His comment was shared at the group’s annual IMPACT Conference, held recently in Marco Island, Fla. Power Heavy Duty was also recognized for reaching its 30th Anniversary. The following companies were welcomed into the network this year:
3rd East Auto Parts
Chad Orme
Roosevelt, UT
3rd East sells automotive parts, heavy duty parts, and products for the local agriculture, mining, and off-road business. It was founded in 1979 and serves a rural area with a large trucking community and operates a heavy duty repair facility to service agricultural and mining fleets.
Caledonia Diesel LLC
Paul Raymond, John Raymond, and Gary Raymond
Caledonia, N.Y.
Caledonia Diesel serves western New York’s agricultural community, building and roadway contractors, towns and municipalities, trucking companies, and export customers. Caledonia operates a 22-bay repair facility, offers an extensive inventory of new and used parts, and sells trucks, farm equipment, and generator power systems.
Freedom Heavy Duty LLC
James and Janice Goldberg
White Oak, Texas
Freedom Heavy Duty was founded in 2014. They operate a 15,000 square foot warehouse and showroom, with additional space for brake drums, shoes, springs and landing gear, and more. They serve local fleets, service centers, owner/operators and the construction, agriculture, timber, and oil field industries.
The Heitman Co., Inc.
Landy Dickey and Brent Dickey
Houston, Texas
The Heitman Co., Inc. was founded in 1924 and serves the industrial brake industry in Louisiana, Mississippi, Alabama, Texas, and Oklahoma. They provide brake linings, suspension, and friction materials for the heavy duty parts and heavy industrial markets including crane, off road equipment, tractors, marine and logging equipment, and onshore and offshore oil field equipment.
Henry’s Truck Parts
Urszula Czynczyk and Greg Czynczyk
Elgin, Ill.
Henry’s is a family-owned business that serves the Chicagoland area with truck parts and accessories. Their selection of tens of thousands of parts and components, from semi-truck batteries to brake line fittings and truck air brakes to air springs, can be acquired in person, online, or through convenient shipping.
John’s Spring and Suspension LLC
Michael Colyer
Reno, Nev.
John’s Spring and Suspension has been serving northern Nevada since 1978. They specialize in leaf spring suspension repair and replacement, suspension, and brake and driveline service along with light manufacturing of U-Bolts and retainer clips. They service light, medium, and heavy duty markets from both independent operators and local fleets.
Philadelphia Truck Parts
Sergio Srdan Krstic
Philadelphia, PA
Philadelphia Truck Parts operates a 21,000 square foot facility with showroom and warehouse and an e-commerce site currently under development. Their customer base includes fleets, municipalities, highway departments, machine shops and construction.
Powertrain Plus Truck Parts & Service
Mert Kahyaoglu, John Ferry
Cinnaminson, N.J.
Powertrain Plus Truck Parts & Service formed last year when Kahyaoglu and Ferry merged their businesses to establish a distributorship and service facility. They provide parts and service around transmissions, differentials, driveline/drive shaft, flywheel turning, and DPF cleaning. They serve independent repair shops, waste, dump, line haul, and construction fleets.
Ron’s Repair Inc.
Ronald Prins
Worthington, Minn.
Founded in 1990, Ron’s Repair grew from Prins’s personal property to today’s 22-shop bays and 15,000-square-foot parts room. Their main focus is service on semis, trailers, buses, and reefer units.
TIFCO Industries
Bob Brown and Chris Brown
Cypress, Texas
Founded in 1961, TIFCO Industries is a single source, stocking distributor of over 45,000 quality, maintenance and repair operation (MRO) products for all types of industrial, fleet, and heavy duty equipment. TIFCO maintains two strategically located distribution centers in Houston and Reno.
Trailines Enterprises
Craig Sumeral and Todd Sumeral
West Chester and Columbus, Ohio
Trailines is family-owned and operated and began in 1981. From a single mobile truck, it has expanded to 28 bays for truck and trailer repairs, maintenance, painting, decal installation and removal, new and used trailer sales, and local cartage service in the greater Cincinnati area
Westman Company Inc.
Gerald Westman
Amherst, Wis.
Under the name Diesel Machine Service, Inc. they sell overhaul-kits, fuel injectors, turbos, and many other parts. They also overhaul and re-machine various truck and agricultural/construction engine components with services including machining and engine component repair.
For more information on Power Heavy Duty, contact info@powerheavyduty.net, or visit www.powerheavyduty.net. Connect via social media on LinkedIn and Facebook.
