The Departmental Leadership Program (DLP) by Sewells aims to enhance the performance of automotive dealers through a comprehensive curriculum that combines leadership training, financial management, human resource strategies, and marketing techniques. The program, mapped to the BSB51107 Diploma of Management, provides participants with practical skills and knowledge essential for effective departmental management. Candidates are expected to have relevant experience, and the program offers various funding opportunities for participants, including incentives for mature aged workers.

1. DEPARTMENTAL
LEADERSHIP PROGRAM
Enhancing Retail Performance

2. DEPARTMENTAL LEADERSHIP PROGRAM
Enhancing Retail Performance
Sewells is a dealer development agency focused on enhancing the performance of Franchised Automotive Dealers. This is achieved
The DLP is designed to equip participants with the know-how and the strategic tools to enable them to effectively drive departmental
through outsourced network development services, training and development interventions, financial and benchmarking data
performance. This includes examining a balanced approach to leading and directing automotive retail operations in a way that
analysis, management and process tools, performance groups and assessment services. accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and
generating superior returns for the business.
A NOTE FROM PADDY O’BRIEN Participants will receive focused tuition and coaching from program facilitators and subject matter experts in areas such as:
• Leadership – Getting optimal levels of performance from and motivating each member of the team
Managing an automotive dealership department can be challenging The one that intrigues me most however is the fact that against the • Finance – Appreciating and interpreting financial numbers so as to positively impact on the ‘key drivers’ of the business
at the best of times. Throw in the three dimensional components odds high performing Dealers continue to flourish on every continent. • Human Resource Management - recruiting the right people for the job and creating a motivated and high performing
of customer interest versus manufacturer interest versus shareholder If you were to ask me for the differentiator, my answer would be department
interest and we emerge with a rather complex and intriguing fruit simple … it’s all about balance. That’s what great Dealers do … they • Marketing and Sales – specific to sales, service and parts operations
salad called the modern car dealership. Now take these complexities mix their natural flare with the science of seeking out every available • Systems and Processes – Appreciating, refining and enhancing the business processes
and weigh up the investment in the business (capital employed) opportunity to exploit the range of potential in their businesses. It’s • Developing and implementing effective business plans and strategies
against the investment in the manpower charged with producing a as simple as that! • Creating and sustaining balance between profitability, throughput and customer satisfaction
return on this capital and we emerge with one of the most intriguing
conundrums in the industry. It was a baker from Beechworth in The Departmental Leadership Program (DLP) sets out to achieve a Who Is Best Suited For The Program?
Australia, Tom O’Toole, whose concept of turning a small business simple objective - balancing the elegance of high level education with The DLP’s leading-edge curriculum has been designed to accommodate current and future Departmental Managers. Candidates
into a thriving enterprise set tongues wagging in the region and ‘street-wise’ operational experience – balancing vehicle sales with should have relevant experience and performance not withstanding the future potential envisaged as a result of successfully
ultimately across the continent who, when asked “What happens if fixed operations – balancing profitability with asset management completing the program.
you spend all this money training people and they leave…” retorted – balancing customer demands with manufacturer demands -
unhesitatingly, “What happens if I don’t train them and they stay!” balancing the art of the game with science and balancing investment Participants should be:
in capital resources with investment in people resources. • Experienced departmental managers wanting to take their knowledge and success to the next level
Doesn’t this sum it up so aptly … we HAVE to build skills and • New departmental managers wanting to build a solid foundation and understanding of the automotive retail
knowledge if we are to sustain our businesses and even thrive in an At last we have the makings of a high level, intensive Departmental management principles and practices
industry growing in demands from manufacturers and customers. In Leadership Program, where learners can thrive on the successes • Potential departmental managers seeking to fasttrack their professional and personal development
short, we have to invest in our key people. Departmental Managers and lessons from some of the world’s most highly experienced and • Family members of the owners wanting to understand a bit more about the practical side of the business
throughout the automotive industry have tended to ‘learn by professional operators, academics and consultants. • Current Dealer Principals & General Managers wanting to develop their operational departmental management skills
the process of discovery’ and the consequences have often been • Qualified or experienced candidates as part of developing a succession plan
horrendous. It’s a wonderful recipe … here’s your invitation to get on board!
Program Accreditation
In my vast travels around the world, substantiated by the Sewells
This 4 module, 8 day program has been mapped to a nationally recognised qualification – the BSB51107 Diploma of Management.
database of over three thousand, eight hundred dealers from various PADDY O’BRIEN The structure of this program provides duel benefit to participants in that they will receive 8 days of specific tuition that will enhance
parts of the world, many interesting findings have been revealed. CEO their performance as departmental or aspiring departmental managers within an automotive retail franchise whilst offering them an
Sewells Group opportunity to attain a nationally recognised Diploma qualification.

3. DEPARTMENTAL LEADERSHIP PROGRAM
Enhancing Retail Performance
OVERVIEW
What To Expect
Units Of Competency
The BSB51107 Diploma of Management qualificationconsists of 8 units of competency as detailed below: Highlights of the Sewells Departmental Leadership Program include:
• Over sixty contact hours of intensive, focused management instruction (4 x 2 day blocks over 8 months)
CODE TITLE CORE/ELECTIVE • Leading industry and subject matter experts
BSBCUS501B Manage quality customer service Core • Exposure to leading business models, case studies and workplace projects
• A learning pathway into the Automotive
BSBFIM501A Manage budgets and financial plans Core Dealer Management Program, where successful participants are awarded the Professional Certificate
in Automotive Dealer Management issued by the University of Melbourne
BSBMGT502B Manage people performance Core
BSBMGT515A Manage operational plan Core
BSBWOR502B Ensure team effectiveness Core
INVESTMENT
BSBHRM402A Recruit, select and induct staff Elective
BSBHRM503A Manage performance management systems Elective Program fee is $4,850 and is GST exempt.
Design and develop an integrated marketing The BSB51107 Diploma of Management attracts federal government apprenticeship funding. The funding is paid in two
BSBMKG523A Elective
communication plan tranches to the employer, one payment is made 3 months from commencement of the program and the second payment
is made upon successful completion of the program.
At successful completion of the program, the Diploma of Management award will be issued by the
Australian Institute of Management (RTO No. 3593) Additional funding opportunities exist where the employer is ‘regional or remote’. The additional funding is $1,000 and
is paid on commencement and is determined on a postcode basis. In addition, mature aged workers (45 years plus) will
Assessments receive additional funding of $750 on commencement and $750 on completion.
Participants will be required to submit a number of assessment tasks throughout the program
To qualify for funding for the BSB51107 Diploma of Management, participants must be Australian citizens or permanent
including, knowledge questions, third party observations, work based projects and case studies
residents and not have a qualification equal to or greater than a Diploma.
Please contact Sewells Group to discuss your specific needs and funding opportunities.
This investment includes all facilitation, training materials, workbooks, assignments, case studies and certification.

4. DEPARTMENTAL LEADERSHIP PROGRAM
Enhancing Retail Performance
THE PROGRAM
Module One: Department Performance Module Three: Operations & Marketing
The role of departmental management, fundamentals of departmental management, Service Management, workshop process and fundamentals, contemporary
Department
management priorities, considerations & expectations in the automotive retail showroom management. Institutionalising, structuring and monitoring the sales
Management
environment, business planning fundamentals. Day 5 Operations process, managing the showroom floor and the sales team. Parts Management,
Day 1 Considerations
inventory control, staffing and productivity, ordering parameters, parts marketing,
Developing a performance based culture, leadership versus management, leadership merchandising, retailing and trade activities.
Leadership
styles and principles, managing people and teams, leading from the front.
Automotive marketing fundamentals, consumer behaviour, brand management,
Driving departmental performance, accounting fundamentals, analysing and
Day 6 Marketing market segmentation, targeting and positioning, developing a ‘portfolio
Day 2 Finance I interpreting business results, building a departmental performance model and
management’ and ‘segment development’ mindset.
identifying the ‘causes’ of business performance.
Module Two: Human Resource Management Module Four: Department Performance Improvement & Planning
Developing and implementing an effective and efficient recruitment strategy, Business health and benchmarking, mastering the key performance indicators that
Recruitment and Day 7 Finance II drive your business, managing the key drivers of automotive retail performance (mix,
Day 3 attracting the right candidates, interviewing techniques and tips, letters of
Selection split, activity, productivity).
appointment and the induction process.
Implementing a performance management system, building and motivating the team, Business Planning, strategic planning, budgeting and cost analysis, Dealership
Performance Day 8 Business Plan
Day 4 fundamentals of Human Resource Management (selecting, recruiting, inducting, economics and influencing factors. Building the business case.
Management
terminating, managing, disciplining and counselling).

5. DEPARTMENTAL LEADERSHIP PROGRAM
Enhancing Retail Performance
in
sewellsgroup.com
MORE INFORMATION
If you believe that the Sewells DLP will be of benefit to:
• Your dealers if you are an OEM
• Your dealer/corporate management team
• Aid your dealership departmental performance
Then contact us so we can provide you with more information.
info@sewellsgroup.com | www.sewellsgroup.com
Disclaimer: The information in this brochure is correct at the time
of production. Sewells reserves the right to make changes at its sole
discretion.
© 2012 Sewells Group