Lovallo interfaces directly with the
4,000 plus MAO employees; working
with 55 dealerships in 7 western states
delivering success strategies on a
regular basis. One of the many training
programs that has proven successful is
the Larry H. Miller Institute for General
Manager Development; an in-depth,
10-month program designed to identify
and develop future dealership GMs.
In addition, she has played a key role in
developing the e-learning platform for
the LHM Group which includes online
sessions covering topics such as state
and federal compliance training.
She is currently completing sales
training modules to help the dealerships
by providing an e-learning resource for
our sales employees to improve their
performance and long term success.
Other automotive training programs
include a finance and insurance class
taught by Brian Leary and a weeklong fixed operations program run by
Dan Johnson and Pat Nicholes. Having
knowledgeable employees in both of
these areas is vital to the success of our
dealerships.
The F&I Department is one of the
most important profit centers in
any dealership and is responsible for
securing each sale and ensuring that
every vehicle sold is delivered. Fixed
Operations includes service, parts and
the body shop.
Miller Sports Properties
David Wood is the vice president of
employee development and guest
relations for Miller Sports Properties. His
role is to evaluate the global process
for guest services operations, hiring,
training and employee evaluations. He
has spent the last year working with
senior leadership to develop a training
program that focuses on customer
service and delivered the message to
1,200 full and part-time employees.
David has also designed and facilitated
leadership training to align with LHM
Group vision and goals.
David also collaborates closely with
Paul Welsh, vice president of human
resources, to facilitate compliance
training in conjunction with state
and federal laws and also facilitates
employee satisfaction surveys. One
of the keys to David’s success at MSP
working with its leaders to focus on
relationships with employees, along
with implementing improved hiring
and training guidelines and employee
recognition programs.
Miller Retail Properties
Scot Woodland is responsible for
training more than 1,500 Larry H.
Miller Megaplex Theatre employees
on average each year. He came to the
LHM Group after working for nearly
10 years with the Disney Culture and
Training Programs. He has adapted
many of the Disney training methods
and principles to his work at Megaplex.
Scot has created a wide breadth of
training courses to accommodate an
amazingly diverse group of employees
with topics including superior guest
service, advanced conflict resolution,
food handling procedures, employment
law and sexual harassment and
discrimination.
Most recently he has worked with
President of Megaplex Theatres Blake
Andersen on a program titled Roadmap
2 Leadership which is intended to help
mid-management employees transition
into upper management.
Blake says “Since our team members
are our most important asset, I truly
believe that in building our people first,
we are building a strong business model
Scot Woodland brings a smile
and a little Disney attitude to
his training sessions.
David Wood helps leaders
focus on relationships
with employees.
for the future of Megaplex Theatres.
A business cannot thrive without
enthusiastic, trained personnel on the
front lines. I am very proud of our team
and am very grateful for a wonderful
training program and trainer. ”
Scot has also established an onboarding
orientation program for new employees
to introduce the LHM company vision
and values. He strives to increase
employee knowledge and create a team
environment resulting in employees
wanting to be leaders and provide
exceptional guest service. Creating a
culture of excitement and energy is
important to his success at the theatres.
One of Scot’s favorite quotes is from
Dwight D. Eisenhower on the definition
of leadership. “The art of getting
someone else to do something you
want done, because they want to do it.”
The Larry H. Miller Group of Companies
has a strong commitment to employee
and customer satisfaction and uses
training to support both. Training
presents a prime opportunity to expand
the knowledge base of all employees
and help our company meet its business
goals. It results in lower employee
turnover and higher productivity and
is vital in any company or organization
that aims to progress. WS