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By Counterman
To be successful in aftermarket parts sales requires a very broad knowledge base. It means having the ability to address customer parts requests for dozens of different vehicle manufacturers spanning more than 75 years of production, including multiple vehicle systems. Much like our inventory mix, our employees’ knowledge needs to be “spread out” to accommodate these varied requests. Sure, we all have our strengths and specialties, but imagine the bottlenecks at the counter if Heather was the only staff member familiar with reading the paper catalogs covering vintage applications, or that Larry couldn’t catalog anything unless it was for a domestic vehicle.
While we would never hire a counterperson with such gaping blind spots concerning vehicle knowledge, when it comes to store operations, these kinds of scenarios happen every day. Cross-training staff eases the burden for everyone in the organization, from the top down. Becoming an “expert” in your own particular role doesn’t need to prevent you from being a versatile member of the team.
link hidden, please login to view For obvious reasons, not every employee will be responsible for making management-level decisions. But when it comes to daily operations, each member of your staff needs to be given not only the tools to succeed, but also the skills and authority to use those tools effectively. We’ve all worked in locations with extended business hours or short-staffing situations, and felt the pinch when a key member of the team was absent. Picking up the slack in these situations has become a harsh reality in today’s business environment, and without cross-training for the remaining employees, everyone on both sides of the counter suffers for it.
Depending on your individual role within the organization, you may have very little exposure to some of the other roles being performed around you, or you may already have experienced each role along the way to your current position. The hierarchy of roles in this industry tends to follow a natural progression, from delivery and stocking associates to counter and sales positions, and eventually to various management roles. Along the way, there is often considerable overlap in skills and responsibilities at each stage.
At any level of the hierarchy, the most destructive employee attitude is the “not my job” attitude. Traditional workforce roles generally fall into either “labor” or “management” categories. Many organizations even reinforce this idea through uniform choices. Unfortunately, this also may create a division among employees, who feel that titles are designed to separate them rather than to complement each other. Even worse than those employees who claim that something is “above their pay grade” are those members of the team who believe that performing a particular task is beneath them. Having a delivery driver who is comfortable with helping with simple customer service tasks is no less important than the keyholding manager who makes a hot-shot delivery to help maintain a commercial customer’s workflow. Cross-training works in both directions!
There may not be an “I” in “team,” but there are two of them in “idiot.” Building a team that can move effortlessly between roles requires all parties to be invested in the overall success of the business, not just their own individual interests. We need to identify those members of our team who are most capable of (and interested in) growth beyond just a narrowly defined job description. We need to encourage them to acquire new skills, and to remind employees who already possess those skills that having others trained in their role is a benefit, not a threat.
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By Counterman
The
link hidden, please login to view (ACPN), a community of the Auto Care Association, is now accepting applications for its Leadership 2.0 Scholarship, which will award one ACPN member the opportunity to attend the University of the Aftermarket’s Leadership 2.0 Program. “This scholarship reflects ACPN’s commitment to developing strong leaders within the content community,” said Joe Thomas, scholarship chair of the ACPN Council. “By supporting participation in Leadership 2.0, we’re helping members grow personally and professionally while advancing the industry as a whole.”
About the Leadership 2.0 Program
The Leadership 2.0 Program is a postgraduate-level leadership and business education experience designed to support the development of auto care industry leaders. Leadership 2.0 offers a two-week curriculum that blends theory with real-world application of leadership principles specific to the auto care industry.
Eligibility Requirements
To be eligible, applicants must be:
A current member of the ACPN community; and Employed by an Auto Care Association member company. CEUs and Scholarship Coverage
Graduates of the Leadership 2.0 Program will receive 7.0 CEUs toward their Automotive Content Professional (ACP) and Automotive Aftermarket Professional (AAP) designations. The scholarship is valued at $6,650 and covers tuition, course materials and meals. The scholarship recipient is responsible for their own travel and hotel accommodations.
Program Sessions and Locations
The first session of Leadership 2.0 is scheduled for Aug. 9–13, 2026, at Northwood University in Midland, Michigan. The second session will take place in March 2027 in Raleigh, North Carolina.
Application Information
For more information about the ACPN Leadership 2.0 scholarship, including a complete list of eligibility requirements and the application, visit the
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By Counterman
The
link hidden, please login to view (ACPN), a community of the Auto Care Association, is now accepting applications for its Leadership 2.0 Scholarship, which will award one ACPN member the opportunity to attend the University of the Aftermarket’s Leadership 2.0 Program. “This scholarship reflects ACPN’s commitment to developing strong leaders within the content community,” said Joe Thomas, scholarship chair of the ACPN Council. “By supporting participation in Leadership 2.0, we’re helping members grow personally and professionally while advancing the industry as a whole.”
About the Leadership 2.0 Program
The Leadership 2.0 Program is a postgraduate-level leadership and business education experience designed to support the development of auto care industry leaders. Leadership 2.0 offers a two-week curriculum that blends theory with real-world application of leadership principles specific to the auto care industry.
Eligibility Requirements
To be eligible, applicants must be:
A current member of the ACPN community; and Employed by an Auto Care Association member company. CEUs and Scholarship Coverage
Graduates of the Leadership 2.0 Program will receive 7.0 CEUs toward their Automotive Content Professional (ACP) and Automotive Aftermarket Professional (AAP) designations. The scholarship is valued at $6,650 and covers tuition, course materials and meals. The scholarship recipient is responsible for their own travel and hotel accommodations.
Program Sessions and Locations
The first session of Leadership 2.0 is scheduled for Aug. 9–13, 2026, at Northwood University in Midland, Michigan. The second session will take place in March 2027 in Raleigh, North Carolina.
Application Information
For more information about the ACPN Leadership 2.0 scholarship, including a complete list of eligibility requirements and the application, visit the
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By Counterman
link hidden, please login to view(NMG) announced it has opened a new Arch Auto Parts location in Hartford, Connecticut. The store is at 75 Airport Road, Hartford, Connecticut 06114. The opening marks the continued growth of Arch Auto Parts in the Connecticut market, following the launch of its first location in Bridgeport last year. The company said its performance in Bridgeport reinforced NMG’s commitment to expanding in the region and meeting increasing demand from local repair shops. Scott Weinstein, president of NexaMotion Group
“Our expansion in Connecticut reflects both the success we’ve seen in Bridgeport and the strong demand from customers in the region,” said Scott Weinstein, president of
link hidden, please login to view. “Opening our Hartford location allows us to further invest in our customers’ success by providing the right parts, expertise and support to keep their businesses moving forward.”
link hidden, please login to view provides a comprehensive range of automotive aftermarket parts, supporting professional repair facilities with inventory and service. The post
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By NAPA
Daison Pursley and the
link hidden, please login to view No. 9 team officially kicked off the 2026 High Limit Racing season over the past two weeks, competing in six races across Las Vegas Motor Speedway and Central Arizona Raceway. Following an offseason focused on building chemistry and speed, the Kasey Kahne Racing team entered the year with momentum and immediately showed promise against a strong field of competitors.
The High Limit season opener at Las Vegas Motor Speedway marked the first points-paying events of the year, and the NAPA No. 9 ran consistently inside the top 10 throughout the three-night weekend.
On Thursday, Pursley qualified eighth in Flight A and advanced to a 12th-place finish in the feature after starting 15th. Friday brought one of the team’s strongest performances of the weekend, as Pursley qualified third, ran up front in the heat race, and drove from ninth to sixth in the A-Main.
The weekend concluded Saturday with another solid showing as the NAPA No. 9 qualified third once again and advanced from 13th to 10th in the feature. The consistent results to open the season positioned the team well in the early championship standings and reinforced the speed shown throughout the offseason.
The team carried that momentum into Central Arizona Raceway for the Cactus Classic, where Pursley delivered a standout performance on Thursday night. After qualifying 10th in a stout, 31-car field, Pursley advanced through his heat race and charged from 10th to a third-place finish in the A-Main, earning the first ever podium for the NAPA No. 9 team.
Friday and Saturday presented challenges, as the team continued to show speed but was ultimately sidelined by incidents in both feature events, resulting in a pair of DNFs. Despite the setbacks, the pace of the NAPA No. 9 remained evident throughout the weekend.
The NAPA No. 9 team now turns its focus to the next event at Vado Speedway Park in New Mexico on Tuesday as the 2026 High Limit Racing season continues.
Start / Finish:
Thursday, March 12, Las Vegas Motor Speedway: 15 / 12
Friday, March 13, Las Vegas Motor Speedway: 9 / 6
Saturday, March 14, Las Vegas Motor Speedway: 13 / 10
Thursday, March 19, Central Arizona Raceway: 10 / 3
Friday, March 20, Central Arizona Raceway: DNF
Saturday, March 21, Central Arizona Raceway: DNF
Points Standing / Total: 11th / 281 pts. (-125)
Next Race: Tuesday, March 24, Vado Speedway Park, Vado, NM
How to Watch or Listen:
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link hidden, please login to viewDaison Pursley: link hidden, please login to view
Kasey Kahne Racing: link hidden, please login to view The post
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