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Dustin Dobbs is the President of Dobbs Tire & Auto Centers, a family-owned business headquartered in Saint Louis, Missouri, specializing in tire and auto repair services. Under his leadership, Dobbs Tire & Auto Centers has expanded to over 50 locations across Missouri, Illinois, and Texas, continuing the legacy started by his grandfather in 1976. Dustin was immersed in the family business from a young age, instilling in him a strong work ethic and commitment to the company’s culture and values.
In this episode…
The automotive industry is built on a foundation of family businesses and strong work ethics. How do successful multi-generational companies maintain their culture while expanding?
According to Dustin Dobbs of Dobbs Tire & Auto Centers, the key to maintaining a strong company culture during expansion is employee empowerment. He emphasizes the importance of supporting staff, providing training, and offering opportunities for career growth. Dustin highlights unique initiatives like hand-delivering Thanksgiving turkeys, hosting company-wide events, and taking managers and their spouses on annual trips to Mexico. He maintains that these practices set them apart from larger competitors and are crucial to their success.
On this episode of Gain Traction, Mike Edge welcomes Dustin to chat about his family’s business history, work ethic, and recent expansion into Texas. They discuss how to approach maintaining company culture during growth, the importance of community involvement, and strategies for empowering employees. Dustin also shares insights on partnering with private equity while preserving core values.
Here’s a glimpse of what you’ll learn:
- [01:18] Dustin Dobbs discusses his journey in the tire industry from childhood
- [04:45] How early lessons in work ethic shaped Dustin’s career
- [08:20] Dobbs Tire & Auto Centers’ expansion into Texas and future plans
- [10:35] The secret to Dobbs Tire’s long standing community reputation
- [09:25] Empowering employees: The key to Dobbs Tire’s success
- [13:30] The importance of maintaining company culture amidst growth
- [19:20] Insights on balancing effort and attitude for success
- [25:30] Inspiring lessons in resilience and perseverance from sports
Resources mentioned in this episode:
- Dustin Dobbs
- Dobbs Tire & Auto Centers
- Reid Parman on LinkedIn
- Big Chief Tire
- Mike Edge on LinkedIn
- Tread Partners
Quotable Moments:
- “Hard work beats talent when talent doesn’t work hard.”
- “Dobbs isn’t really a brand; it’s more of a people, a culture.”
- “You can control two things: your effort and your attitude.”
- “Empower your people. Micromanaging hinders natural growth.”
- “If you can tell me on every play I hustled and did the best I could, then you can walk off that field and feel certain.”
Action Steps:
- Foster a strong work ethic: Cultivating a strong work ethic can lead to personal and organizational success.
- Empower and support your team: Allow team members to take charge and make decisions to facilitate natural growth and innovation.
- Maintain meaningful traditions and practices: Continuing traditions like company-wide events can strengthen team culture and loyalty.
- Focus on training and development: Ensuring your team reaches its full potential addresses skill gaps and positions your team for long-term success and adaptability.
- Balance tradition with growth: While pursuing expansion, maintain core cultural values and practices to maintain the essence of your organization.
Transcript
Announcer:
Welcome to the Gain Traction podcast, where we feature top automotive entrepreneurs and experts and share their inspiring stories. Now let’s get started with the show.
Mike:
Hello, folks. Welcome to the Gain Traction podcast. I am Mike Edge, your host. Today’s guest is Dustin Dobbs, president of Dobbs Tire & Auto Centers. They’re headquartered in St. Louis, Missouri. They have over 50 locations across Missouri, Illinois, and now their newest expansion into Texas. But before we begin, this podcast is brought to you by Tread Partners, the leading digital marketing agency for tire and auto repair operations that have five to hundreds of locations. Multi-location shops facing enormous challenges, Tread Partners gets it. Don’t waste time and money with marketing agencies that don’t specialize in this space. Get with Tread Partners today and make your marketing predictable and profitable. If you have 5, 10, 20, 50, or 100 shops, contact Tread Partners. To learn more visit treadpartners.com.
Okay, folks, as you know, I like to always promote previous guests that have been on the show. So if you haven’t listened to this one, I encourage you to listen to a podcast I did with Reed Parman, owner of Big Chief Tire in Jacksonville, Florida. Reed is truly one of the good guys in the industry. He runs his company like he really cares about his employees and his customers. It’s very family-oriented, and you could feel it in the interview. So check out more there at gaintractionpodcast.com. Let’s get this interview started with Dustin Dobbs of Dobbs Tire & Auto Centers. Dustin, welcome to the Gain Traction podcast.
Dustin:
Wonderful to be here, Mike. I appreciate you having me on.
Mike:
Well, this is a few months in the making. I look back to the first time we met, I came to your office and I think you and I probably could have talked all day.
Dustin:
Yeah, yeah, we had a real good rapport. I enjoyed the conversation as well. And sorry we couldn’t put this thing on sooner, but we’ve had a lot going over here.
Mike:
I think we got this one at perfect timing actually, and we’ll do that announcement here in just a second. But tell us a little bit about yourself. Obviously, you’re fourth generation, I mean, so you’re born and raised in the tire and auto repair industry. But I ask people of a funny story, go ahead and tell us your funny story because I mean you were talking about child labor laws, right?
Dustin:
Absolutely right. So you brought up being in this business from the day I was born, right? Knocking down tire centers, rolling tires around in the showrooms and managers getting mad about me destroying it and shit. But the one I remember [inaudible 00:02:39] just I joke about a lot is at 10 years old, I was in the warehouse in the summers or on snow days and my dad would give me 20 bucks at the end of the week, and I thought I was making a good living and he was ripping me off because of child labor laws. So absolutely, I mean [inaudible 00:02:57].
Mike:
Was that more like $20 for 20 hours?
Dustin:
Yeah, $20 for 20 hours. If that I think. Maybe he’s even working me harder than that in some summers. Because I mean, that went on for years. It wasn’t like just one year. I mean, until I was like 14, 15 years old when I actually got working into the kind of a clean-up tire technician position. I was getting paid cash at the end of the week by my father.
Mike:
Then somebody else showed you their pay stub and you were like, “Wait a minute.”
Dustin:
Yeah, yeah. I was getting ripped off. I was purely taken advantage of by my own family.
Mike:
Family. What’s up here? That’s funny. But that’s typical, right? I mean, that’s just a family business and, look, you wouldn’t trade that for anything, right?
Dustin:
I wouldn’t. The work ethic that my father, my grandfather instilled into me, when you’re growing up like, “Ah, I got to go to work,” you kind of hate him for it, he’s putting you through the paces. But I can assure you right around 24, 25, I went to my grandfather and my father and I thanked them both and said, “Hey, thank you for giving me this work ethic and putting me on this path because it was critical to my success and my future.”
Mike:
But what’s cool is that honestly, I mean at 25, I mean, I’m not saying that you’re still immature then, but I mean I can look back at 25 and think, “Yeah, there’s still a lot I got to learn then,” but you recognize that, “Hey, these guys aren’t going to be around forever,” particularly your granddad, I’m sure, and you thought, “I’m going to get this gratitude in.”
Dustin:
Yeah, no, for sure. I was still pretty immature at the time, there’s no question. But I did realize by seeing some other people my age really still bouncing around and not knowing what direction they were heading in life, and I was happy I had that direction. So to your point, I wanted to make sure they knew that I was grateful for that time that they basically put drilling me and keeping me on the straight and narrow for sure.
Mike:
Man, that is so cool. I’m glad you did that. I had a great lesson. I graduated college in ’93, and I had a buddy of mine that lost his dad the same year and he had a long-term disease, everything. Dad did two tours in Vietnam, just a great guy though. And he told me after his dad died, he said, “Man, if I give you any advice at all,” he goes, “Spend as much time with your dad as you can.” And I literally took his advice and I would go over drink a cup of coffee before I go to work every day with my dad. Because I knew he got up at 5:00 and made a pot of coffee at his house. And then we just talked about everything. He straightened me out on a lot of things. I mean, got me out a lot of challenges or problems, helped me navigate things. And I’ll tell you right now, when he died, my dad died pretty young, I was 33 at the time, but I look back on it, I had no regrets. You know what I mean? I said what I wanted to say or in a sense I was in the moment. It wasn’t like… You know what I mean?
Dustin:
Absolutely.
Mike:
Yeah.
Dustin:
I have a little funny portion there too. I was working with my father for the last 33 years and, I don’t know, I think we were going to kill each other. So a little different take on it there. No, I loved working with my father and absolutely you’ll have those memories forever. Just like I have the memories working with my father. We joke, tongue in cheek there, but it is great. There’s ups and downs to working with family for sure, which a lot of people that listen to your show would understand, but I wouldn’t trade any of those good times for anything.
Mike:
That’s awesome.
Dustin:
Those are the things that I’ll remember when I’m old and gray and get to talk to my kids about, so it’s fantastic.
Mike:
So let’s fast forward to today because you guys have a lot going on. So the big announcement is, and you just guys made the big acquisition in Texas, correct?
Dustin:
Yeah, yeah. We just purchased ASC, Automotive Super Centers down in Longview, Texas. They have seven locations. They do a great job in their communities. They serve, the customer service is fantastic, they take care of their associates. And they really line up with our culture is the reason that we really wanted to partner with them. And we have A store being built down there, that’s in process. We’re going to keep it branded ASC. We want to grow the brands and the markets that we’re going into because the brand equity. And like I said, what they do in their communities is very special and we want to continue that. That’s what Dobbs is about.
I’ve said in the past, Dobbs isn’t really a brand, it’s more of a people, it’s a culture. Sure, it says Dobbs, it’s my name on the outside of the building, but those relationships are built with my associates that are the backbone of the company in those stores with those customers that they’re dealing with. These guys live and work in the communities they serve, and that’s what we’re trying to really build our platform upon and make sure that we are that top of mind best customer service for everyone in these communities that they can trust and they’re willing to do business with.
Mike:
That’s awesome. So I mean, being a guy that’s lived in St. Louis, I remember y’all’s brand around the city all the time. And it’s a great brand and you guys have done a great job. So if I’ve got my numbers right, is it 43 primarily around Missouri and Illinois and then the-
Dustin:
Yeah, metro, we got 43 locations. Started in 1976 by my grandfather. And has grown it immensely since then. And it’s been a wonderful, wonderful ride and we’re wanting to continue that. Part of my drive is continuing my grandfather’s legacy. What he built, what he instilled in this company was taking care of our associates who in turn take care of our customers, right?
Mike:
Amen.
Dustin:
That’s what our base is.
Mike:
No, and look, since 1976, that’s some tremendous growth. And you don’t have that kind of success unless you’re empowering other people to be able to grow it with you. I mean, they got to have incentive. And obviously you guys have built that environment that says, “Hey, take charge and let’s make this.” And it has to be your other people.
Dustin:
Yeah, you have to empower your people. You have to let them know that you are supporting them. You have to be training them and helping them further their careers. Micromanaging it and staying on top of them all the time really hinders a lot of just some of the natural growth that people can throw out their ideas and have that open forum. So we encourage that with our associates. I have my staff guys that supervise locations, they’re all guys with 20 plus years with this company. I got one guy that’s got 43 years. He started as a cleanup kid for my father in our second store, and he’s been with us. And these guys, they’re the ones that breed this culture and continue this on and it’s really special.
Mike:
Wow. I’m just going off memory, but don’t y’all do something as a company?
Dustin:
We do a few things for our associates that’s out there and I’ll name them, and then I’ll end with the big one that I think you’re talking about. But we still hand-deliver turkeys on Thanksgiving week, that Monday.
Mike:
Yeah, that’s one of them.
Dustin:
We still do a company-wide Christmas party. We do a huge company picnic that all the kids come out with the families and get to enjoy that time with them, among other things. But the big one is once a year we take our store managers and their spouses and we take them to Mexico. We do some meetings down there, we do some dinners and we really connect with them and their spouse. Because that spouse also, these guys are working 50, 60, 65 hours a week, and we want to make sure that they understand that they’re important to us too, because if it wasn’t for them allowing their spouse to work for us and put in those hours, we wouldn’t be successful as we are. So hey, enjoy this time with us, we appreciate it. We do that with our store managers in February, and then we also do it with our service managers and their spouses in October.
Mike:
That’s so cool.
Dustin:
It a great event, a great event.
Mike:
Well, and I’ll tell you, this is another thing, and we’re going back several months, but I love this because we talked about Audax, Audax Private Equity is a partner with you guys, and you did that deal because you wanted to grow, but you also told them, from my understanding, or you told to people you had auditioned or [inaudible 00:11:43] or whatever that, “Hey, we’re still going to do these things for our employees. We’re not cutting this type of stuff.”
Dustin:
No, because-
Mike:
I think that just says a lot about what you’re trying to do.
Dustin:
Absolutely. And that was a stipulation on this, right? We talked to a few different investment firms, and Audax really saw the benefit in keeping that culture or these things that we do for our associates because that sets us apart from some of these other larger tire automotive companies and we want to grow something that’s a little different, that’s a little special. And yeah, that was, “Hey guys, these are why our people work hard for us. They’re why we do so well in our communities. That’s why we’re so well known. We can’t change this, because if we do, you’re going to kill the culture of the business.”
Mike:
Yeah, no, I think you nailed it. Because I mean we all know the horror stories of some PE’s. I’m not saying they’re all bad-
Dustin:
Absolutely.
Mike:
But some of them are really good out there and some of them aren’t, and the ones that aren’t are the ones that just looking at that bottom line all the time, right? And then they’re just scraping, scraping and everybody just gets raw with it and then they just like, “There’s no love here. They may talk it, but they’re not in the sense that they took this away, they took this away.” But I just love the fact that you put that out on the table like, “Hey, we’re going to still treat the associates the same.”
Dustin:
100%. It was critical in our decision as well.
Mike:
So as you kind of foresee into the future, and you don’t have to disclose anything, and I understand you don’t want to, but you guys are going to continue to expand, correct?
Dustin:
Absolutely. Right now we got two stores coming out of the ground here in St. Louis metro and one down to Lake of the Ozarks. So two stores that’ll be open this year. We have four under contract to open next year, and then a fifth was the one I mentioned, that’ll be the A store in the Texas market. But also we’re talking to some other companies right now trying to bring them in, have a partnership with them as well, do some more acquisitions. And we want to grow. Our goal is to over the next three to five years grow to 200, 300 locations across the Midwest market.
Mike:
That’s awesome.
Dustin:
And again, provide the customers in and around these communities with great option for tire and automotive. That is what we’re looking to do.
Mike:
So if somebody’s listening today and they were like, “Man, I want to get ahold of Dustin,” do they just go to the website and call a number?
Dustin:
Yeah, I mean, you could just email me at [email protected]. It’s very simple. We can get in touch and we can see if there’s an opportunity for a partnership.
Mike:
So somebody that’s listening that has shops, is there a particular geographic market that you’re limiting yourself to at this point, or are you open to-
Dustin:
Right now-
Mike:
Or just Midwest? Midwest to Texas?
Dustin:
Yeah, right now, I got to say, I don’t want to say complete Midwest, but we just don’t want to get too far away and get out over our skis, Mike. But we’re looking even down into the Florida market, North Carolina. As far west as… Obviously we went down to Texas, you got the Kansas, you got Oklahomas, and then go a little northern, you got Michigans, Wisconsins, Ohios, Indiana’s, anything in that realm and in between we’re very focused on.
Mike:
Gotcha. All right, that’s good to know. Well, is there anything else that you want to highlight about Dobbs going into the future?
Dustin:
The only thing I’d say is we’re always looking for great people. We have a great culture and we’re wanting to build a great tire and automotive platform that other people are proud to be a part of, and we want to continue that.
Mike:
One of the things I want you to mention that we talked about, I mean I know you got a lot of sayings that you like, but you mentioned one of them that I really like-
Dustin:
Yeah, it’s fantastic.
Mike:
Yeah, say that one again.
Dustin:
Yeah, hard work beats talent when talent doesn’t work hard. It’s something to live by. Just always grinding, man. There’s always somebody out there that’s trying to catch up and beat you, so you got to stay on top of your game.
Mike:
Well, and it’s interesting when you look, because I know you’re a sports guy, but when you look back through sports and you look at these guys that were great, it’s easy to look at the ones that had talent, but when you find the ones that had talent and worked hard. I’m going to say this guy’s name simply because he just recently passed, but Pete Rose, he didn’t have an enormous amount of talent, but good gosh, nobody outworked the guy.
Dustin:
Yeah.
Mike:
I love the fact that he got his nickname from two greats that preceded him by about 15 years, was Whitey Ford and Mickey Mantle. They saw him playing one day and they were like, “Who’s that over there, Charlie Hustle?” Because he was just getting after it.
Dustin:
Absolutely. And that’s all that’s about. I mean, I preach that to my kids. I’ve preached that to our associates. You can control two things when you’re on the field all the time or in any situation, that is your effort and your attitude. You’re going to make mistakes. There’s things that are going to go wrong. It’s never going to be perfect. But your effort and your attitude, you can control every time, and that’s what that means, that hard work every single day is key.
Mike:
Man, I love that. That’s what I told my boys. I said, “Look, you can’t control your size, speed or anything else, but you’ve got effort and attitude, man. And do not be one of the…” I used to get on them real hard. I’d be like, “Do not let me catch you dropping that head. You can’t. Don’t drop the head because as soon as you do, your opponent knows they got you.”
Dustin:
Absolutely.
Mike:
When you show a little bit of down, just act like you knew it was going to happen, just act like you knew you expected that home run, no big deal. You know what I’m saying?
Dustin:
100%. And you’re right. My kids come off the field, if they were hustling and busting ass the whole time, they’re going to make mistakes, I wouldn’t say a word to them. But if there was ever those games where I thought they weren’t fully focused and they weren’t putting in a ton, “Hey, you can’t do that. Your team depends on you. You have a job to do.” They played soccer, this is a team sport, okay?
Mike:
Yeah.
Dustin:
There is not one individual that’s going to set this thing apart. Everybody has a job to do, and as long as you’re doing yours, that’s all you need to worry about. And do it hard and do it right, and that’s key.
Mike:
Well, and then you get the guys that had talent and work ethic and you get like Michael Jordan.
Dustin:
Yes.
Mike:
Because I love watching some stuff on him. I mean, guy worked hard. He drove everybody around him. But he was loaded in talent. So that was one guy that didn’t waste his talent, you know what I mean?
Dustin:
Exactly. And not wasting talent is a very good phrase, Mike, because there’s a lot of talent that gets wasted out of there. And not just in sports, in anything. And to bring it back to automotive, I think that’s one thing that we do pretty well is we have a great training program that we put our people on. And making sure that these guys reach their full potential and have a career with us has been key to our success as well. Identifying the talent, getting them to work hard, getting them to buy in, and you can use what we’re talking about in any aspect of your life.
Mike:
Well, and then you get the results. And I think the results or the fruit of what you guys do is you get a tenured guy at 20, 25, 30, 40 years because you gave him the tools, you allowed him to fail. I say fail, but it’s more like just allowing somebody to make-
Dustin:
Learning. He’s learning by failing.
Mike:
Just learning. But you make mistakes, okay, fix it, move on.
Dustin:
Absolutely.
Mike:
Yeah. I love it.
Dustin:
I don’t want to get [inaudible 00:19:34]. My dad always said, “You never make any mistakes, right? As long as you fix it before somebody saw it, it wasn’t a mistake. Right?” I live by that a little bit too. Hey, you’re going to make some mistakes. Some things are going to get screwed up, but making sure you do right and get it fixed, that’s the key.
Mike:
That’s it. Man, I love your attitude. So our listeners know that I like to kind of expose a little bit about your personality by asking you one of these questions, but what’s your favorite movie or movies of all time?
Dustin:
So movies. It’s hard. There’s genres out there. We’ll keep it easy with two. Comedy, I’m a Dumb and Dumber guy. I mean, just classic Dumb and Dumber.
Mike:
Just good old slapstick?
Dustin:
Absolutely. Just stupid comedy, right? Enjoy yourself, not have to worry about it. Just a great movie.
Mike:
Okay, so right when you said that, one of the scenes that pop up is when they were riding the minibike-
Dustin:
Oh, absolutely.
Mike:
… up the mountain. And the guy, I forgot which one goes, “Man. My hands are freezing.”
Dustin:
No, that’s not when they’re riding the bike. That’s when they’re sitting next to the park before they open anything.
Mike:
Oh, you’re right. You’re right. Yes. I’m thinking of they got to go to the bathroom scene now.
Dustin:
Yeah, no, the bathroom scenes when they’re on the minibike. Sorry to correct you but-
Mike:
No, no, I appreciate it.
Dustin:
Everybody’s got to know that I actually know the movie that I said is my favorite comedy.
Mike:
No, you’re good. You just passed my test, right?
Dustin:
Yeah, yeah, yeah.
Mike:
But he goes, “Here, take my other pair.” And he was wearing-
Dustin:
“You had this pair the whole time?” Yeah, no, there’s a bunch of good scenes in there. I love that.
Mike:
And of course everybody always says when someone’s… “Do I have a one in a million chance?” Or something. And he goes, “What you’re saying is there’s a chance.”
Dustin:
Yeah, yeah, yeah, “So you’re saying there’s chance. You’re saying there’s a chance.” I was like, “That’s an IOU. That’s a big one. That’s for a car.”
Mike:
Oh, the IOU.
Dustin:
“You’re going to want to hold onto that one.”
Mike:
That’s a good one too. Yeah, “You better hold on this one.”
Dustin:
“Hold on to that one.”
Mike:
Oh gosh.
Dustin:
But going back a little bit more serious, obviously I’m a pretty high-rev, high-intensity guy with my quote, hard work, talent. So 300 is probably one of my all times as far as just a good, gritty, very passionate movie.
Mike:
It’s a good movie to watch. Every father son need to-
Dustin:
Absolutely. Right? 100%.
Mike:
Because it shows that, hey, no matter what the odds are, sometimes you just got to do it.
Dustin:
Yes.
Mike:
And that’s what it is. So you probably knew the Rocky movies.
Dustin:
Oh, yeah.
Mike:
But I know a lot of young men that’d never seen him. And I’m like, “You got to be kidding me, man.” So my sons all know these movies, and I always told them, I said, “What makes Rocky great?” And they’re like, “Well…” They’ll have give their answers. And one of my sons got it. He goes, “He never gave up.” I said, “That’s it. That’s it.”
Dustin:
That’s it to a T.
Mike:
That’s the only thing that matters, don’t give up. And that’s what I love about 300. Man, they don’t care.
Dustin:
And you’re going to get knocked down, you’re going to have some trials and tribulations, and you got to get up and you got to face them head on, 100%.
Mike:
Well, I bet you you would agree with this. I think one of our problems with our whole society now is we haven’t taught men, young men, how to fail. Meaning I’m not teaching you how to lose, I’m talking how to overcome it. Because we all want everybody… You know like when they say, “Well, we don’t keep score here.” Well, you should because you need to teach those kids how to handle adversity. And then how do they overcome it? Because if you don’t teach them now, man, it gets rough the older they get.
Dustin:
It only gets tougher. And when they get into the real world, if you’ve been telling them forever, “Oh, that didn’t matter,” I talk about effort, and this is a little two-sided, “Oh, as long as you’re trying, that doesn’t matter. It’s okay,” well, there does come a point where it turns where you have to be successful, right? And if you’re not showing them the right way or teaching them the wrong way or what not to do, they’re going to have a rude awakening when they get into the workforce.
Mike:
So I was fortunate enough, I had a really good coach, and my friends and I still talk about this guy. He would tell us, “Look, don’t ever be satisfied on the field. And when you come off that field,” he said, “Do not be satisfied unless you absolutely know that you left it all out there.” He goes, “And then I don’t really care if you lost.” And for him to say this, we were like, “Really?” He goes, “No, what I’m saying is if you can tell me on every play, ‘I hustled and did the best I could,’ I’m not saying you didn’t make mistakes, I’m saying that you did your best, then you can walk off that field and feel certain that, ‘Hey, I did the best I could, and they’re the better team today, but tomorrow I might get them again. I get another shot at them.'”
Dustin:
Absolutely.
Mike:
And that’s your attitude. You got to have that attitude all the time.
Dustin:
It’s a great attitude and something to live by. That’s great advice from that coach for sure.
Mike:
Oh, he was so intense with us when we were growing up, but it helped a lot. If you’re still talking about him today and you’re in your 50s, and that was when you were 12, he made a dent. It stuck.
Dustin:
Yeah, it stuck all right.
Mike:
But anyway, hey, Dustin, man, thanks for being on the podcast. It’s been a blast.
Dustin:
Yeah, no, like I said at the beginning, great show, happy to be here. And just really, really enjoyed the time.
Mike:
Well, bear with me a second. Hey, before I let you guys go, I want to encourage you, the Gain Traction listeners to learn more about the WTSBC. That’s the Wheel, Tire, Suspension, & Brake Council of SEMA. We’re always looking for new and solid members. So you might be asking why, the WTSBC, the Wheel, Tire, Suspension, & Brake Council is dedicated to the industry growth, advocacy, and connecting individuals and companies within the aftermarket segment of our industry. So to learn more, there’s going to be a link on our website at Gain Traction, check that out. And then you can always contact council director, Nicole Bradle at 909 323 2149. Dustin, man, we’ll do this again one day. Thanks for being on the podcast. It’s been awesome.
Dustin:
Thank you for having me. Have a wonderful day.
Mike:
You too. So to all our listeners out there, thank you for being part of the podcast. We are grateful for you. If you would like to recommend a guest to me, please email me at [email protected]. That’s all, folks. Take the rest of the day off. We will see you next time on Gain Traction. Thank you.
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