Overview
Zach Terrell, former Western Michigan quarterback and now a multi-rooftop leader at Zeigler Auto Group, shared how his competitive sports background shapes a dealership playbook focused on accountability, constant recruiting, and hands-on, visible leadership. He oversees Zeigler’s Kalamazoo campus (Chrysler, Lincoln, BMW, Honda) and a Holland-area store (GMC, Nissan, Hyundai, Kia), applying repeatable, people-first practices across brands and markets.
Core Leadership Principles
- Build a culture of strict accountability aligned across departments.
- Practice visible leadership: daily presence, walk the floor, surface issues early.
- Set and reinforce shared goals with consistent, cross-department messaging.
- Treat market pressures as opportunities; don’t let circumstances dictate behavior.
- Continually upgrade talent through constant recruiting and selective hiring.
The “Elite” Mantra
Terrell’s standard answer—“Elite”—acts as a cultural litmus test. It cues attentiveness, signals expectations, and invites conversation when the answer changes. For the team, it reinforces the idea that consistent standards should outlast short-term swings.
From Locker Room to Showroom
He sees dealerships as the closest environment to a college locker room: camaraderie, constant accountability, and a competitive edge. Having experienced both struggling and record-setting teams (from a 1-11 start to a 13-0 season at Western Michigan), he emphasizes disciplined execution and sustained expectations.
Daily Execution Habits
- Walk every store each morning to build relationships and catch problems early.
- Model being “in the trenches” so standards are believable and replicable.
- Keep communication steady to prevent departments from working at cross purposes.
Talent and Team-Building
- Always be recruiting to raise the talent ceiling.
- Use mentorships (inside and outside auto) to refine management style.
- Evaluate teams through the lens of effort, execution, and resilience.
Market Context and Focus
In a tougher retail environment (shifting inventory, incentives, higher consumer interest costs), Terrell concentrates on the controllables: visibility, clarity, standards, and talent upgrades—levers that move performance regardless of cycle.
Career Trajectory
After becoming Western Michigan’s all-time leading passer and a brief NFL stint, Terrell entered auto retail under Aaron Zeigler’s mentorship, rising from salesperson to general manager. His expanded oversight—Kalamazoo and the Holland-area store—extends his playbook across multiple rooftops.
Why It Matters
The model is designed to be repeatable: walk the floor, communicate clearly, uphold standards, and keep upgrading talent. The “elite” signal fosters an engaged, accountable team that listens, responds, and executes consistently amid changing market conditions.
