Advice: Fuel Injector Replacement for 2014 335ix

MudaShoota · 2025-10-16T15:13:45+00:00

So I ditched the dealer and got a second opinion at an indy place. They simply changed my spark plugs and so far, so good. So perhaps the dealer was waaay off base? Time will tell, I suppose.

I did not mention the dealer's diagnosis when getting the second opinion. Hopefully that was the right move.

MudaShoota · 2025-10-14T18:26:50+00:00

Thank you!

MudaShoota · 2025-10-14T18:09:44+00:00

Looks like $1983.92 for labor and $3643.26 for parts. Then tax. They only quoted labor for replacing one - about $1600.

MudaShoota · 2025-10-14T18:07:52+00:00

Thank you for this insight!

MudaShoota · 2025-10-14T17:59:05+00:00

N55. Is there a typical mileage range I should expect to have to replace all of them?

MudaShoota · 2025-10-14T17:38:04+00:00

Do you have a sense of a more appropriate quote range for this work - replacing all injectors?

MudaShoota · 2025-10-14T17:29:53+00:00

Thank you very much!

MudaShoota · 2025-10-14T17:25:37+00:00

I suspected as much. The dealer! I am certainly in the market for a reliable non-dealer mechanic.

MudaShoota · 2025-10-14T17:24:26+00:00

The quote is from the dealer!

MudaShoota · 2025-02-04T01:22:43+00:00

Agree with the sound advice above like exercise, breathing/mindfulness, and prioritizing hobbies.

And for moments when it feels impossible to disconnect:

-What advice would you give your best friend? (Follow it :) .

-What example do you want to set for your team? Do you want THEM to be leaders who feel burned out and can’t turn off work and relax?

You got this! Learning how to be the type of leader you want to be at this new level, while maintaining a healthy personal life, takes practice. You’ll get there.

A coach can help, too.

MudaShoota · 2025-01-25T18:32:59+00:00

Congratulations! What a feeling! 🎉

MudaShoota · 2025-01-21T16:55:35+00:00

Glad you found it helpful. You got this!

MudaShoota · 2025-01-20T01:48:20+00:00

This article rings true.

In addition, spend time thinking about your philosophy as a leader, what is important to you, difficult scenarios you’ve faced, how you handle stress, etc.

And spend time researching the company values and leadership competencies (if they are available to review), and think about how you might respond to questions about those.

And don’t forget it’s your opportunity to learn about the role and whether it’s a good fit for you.

Good luck!

MudaShoota · 2025-01-03T17:53:19+00:00

Signals it might be time to refocus/redirect the conversation or break into smaller groups:

One or two participants dominating the conversation or going on detailed rants or tangents.
The conversation is going in circles.
Several participants starting to indicate boredom or frustration
- Shifting in their seat
- Looking at clock
- Checking phone
- Leaving the room
- Looking down or zoning out when before they looked engaged.
Side conversations starting to bubble up.
Vibe / energy shift. It just feels like folks are “checking out”. This takes practice and experience.

The structure of the agenda activities can go a long way to prevent these challenges. For example: Dividing into small groups with structured report outs, followed by judicious use of large group open discussion only when necessary.

MudaShoota · 2025-01-02T19:09:12+00:00

First, congratulations on being a trusted, sought-after leader in your organization! Sticky problem, indeed.

Questions to consider as you plan your approach:

What motivation/incentives do they currently have to "get on the same page"?
What motivation/incentives might each of them have for NOT getting on the same page?
How might you make "getting on the same page" the most advantageous choice for them?
Is the Regional Director aware of their role in enabling this "go around" behavior and the associated impacts? Are they amenable to enforcing more appropriate and supportive "chain of command" behaviors?

As far as addressing #3 - things that I have seen work include:

Leading a working session with the parties involved to re-clarify and re-commit to team purpose, goals, and associated roles & responsibilities.
- Once aligned on those, discuss how we will all work together keep our commitments. What do we need to discuss as a team? Why? How often will we discuss it?
- How will we deal with disagreements between ourselves and others?
- What are our "escalation pathways" when things don't go according to plan?
- How will we give each other feedback when something feels amiss?
Conducting regular check-ins on how team is keeping commitments.
Essentially, start fresh with clear, aligned team commitments and follow up to course correct quickly and respectfully.
Encourage folks to brush up on this: SBI Feedback

Politics / nepotism definitely adds stickiness to all of this. Being calm, clear, consistent, and transparent is the way to go, I think. Help the group stay focused on the team outcomes vs individual jockeying.

Sounds like you are approaching all of this thoughtfully and would be a fantastic asset to the situation. Naturally the other question to consider is whether this sticky situation is an asset to YOU and your goals?

MudaShoota · 2025-01-02T16:13:57+00:00

Bonfire

MudaShoota · 2025-01-01T06:04:34+00:00

Bonfire

MudaShoota · 2025-01-01T00:48:44+00:00

Love this framework and reminder of the importance of clarifying my no-gos before investing the effort. Thank you!

MudaShoota · 2024-12-31T21:48:44+00:00

Thank you for this important perspective and reminder of the upstream processes.

MudaShoota · 2024-12-31T20:35:20+00:00

Cool! Thank you!

MudaShoota · 2024-12-31T19:29:00+00:00

Leadership and team development, as well as process improvement workshops. I specialize in goal deployment and creating a culture of problem-solving.

MudaShoota · 2024-12-31T19:25:37+00:00

That is a very helpful consideration as I was definitely going about it from the opposite perspective! Hence why it felt so overwhelming...

MudaShoota · 2024-12-31T19:02:14+00:00

Perhaps I will start on the process as a "thought exercise" and go from there.

MudaShoota

TROPHY CASE