In an insightful interview with The HR Digest, Lisa Esparza, EVP and CHRO of AutoNation, delves into the fundamental aspects of cultivating a collaborative work environment and integrating diversity and inclusion into organizational values at AutoNation. Esparza emphasizes the importance of championing participation, personalized coaching, and celebrating diverse perspectives to foster innovation and mutual respect within the workplace.
Drawing from her own career journey, Esparza underscores the significance of taking initiative, prioritizing well-being, and balancing professional success with personal fulfillment. Her insights offer a roadmap for HR leaders seeking to cultivate thriving, inclusive work environments and drive organizational growth in dynamic landscapes.
What key skills, perspectives, or mindsets do HR leaders need to cultivate or shed to foster a collaborative work environment where co-creation thrives?
To cultivate a collaborative work environment where co-creation flourishes, I’ve found that being a champion of participation is key. I strive to go beyond traditional roles by actively mentoring and guiding individuals on my team. It’s incredibly rewarding to recognize each person’s unique talents and encourage them to push beyond their comfort zones. Through personalized coaching and feedback, I aim to create an environment where everyone feels valued and empowered to contribute their best.
Providing opportunities for my team members to take on leadership roles and contribute towards achieving our shared goals is a cornerstone of my approach. I believe in celebrating diverse perspectives and ensuring that everyone has a voice at the table. My open-door policy and genuine willingness to listen and act on new ideas inspire others to do the same, fostering a culture of innovation and mutual respect. Feedback, to me, is more than just a formality; it’s a cornerstone of my growth. This has played a pivotal role in shaping me into the leader I am today.
Beyond formal work relationships, I see every person I’ve crossed paths with as an ally and partner on this journey. Whether it’s a colleague, peer, or leader, I’ve learned that meaningful connections are the bedrock of any successful collaboration. It’s these personal and professional relationships that fuel our collective success, reminding us that we’re stronger together than we could ever be alone. By being champions of openness and fostering an environment of respect and acceptance, HR leaders lay the foundation for successful co-creation and innovation within the organization.
Beyond implementing programs, how has AutoNation integrated diversity and inclusion into its core values and strategic vision?
AutoNation’s journey towards embedding diversity and inclusion into its core values and strategic vision resonates deeply with me. AutoNation’s recognition of the need for growth and advancement in diversity and inclusion reflects a commitment to creating a workplace that mirrors the diverse consumers we serve. I’m proud of the initiatives we’ve undertaken to attract and develop Associates across all levels of the organization. From empowering career development to fostering an inclusive environment, AutoNation is actively redefining traditional structures to ensure everyone has the opportunity to thrive and contribute to our shared success.
What unique or innovative employee initiatives set AutoNation apart from its competitors in attracting and retaining talent?
At AutoNation, our approach to attracting and retaining talent is driven by innovation. We harness the power of cutting-edge AI tools to streamline our recruitment processes to identify talent efficiently, while enhancing the candidate experience and optimizing our hiring decisions.
What truly sets us apart, though, is our unwavering commitment to providing our Associates with the tools they need to develop. Through digital onboarding platforms, real-time feedback mechanisms, and personalized learning opportunities, we empower our Associates to grow both personally and professionally. It’s not just about numbers or achievements for us; it’s about creating an environment where every individual has the opportunity to thrive.
One of our key objectives this year is to spearhead initiatives that empower women in the automotive industry. We’re committed to being at the forefront of hiring, nurturing, and retaining female talent. As part of these efforts, AutoNation has organized a Women’s History Month event led by female leaders within the company to celebrate and honor women’s contributions. This event will serve as a networking opportunity for women to connect, develop their skills, advance their careers, and thrive within our organization. By creating such events, we continue to foster an inclusive environment where everyone feels supported and valued.
But our impact goes beyond the office walls. Our community engagement initiatives, like DRVPNK, are a testament to our dedication to making a difference. By raising over $40 million for our communities through DRV PNK, we’re not just a company; we’re a force for good. At AutoNation, we believe that by challenging the status quo, we can create a better future for our Associates, our Customers, and our communities.
What strategies and frameworks can organizations utilize to identify and develop high-potential individuals who possess the qualities and capabilities necessary to become successful future leaders?
Our HR team has become a unified force aligned with our overarching business strategy. As part of this initiative, we’ve strategically placed our resources where they matter most, optimizing efficiency and freeing up valuable time for investments that enable the long-term success of our Associates.
Our proactive stance goes beyond reacting to Associate relations; we actively cultivate growth and development opportunities. Implementing career road-mapping initiatives provides clear pathways for advancement, ensuring that high-potential individuals are recognized and supported on their journey to leadership roles. In addition, we implement talent profiles for all key leadership positions and individualized development plans, and we conduct bi-annual talent review processes. These frameworks ensure a strategic approach to identifying and developing high-potential individuals with the qualities and capabilities necessary for future leadership success.
As leaders, what proactive measures can be taken to ensure a company’s culture continues to evolve and adapt in a positive way, even in the face of internal and external changes?
As leaders, there are proactive measures we can take to ensure that our company’s culture continues to evolve and adapt positively, even in the face of internal and external changes. AutoNation’s success in navigating the ever-changing business landscape while upholding its core values is a testament to the strength and caliber of its workforce and leadership. We must foster a culture of dedication to our objectives to maintain this momentum.
Moreover, to sustain our transformation, we must showcase the abundant career opportunities we have at AutoNation and within the automotive industry. It’s essential to foster an environment that not only attracts talent but also nurtures their potential to flourish within our company and the industry.
This approach will help us maintain our competitive edge and continue thriving in the face of changes. Active listening plays a crucial role in this process. One of the ways we implement feedback mechanisms is through our annual Associate survey. This is sent out to over 25,000 Associates to provide feedback about the organization, help leadership gain valuable insights into the pulse of the culture, and identify opportunities for improvement. Being attentive to our people’s voices and implementing their suggestions fosters a culture of trust, collaboration, and continuous improvement, ensuring that our company evolves positively in response to changing circumstances.
Looking back on your career journey, what pivotal moments or experiences have shaped your leadership philosophy and approach to HR?
Looking back on my career journey, there have been several pivotal moments and experiences that have profoundly shaped my leadership philosophy and approach to HR. At the start of my career, I was more passive, waiting for opportunities to come my way. However, as I grew in confidence and developed as a leader, I realized the importance of taking the initiative and actively seeking out opportunities for growth and success, even if it meant stepping out of my comfort zone and asking for a seat at the table. This shift from passivity to proactivity became a defining aspect of my leadership style.
I once believed that success meant being available 24/7, but I came to realize that true success is about bringing your best self to every moment and making the most of the time you dedicate to each area of your life. This shift in my perspective allowed me to prioritize my personal well-being while simultaneously thriving in my professional aspirations.
As a single mother navigating my career, I faced unique challenges. Balancing my responsibilities as a parent with my professional aspirations was not easy, but it taught me valuable lessons in prioritization and empathy. My journey as a mother translated seamlessly into my leadership style, making me not only a better parent but also a more compassionate and understanding leader.
Overall, my career journey has taught me the importance of taking initiative, breaking self-imposed limitations, and finding balance between achieving success in the workplace and prioritizing personal well-being. These experiences have shaped my leadership philosophy, guiding me to lead with authenticity, empathy, and a commitment to both professional success and personal fulfillment.
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Lisa Esparza Executive Vice President and Chief Human Resource Officer Lisa Esparza has served as Executive Vice President and Chief Human Resource Officer since September 2022. Ms. Esparza is an accomplished global human resources executive with expertise in business partnerships, talent management, organizational effectiveness, diversity, and inclusion, integration and transformation. Photo: AutoNation |
This profile was published in the April 2024 issue of The HR Digest.