Amanda DeHart Career Background
What is your biggest career achievement?
- I, like many in this industry, fell into it. While working as a part-time Community Assistant in Lubbock, Texas to help pay for college, I found my calling in multifamily. This sense of belonging was further amplified when I was selected to lead the development of an untouched student housing market in Hawai’i. From overseeing the construction of the first off-campus student housing project in the state and ensuring it would be completed in time for our first residents to move in, to brand development and management, I (quite literally) put my blood, sweat, and tears into the property, and laid the groundwork for future projects in the region. Although developing an entire market is a huge accomplishment, my biggest would be completing the Diversity Leadership Program with the National Apartment Association.
In December of 2021 I told my boss “I applied for this program with NAA. I probably won’t get in, but on the off chance I do, I’d need a couple of days off in June to go to Apartmentalize. It probably won’t happen though, so it’ll be a non-issue.” I confirmed my PTO request that February after being accepted to the program.
Spending the past year in an intensive program learning how to facilitate the necessary (and not always so comfortable) conversations to further DEI efforts, learning how to recognize unconscious bias’ that can affect my progress in this industry, and further developing my leadership skills, I am proud to say today I am an alumna of the Diversity Leadership Program. I hope to mentor those who are where I once was in my career: an under-represented minority lacking support and guidance who is brimming with potential.
Given your past experiences, what event/ project or moment would you revisit and how would you go about it differently based on your current frame of mind?
- The fact that something has not been done before is no reason not to try. Unfortunately, it is a roadblock I encountered frequently while working in Hawai’i.
Towards the beginning of my career there was no off-campus student housing as it is known on the mainland. A student at the University of Hawai’i could choose to live in a dormitory, with family, in a privately rented condominium, or other personal means. A new, more convenient option would only benefit students, but I found developing the off-campus student housing market in the state would be no easy feat.
During my time in Hawai’i I consistently struggled to partner with the local university. I tried time and time again to schedule meetings with various on-campus housing leaders, clubs and organizations, anyone who could help us get our foot in the door with the University of Hawai’i students and administration. My calls went to voicemail. My emails were ignored. My office visits were met with “they’re at lunch” or “they’re out for the day”. And those I did connect with simply shrugged me off, “well, we’ve never really done that before.” We were new and scary: a multi-million dollar housing company from the mainland with a shiny new building sitting empty just across the street from campus. I felt defeated.
We needed to start widening our pool of prospects. There was another school on the other side of town: smaller and private. I was hesitant to reach out after repeatedly being shut down by our main target. But one day, I grabbed my keys, went to the bakery down the street, bought a dozen cupcakes, wrote a simple note, and hand-delivered them to the office of the Dean of Students at Hawai’i Pacific University. Her excitement was something I had not experienced since starting the endeavor. We ‘talked story’ while she showed me around their campus, hidden between downtown and Aloha Tower. I drove back with little more than a promise that bright afternoon in paradise, but they quickly became an asset to our property with over 50 referrals that summer.
Over time the University of Hawai’i warmed up to us. It took a couple years, many more attempts, and a personal touch. And, if I could do it again, I would slip into the offices of those housing leaders, clubs, and organizations with a dozen cupcakes in hand and a bright smile on my face
From your perspective, what is the industry lacking to support the modern renter and how do you plan to help supply that need?
- In my opinion, the industry is lacking employee retention programs, continuous training, and authentic DEI. Associates who are valued and appreciated, in turn value and appreciate residents. I truly believe this is a big key in supporting modern renters who are looking for a positive, authentic experience and is best achieved through an organization’s culture and fostering a work environment built on trust and respect.
I’m fortunate to be a part of an organization that values its people and allows me to share my ideas and opinions on how to continue creating an inclusive, supportive workplace. Through my participation in NAA’s Diversity Leadership Program, I am able to contribute to the larger industry and educate others within it on the importance of leading with a people-first mentality. By maintaining a focus on associates and the human component of multifamily, the industry can retain top talent, ultimately creating a better experience to support the modern renter.