How Sara Burnam Overcame Challenges to Become Fleet Manager of the Year
The road to success is rarely smooth, and Sara Burnam’s journey to becoming Fleet Manager of the Year is no exception. From facing blatant workplace bias to navigating the challenges of managing a massive fleet, Sara’s story is one of resilience, adaptability, and a relentless drive to create meaningful change. Here’s a deeper dive into the struggles she faced, how she conquered them, and what other fleet managers can learn from her experience.
This article is based on Sara's keynote address at Connect 2024. Watch the full address here:
Facing Workplace Bias: Rising Above Prejudice
One of the most jarring moments in Sara’s career came just after she was hired at Palm Beach County. During her drive to Florida, she received a call informing her that one of her new supervisors had stated they “refused to work for a woman.” While the issue was reportedly “handled,” the underlying challenge was clear: Sara had to prove her leadership abilities in an environment where not everyone believed in her from the start.
Rather than letting this discourage her, Sara focused on building credibility through her actions. She made a point to meet with her team one-on-one, asking thoughtful questions like, “What do you think our strengths are? What are our weaknesses? How can we improve?” These conversations not only gave her valuable insights into the team’s operations but also demonstrated her genuine interest in understanding and supporting her employees.
Takeaway for Fleet Managers: Don’t shy away from uncomfortable situations. Address bias by focusing on transparency, communication, and building trust. Actions always speak louder than words, and showing that you value your team’s input can bridge gaps and build respect over time.
Imposter Syndrome: Stepping Up to the Challenge
When Sara first arrived at Palm Beach County, she was immediately overwhelmed by the scale of her new role. The operation had 58 employees, 4,600 assets, and a $50 million budget—not to mention a predecessor who was revered in the industry. On top of that, Sara didn’t have formal training for such a large-scale leadership position, and she worried about whether she could make a difference in an already well-established program.
Instead of letting these doubts paralyze her, Sara reframed her mindset. She focused on small, actionable improvements, such as streamlining processes, automating work orders, and upgrading team uniforms and equipment. By taking things one step at a time, she found ways to add value to an already high-functioning operation.
Takeaway for Fleet Managers: When stepping into a new role, start by identifying small wins that can build confidence and momentum. No one expects perfection from day one, but consistent effort and a willingness to learn will set you apart.
Resistance to Change: Bringing the Team Along
Sara quickly realized that implementing change would be one of her biggest challenges. For example, when introducing electronic work orders to replace pen-and-paper systems, she faced significant pushback from technicians who were uncomfortable with computers. Recognizing this anxiety, Sara made an effort to involve her team in the decision-making process from the beginning.
“We had our technicians involved, getting their input and feedback early on,” she explained. This not only gave the team a sense of ownership but also helped ease the transition. Sara even celebrated milestones along the way, acknowledging that “it may suck for a couple of months, but in six months, this will feel like second nature.”
Takeaway for Fleet Managers: Change is hard, but involving your team in the process and celebrating progress can make all the difference. Acknowledge their concerns, communicate the benefits, and give them the tools they need to succeed.
Recruitment Challenges: Thinking Outside the Box
Finding skilled technicians was another uphill battle. Sara implemented creative solutions like establishing relationships with trade schools and expanding an intern program. One particularly memorable moment involved recruiting a heavy truck technician she spotted at Chipotle. “I walked up to him and said, ‘You should come work for us!’ He thought I was hitting on him, but he ended up applying.”
Sara also introduced a "technician assistant" position to bridge the gap between interns and full-time technicians, providing more entry points into the organization. These innovative strategies not only filled staffing gaps but also created a pipeline of skilled, loyal employees.
Takeaway for Fleet Managers: Don’t be afraid to get creative with recruitment. Partner with local schools, offer internships, and use every opportunity to pitch your organization. Sometimes, the best hires come from unexpected places.
Creating Recognition and Growth Opportunities
One of Sara’s most significant achievements was fostering a culture where employees felt valued and connected to their work. She introduced recognition programs like “Technician of the Year” and “Team Player of the Year” and celebrated small wins through awards, shoutouts, and even social media posts.
She also implemented professional development initiatives, including a training and development coordinator who worked with supervisors to create personalized growth plans for employees. By aligning individual growth with organizational goals, Sara inspired her team to aim higher and feel proud of their contributions.
Takeaway for Fleet Managers: Employee recognition and professional growth go hand-in-hand. Celebrate your team’s achievements and invest in their development to build loyalty and drive performance.
Lessons for Fleet Leaders Everywhere
Sara’s journey proves that success in fleet management isn’t about knowing all the answers upfront—it’s about being curious, resilient, and people-focused. Here’s how you can apply her lessons to your own career:
- Embrace challenges: Whether it’s workplace bias or a new role, face obstacles head-on with transparency and determination.
- Prioritize small wins: Incremental improvements build confidence and show your value.
- Lead with empathy: Involve your team in changes, listen to their concerns, and celebrate their successes.
- Get creative with recruitment: Don’t limit yourself to traditional hiring methods; opportunities are everywhere.
- Invest in your team: Create pathways for growth and recognition to inspire loyalty and pride.
Sara’s story reminds us that fleet management isn’t just about vehicles—it’s about people. And when you invest in people, success will follow.
Ready to take your fleet career to the next level?
📖 Request your free copy of the Fleet Success Playbook,
🤝 Connect with Sara Burnam on LinkedIn.