AWE Leader, Hannah Hieu, on Her Career and the Future of Retail

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Aaron Weiner interviewed Los Angeles AWE Leader, Hannah Hieu, Senior Vice President of Design + Architecture/Culture and Engagement Advisor at Unibail — Rodamco — Westfield for a series on the future of retail over the next 5 years. A trusted thought-leader, Hannah leads a team that continues push the design envelope to create a retail experience that has never before existed. With over 20 years of experience in retail architecture, mixed used, hospitality and airport projects, Hannah has managed the creative and technical process of iconic projects such as The World Trade Center, Garden State Plaza, and San Francisco Center. In 2018, she was recognized as a Los Angeles Biz Journal Woman of Influence.

Thank you so much for joining us! Can you tell us what brought you to a career in architecture?

Architecture wasn’t my original career path — it was something I stumbled upon. After struggling through pre-med as expected by my father, I realized I wasn’t cut out for medicine. I took a couple design and architecture classes out of curiosity and fell absolutely and completely in love. I knew I wanted to work in design but I wasn’t sure in what capacity. That’s when I fell into retail design. I had a friend who was working for Westfield (now Unibail — Rodamco — Westfield) that told me about an opening. This was right in the economic downturn of the 90s and I desperately needed a job. So I applied and ended up getting the position, with no intention to have a 22-year career there. I’m immensely grateful for my friend and for my willingness to step into something that was completely unknown to me.

Can you share a story about the funniest mistake you made when you were first starting? Can you tell us what lesson you learned from that?

The funniest mistake that I made when I was starting out is also the most embarrassing. It was probably 2 years into my career at Westfield and I was working as a site architect in the Midwest. There was a boom lift, and because I felt like I had to do absolutely everything and that I was just as tough as the guys, I got on the lift to check out progress of the building despite my paralyzing fear of heights. We went up about 80 ft. in this lift. There I was, this young woman on a construction site, surrounded by probably 25 male laborers, white knuckling on this boom. It was physically and emotionally one of the most horrible moments of my life and when I got off the boom, the second I stepped off, I upchucked in front of everyone. I had no business going up that lift in the first place! The biggest lesson I learned is that we don’t have to do everything. We somehow learned to never ask for help, to take on everything that comes our way, and that saying “no” means we failed or are incompetent, and success means we have to do it all. There is a fine line between pushing beyond our comfort zone and understanding and respecting our limitations. Being an effective leader is knowing when and what to delegate.

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Which tips would you recommend to your colleagues in your industry to help them to thrive and not “burn out”?

In order to thrive, let passion drive you, not pay. Financial security follows passion. Passion will drive you through challenges, politics, competition, fear, and self-doubt. In addition to passion, hone in on your emotional intelligence radar. I think business skills come from putting in the time, but emotional acumen comes from our altruistic center. If we are authentically and altruistically connecting with the people around us (colleagues, peers, customers, and family) we will succeed in ways that serves our spirit not just our bank account.

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In regards to not burning out, ask for help and take a mental detox day — a day to do nothing. The rules are simple: no email, no work-related phone calls, no responsibilities, no appointments, no agendas, no decisions, no work-related conversations. Literally shut down — I even shut down on my duties as a mother and am fortunate to have an amazing life partner and husband who can pick up the slack while I check out. Take the day minute-by-minute, give yourself permission to disconnect and be unreachable.

Imagine it like putting on Harry Potter’s invisibility cloak. It’s pretty cool, to be an observer for a day. Things become so much clearer after a day like that. We push hard every day with unlimited goals insight. We have to give ourselves the time and space to listen to our own body and mind. Admittedly it’s a lesson hard to learn and a habit hard to break, especially for women. But we must set examples, if we are leaders, we must set examples for those who look to us for guidance; if we are parents we must set examples for our children. Boundaries must be defined, respected, and honored first and foremost by ourselves.

How have you used your success to bring goodness to the world?

The thing I am most proud of — my center heart passion — is the work that I do to help business women find harmony in their lives. Balancing career and motherhood is not an easy journey. I coach women who are considering having babies, women who’ve left their careers after having children and are struggling to re-enter the workforce, executive women who are desperately trying to find the balance between running a corporation and running a household. This part of my life gives me the most fulfillment, because I know I am doing work that helps establish the future landscape for women in business, and hopefully I help create a working environment that will support my daughter’s generation. I try to speak at as many women supporting conferences as I can to promote this belief that we can have both: a successful career and a healthy home life. This is the most important and significant goal for me which I plan to continue to focus on in years to come. It has been more than five decades since women entered the workforce, how can we possibly still be struggling with whether we should or should not work after having a family? By now, we should be focusing on the “how” to have both. Because YES we can have both and YES we can have it all! I am living the testament of that and whole heartedly believe in it.

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Can you share 5 examples of how retail companies will be adjusting over the next five years to the new ways that consumers like to shop?

  1. Retail companies will focus on experience as oppose to transaction. We’ve learned through the evolution of e-retailing that fundamentally people need human interaction, and connectivity. Human interaction can only be experienced in the physical and built environment. Those who can make the experience most compelling and sustainable will be successful. It is as simple as that.

  2. The success of brick and mortar retail environment will depend on how we address the customer’s journey, how we can make it as fluid and frictionless as possible. At a deep level, we respect people’s time, how little time everyone has and how much we want to accomplish in this little time. The success of e-retailing is that it’s easy and convenient. You will experience more digital initiatives in regard to parking, wayfinding, reservations, shopping, porter services and these kind of amenities. For example, at Westfield Century City, our consumers have experienced Smart Parking for about a year now. You can register your car, and it’s an easy way to park with ticketless, digital entry using Westfield App. You can also reserve parking space in advance of visiting the center. These kinds of experiences will be what consumers expect.

  3. Developers will need to design social spaces that are compelling and engaging environments for consumers. We challenge ourselves daily to come up with innovative solutions to capture our consumers’ attention, time, and foot fall. We expand our menu in term of who we define as “retailers,” we bring medical offices, health clubs, grocers, and service focus business to the mall for convenience and one stop shop idea. We come up with ideas as we work with our retailers to make their business thrive as we connect them with other partners in business. For example, at Westfield Valley Fair, we are in the midst of a massive development project. One of our very popular restaurant tenants there is basically landlocked by the construction. This is a $12M a year business, not something minor. We watched their business take a dive as construction began around them. We made a connection between this restaurant tenant and a food delivery service, capitalizing on online food ordering service, we created drop off/pick up dedicated valet lanes, for easy in and out accessibility. Since we can’t bring consumers to their business, we bring their business to the consumers. Their business went up surpassing the $12M initial benchmark.

  4. You will see densification of urban shopping centers. As cities get over populated, you will see more focus on the concept of work, live, play, in tighter city radius. At Westfield UTC in San Diego, we are in the middle of construction a residential tower that is a 23 story building, 300 apartment units and $200 million in development. We bring consumers to mall by offering dwelling spaces within walking distance. We are pushing ahead with other residential projects on many of our properties and I predict this will be the standard for retail spaces moving forward.

  5. Finally, we’ll see the impact of change in the automobile and mobility industries. As car service business such as Uber, and Lyft take off, along with automated cars becoming more of a reality, how will our consumers arrive and depart? How do we make this more convenient and fluid?

You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 

I would love to find a means to connect mothers to mothers, who can support each other in living and having our “all.” It takes a village, and I’d like to create a network of villagers, so to speak, who can step in at moment’s notice to help each other live our lives in a meaningful and successful way. What do I mean by this? Let’s take for example, my husband is traveling and I am single mothering this week. I have an amazing nanny, without whom my life would be a mess, but that aside, I had a super early morning meeting this morning with a team here and a team in Europe. So I had to leave the house at 6. Normally, no problem, husband takes over… but not today…. thank God for my nanny who came before the sun came up. Now what if I didn’t have my nanny? What if she couldn’t make it? Whom would I call?

With this network of moms in place, I would have experienced mothers — who have been vetted — who I could entrust my children with. This is one simple example, but there are numerous stories of mothers looking for someone to drive kids here and there for a day or two a week, or stuck when they have to take one kid to the doctor in the middle of the night while the other kids are sleeping, so on and so forth…Our lives can be so much simpler if we look at our local community as a resource of support services for moms by moms.

The original version of this interview was published in October 2018 on Authority Magazine.

Fragomen is in AWE!


We're proud to announce that we’ve been partnering with Fragomen since 2016! Thank you for supporting AWE's mission to create more diversity in corporate America. Together we're increasing the number of women in corporate leadership positions and on boards to improve the global economy. 

Fragomen is an international immigration firm headquartered in New York and established in 1951. They specialize in providing a range of immigration law services to corporate and individual clients, and are recognized as the world's largest firm that focuses its practice solely on global immigration law.

Fragomen has a long history of promoting women and ethnic minorities to prominent positions within the firm’s leadership. In the U.S., more than seventy-five percent of Fragomen’s employees are women and twenty-five percent are minorities. The American Lawyer ranks Fragomen’s U.S. practice as one of the top five law firms for ethnic diversity since 2012. In 2015, Law360 ranked Fragomen second amongst the top 100 firms for female attorneys in the U.S. based on the percentage of attorneys and partners that are women, and third among the best law firms for female partners. Law360 also ranked Fragomen second amongst the top 100 firms for minority attorneys, based on the firm’s minority representation at the partner level, non-partner levels, and total number of minority attorneys (2015).

“Throughout Fragomen, we have cultivated an employee population that is as richly diverse as are our clients—and the countries that they are coming from and going to. By embracing our differences, our employees enjoy a vibrant, creative work environment and gain insight into other cultures and life experiences. Our employees’ diversity gives us a heightened understanding of our clients’ needs which manifests in our effective immigration solutions.”

6 Habits to Adopt if You Want More Respect at Work

By: Danielle Wood via Fairygodboss

 Photo by  rawpixel  on  Unsplash

Photo by rawpixel on Unsplash

Being good at your job means more than mastering a set of skills. It’s not just about what you do, but  how you do it. Getting things done by blunt force may work in the short term, but in the long term, you’ll exert much more influence and have much more organizational impact if you have the respect of your colleagues. Respect accelerates your professional growth, your personal brand, and your career.

A recent study published in Harvard Business Review by Kristie Rogers of Marquette University, found that when it comes to the workplace, there are two major categories of respect: owed respect and earned respect.

In a healthy organization, “Owed respect is accorded equally to all members of a work group or an organization…It’s signaled by civility and an atmosphere suggesting that every member of the group is inherently valuable,” says Rogers. Whereas “earned respect recognizes individual employees who display valued qualities or behaviors. It distinguishes employees who have exceeded expectations.”

Earned respect, in other words, is inherently about distinguishing yourself from others. It’s about the habits and behaviors you display that make people sit up and take notice. Here are six habits displayed by people who earn respect at work.

1. They listen, even when it feels irrelevant.

People who are respected at work garner that respect because “they understand the value and power of relationships," says Dr. Froswa' Booker-Drew, author of the workbook for women "Rules of Engagement: Making Connections Last." They listen without always having to or without having an answer, says Booker-Drew. And when they listen, they’re all in. Research supports leaving cellphones outside the meeting room to ensure you're listening closely. A recent study linked a clear correlation between decreased cognitive abilities and the presence of a nearby cell phone—even if the phone had notifications and sounds turned off. So, turn your phones off and your ears on. Your professional reputation will thank you. 

2. They know when to practice quiet.

If you want to work in an environment of trust and respect, you need to contribute to that culture. And one of the greatest enemies of a healthy culture is backtalk.

 “As a general rule, highly respected and trusted people do not gossip in the workplace,” says Val Grub, who has held senior roles at NBC Universal and Rolls-Royce, and is now Workplace Coach at TONE Networks. “While gossip may feel like idol chitchat, it's actually bullying dressed up as information sharing.” 

As a baseline, “If you wouldn’t say the comments to the person directly, there’s a really strong possibility you’re engaging in gossip.” 

Many leadership experts agree that gossiping is a key indicator of an unhealthy organization, because all that negativity contributes to a serious lack of trust.

 “Employee morale takes a major hit as well,” Grub says, “along with creativity and productivity. I tell my clients: if you hear gossip, shut it down. People will know they can trust you and your working life will be so much better for it.

3. They look out for others in meetings. 

People who are respected at work often garner quite a bit of political capital. But they use that capital to help others, says Jeff Skipper, a consultant who works with many Fortune 500 companies. 

“They draw others into the conversation that have been silent or don’t have the social strength to break into the discussion," Skipper continues. "Or they strengthen another’s voice, lending instant credibility to a diverse thinker, which is often just what a team needs to break out of the box.” 

The best thinking comes from the most diverse organizations. Support diverse points of view so you don’t reinforce the echo-chamber.

4. They see mistakes as a chance to get better. 

Most respected people at work don’t kill precious time pointing fingers. When they commit a mistake, they own up to it. And if their team falters, they take collective responsibility. 

“They spend time analyzing the root of the mistake, doing the required course corrections and learning from what happened,” says Ketan Kapoor, CEO and Co-Founder of, a talent measurement firm. 

The most respected people are the ones who invest the time to become masters of their domain, and the only way to do that is to practice… a lot. Thomas Edison is reported to have once said, “I have not failed. I’ve just found 10,000 ways that won’t work.” 

5. They hunt down solutions. 

Every organization has problems, and most do not have a lack of people eager to point them out. A great way to build respect at work is to be a solution starter, says Shefali Raina, a New York City- based Executive coach. 

“When you see a problem in your domain, collaborate with others to build a practical, workable solution, and then rally everybody and give energy to get it done,” Raina says. Getting things done by rallying others and energizing projects helps other people to see you as positive, credible and action oriented. 

6. They respect their workplace as contributing to their career journey.

Millennials switch jobs more frequently than previous generations, says Raysha Clark, a licensed therapist and career coach who specializes in clients new to the workforce. While they may see this as no problem, the employers investing big bucks in their professional development can see things differently. 

“New hires often have an amazing advantage in getting the latest and most up-to-date training in the organization,” she says. “Take the training with a sense of gratitude and find ways to use it to contribute to the greater good of your organization.” 

Even if you see this job as merely a stepping stone, bring your entire self while you’re there. Just like any relationship, it takes two. 

“Go into each position ready to be an asset, because a resume full of previous training means nothing if you don't exercise what you've learned," says Clark.

A version of this post previously appeared on Fairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.