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Growth Edge Leadership Newsletter

Welcome to The Connector’s Brief

  • Your new weekly advantage.
I created this space to offer more than inspiration. I want to offer access.
Access to the strategies, the mindset shifts, and the behind-the-scenes lessons that help leaders grow, pivot, and connect on purpose. And today, we start with one of the hardest truths I had to learn:
“Your network is either your ladder… or your leash.”
Let’s talk about it.

Briefing #1: Stop Collecting People, Start Building Leverage

We live in a world where “networking” often looks like noise—adding LinkedIn connections we never speak to, collecting business cards at events, or saying “let’s grab coffee” with no follow-through.
 
But real leadership doesn’t rely on busy connections. It’s powered by bold ones.
 
Here’s the difference:
Busy Network
Bold Network
People you vaguely know
People who actively advocate for you
Shared events
Shared values
Surface updates
Strategic conversations
Passive presence
Purposeful positioning
A bold network builds your brand when you’re not in the room.
A busy network claps from the sidelines, but never passes the ball.

Leadership Nugget: The Silent Skill That Opens Loud Doors

If I had to name the most underrated skill that transformed my network into a ladder—it would be strategic vulnerability.
That means being:
  • Honest about your goals
  • Intentional with your asks
  • Willing to show growth, not just greatness
Power Prompt:
Think about one connection you haven’t activated in a while. Reach out and say:
“I’ve been thinking about how much I value your insight. Can we reconnect this month?”
That’s not weakness. That’s leadership intelligence in motion.
 
The CORE Method in Action
Your reminder:
CULTIVATE. OPEN UP. REACH OUT. ENGAGE.
This week, practice OPENING UP. You can’t build powerful networks from behind polished masks.
People invest in what they feel connected to.
Let them in—and watch the momentum shift.
 
Final Word:
Your connections don’t have to be perfect.
They have to be active.
They have to be authentic.
They have to move with you—not just watch you.
 
Because real success doesn’t come from who you know.
It comes from how you connect with them.
Until next week—stay bold, stay connected.
With purpose,
Janaya Hernandez
CEO, Power of Connection LLC

We often treat networking as a checkbox

We go to the event. We shake the hands. We add the LinkedIn connections. We say things like, “Let’s stay in touch”—and then promptly… don’t.
But here’s the hard truth I’ve learned, both personally and professionally:
Your network is either your ladder… or your leash.
It either helps you rise or keeps you stuck.

The Danger of a Busy Network

A busy network looks impressive. It’s filled with people, notifications, and digital applause. But when you’re at a turning point in your career—ready to make a move, step into leadership, or ask for a seat—you realize something important:
A busy network doesn’t guarantee bold support.
And if your connections can’t advocate for you, introduce you, or vouch for your work—you’re not building a ladder. You’re dragging weight.
 
What a Bold Network Looks Like
A bold network isn’t about quantity. It’s about connection with intention.
It looks like:
  • Conversations that shift your thinking
  • Peers who challenge you to grow
  • Mentors who speak your name in rooms you haven’t entered
  • Colleagues who share opportunities before you even ask
It’s not about having access to people with power. It’s about having people in your corner who activate your power.

Vulnerability is a Leadership Strategy

Let me be clear: strategic vulnerability is a silent skill that opens loud doors. It means being:
  • Honest about where you’re going
  • Clear on the kind of help you need
  • Open to growth—not just showcasing perfection
That’s when relationships deepen. That’s when your name becomes synonymous with value, not just visibility.
Here’s something I encourage my clients and mentees to do:
Reconnect with one person this week. Reach out not to “ask” or “impress,” but to re-engage with purpose. Say something like:
“You’ve been on my mind lately. I value your insight and would love to catch up this month if you’re open.”
Simple. Human. Intentional.
 
Leading with the CORE Method
I’ve built my career—and helped others build theirs—using my CORE framework:
Cultivate. Open Up. Reach Out. Engage.
In this season, I challenge you to focus on opening up. Share your goals. Be honest about your challenges. Let people into the real story of your leadership journey.
Because the moment you stop hiding behind the highlight reel, you give people permission to connect—not just follow.
 
Final Thought
The most successful professionals I’ve met didn’t “work the room”—they worked the relationship. They showed up consistently, gave value without an agenda, and weren’t afraid to say:
“Here’s where I’m going—and I’d love to walk with people who get it.”
So let me ask you this:
Is your network helping you climb, or is it weighing you down?
Choose boldly. Connect intentionally.
You’re only one powerful relationship away from your next opportunity.
—
Janaya Hernandez
Author | Speaker | CEO, Power of Connection LLC

The Connector’s Brief

  • Your Energy Introduces You Before You Speak
By Janaya Hernandez, CEO of Power of Connection LLC
Long before you shake a hand, exchange a business card, or open your mouth—people have already decided something about you.
They’ve read your posture.
They’ve noticed your pace.
They’ve felt your presence.
In the first seven seconds, your energy has done the talking.
The question is—what is it saying?

The Invisible First Impression

We spend so much time polishing our résumés, rehearsing our introductions, and perfecting our elevator pitches that we forget: people respond to energy before they respond to words.
 
If you walk into a room weighed down by self-doubt, frustration, or distraction, it doesn’t matter how impressive your credentials are. People sense hesitation. They feel tension. And unconsciously, they may pull back.
 
But walk in with calm confidence, grounded posture, and genuine curiosity—and you invite connection without forcing it.
 
This is why I emphasize in The Power of Connection that networking is not just about who you know—it’s about how you show up.
 
The Leadership Energy Gap
I’ve coached leaders who were brilliant on paper but consistently overlooked for opportunities. The gap wasn’t skill. It was energy.
 
They were showing up reactive instead of proactive, guarded instead of open. Their presence was broadcasting “stay away” when their intentions were saying “engage.”
 
The truth? People mirror the energy you give them. If you want influence, your presence needs to invite trust.
 
In From Connection to Growth, I call this the Proximity Principle—your energy is part of the reason people will want to be close to you or keep their distance.
 
Three Ways to Align Your Energy with Your Leadership Goals
  1. Set Your Intention Before You Enter the Room
    Don’t just think about what you want to say—decide how you want people to feel when they interact with you.
    Do you want to be remembered as approachable? Strategic? Inspiring? Let that be the filter for your tone, body language, and engagement.
  2. Ground Yourself Physically
    Shoulders back. Feet planted. Breath steady. Your nervous system speaks louder than your title. Calm presence signals capability.
  3. Lead with Curiosity
    Ask before you tell. Engage before you advise. Curiosity is magnetic—it turns conversations into connections.
Energy as a Networking Strategy
The most effective connectors don’t try to dominate the space—they elevate it.
They make the people around them feel more capable, more valued, and more inspired just by showing up with the right energy.
 
This isn’t about “faking it.” It’s about choosing it.
Your presence is part of your brand. And your brand walks into the room before you do.
 
As I outline in The ACE Method, this is the “Elevate” phase in action—you’re not just aligning and connecting, you’re lifting the environment around you.
 
Final Thought
Leadership isn’t just in the words you speak or the results you deliver—it’s in the atmosphere you create.
 
So the next time you step into a meeting, a conference, or a casual coffee chat, remember:
Your résumé might get you in the room.
Your energy decides if you stay there.
 
Lead with presence. Connect with intention.
Your future network is already listening.

The Connector’s Brief

  • Why Connection Is the Leader’s Secret Weapon in Change
By Janaya Hernandez, CEO of Power of Connection LLC
 
When most leaders talk about change, they focus on the what:
New systems. New strategies. New expectations.
 
But the leaders who actually make change stick?
They focus on the who.
 
Because here’s the truth:
Change isn’t hard because people are stubborn.
Change is hard because people are human.

Why Most Change Efforts Fail

Over the years, I’ve seen countless initiatives stall — not because they were bad ideas, but because they skipped the connection stage.
 
Three common mistakes:
  1. Focusing on process over people. Leaders roll out the plan before rolling out the conversation.
  2. Communicating too late. By the time the announcement hits inboxes, decisions are already made.
  3. Treating people like passengers instead of partners. Stakeholders are told where the bus is going, but never invited to help navigate.
The ACE Method for Leading Change
In The ACE Method, I outline a framework that works for networking, career growth — and yes, leading change:
  • Align: Start with the “why” before the “what.” Show people the bigger picture they’re part of.
  • Connect: Build trust before asking for buy-in. This means listening, understanding concerns, and finding common ground.
  • Elevate: Recognize progress early and often. Make people feel proud of their role in the transformation.
When you follow this process, you shift from announcing change to co-creating change.
 
The Human Side of Buy-In
 
One of the biggest leadership myths is that people resist change.
In reality, they resist being changed without a say.
 
Connection bridges that gap. It tells your team:
  • I see you.
  • I hear you.
  • You matter in what we’re building.
When people feel seen, heard, and valued, they’ll take leaps they never imagined — not because they have to, but because they want to.
 
A Challenge for Leaders
 
Before your next big change conversation, pause.
Ask yourself: Who do I need to connect with before I ask for commitment?
 
Then schedule a few “listening rounds” — informal conversations with the people most impacted.
Your goal isn’t to sell the change. It’s to understand the humans who will make it real.
 
Final Thought
Your title gives you authority.
Your connection gives you influence.
 
And influence is what turns an idea into a movement.
 
So the next time you’re leading change, remember:
Connection isn’t a detour from progress — it’s the bridge that gets you there.
 
Want more on how to lead change through connection? Join me at the Better Together: Summer Networking Event on August 14th in New York, where I’ll be sharing these strategies live alongside other healthcare leaders. or ….
 
Ready to Go Deeper?
I teach the full CORE Method inside my workshops and in my book The Power of Connection. If today’s message resonated, that’s your next move.
Join me in Networking Alchemy: Transforming Connections into Opportunities
A 60-minute seminar designed to give you the tools, templates, and mindset shift you need to stop playing small—and start connecting with power.https://lnkd.in/eRN8ZEPW

The Connector’s Brief

Issue No. 4 | August Edition
Written by Janaya Hernandez, 
Author | Speaker | Founder of Power of Connection LLC

You’re Not Behind ! You’re Building!

A reflection on silent growth, strategic presence, and why slow seasons matter.
The Mirror That Is August
August is a mirror month.
 
It invites reflection at an almost cellular level—when ambition quietly questions alignment, and the noise of the year so far is replaced by internal conversations about purpose, progress, and pace.
 
As the fourth quarter approaches, the world seems to pick up speed. Promotion announcements, graduation celebrations, major launches—all flood our timelines. And if you’re in a quiet season, this contrast can be jarring. It can make even the most grounded professional wonder:
 
Am I behind?
 
Here’s what I want to say with clarity and care:
You’re not behind.
You’re building.
 
And more importantly, you’re doing it in a way that honors something most people ignore: sustainability.
 
The Problem With Public Milestones
 
In a world obsessed with visibility, we often mistake what’s seen for what’s significant.
 
We’ve all scrolled through the digital parade:
 
  • Promotions announced with polished headshots
  • Panel invitations posted with impressive hashtags
  • Book launches, speaking tours, new titles, dream jobs
But beneath the highlight reel lies a reality we rarely discuss:
  • The leader rebuilding after burnout
  • The founder wrestling with a rebrand
  • The graduate student quietly grinding toward certification
  • The new professional still learning how to advocate for themselves
Some of the most meaningful growth doesn’t come with applause.
It comes with discipline, doubt, and the decision to keep going anyway.
 
What Makes Quiet Seasons Powerful
There are seasons where the progress is visible. Tangible. Rewarded.
Then there are seasons where everything is internal—shifts in mindset, recalibrations in direction, lessons that don’t fit in a bullet point on LinkedIn.
 
In The Power of Connection, I wrote:
“Visibility is valuable, but alignment is power.”
 
When you’re building in alignment with your purpose—even if no one sees it yet—you are not standing still. You’re sharpening.
 
And that sharpening is preparing you for rooms, responsibilities, and relationships that demand your full self—not just your résumé.
 
Your Presence Is a Signal
In The ACE Method, I wrote:
“Your presence is your preview. It tells others how you carry power—before they give it to you.”
 
How you show up in the absence of recognition matters.
 
Whether or not your voice is being amplified, the way you engage, lead, and listen tells the world what you’re made of. You don’t need a spotlight to be credible. You need clarity.
 
And that’s what this quiet season may be building in you—clarity about your mission, your leadership voice, and what you’re no longer willing to compromise.
 
A Personal Reflection
Someone asked me recently,
“Janaya, how do you stay consistent when the world around you feels like it’s sprinting ahead?”
 
I told them the truth:
Because I’m not chasing pace—I’m building presence.
 
It’s taken me years to realize that speed and alignment aren’t always compatible.
There are seasons when slowing down is the only way to reconnect with your vision.
There are days when the most strategic move is to step back, recalibrate, and move intentionally—especially when no one’s watching.
 
A Leadership Practice: Three Quiet Wins
Here’s a leadership reflection I recommend this month:
  1. Name three things you’ve built this year
    Not titles or deliverables. But mindset shifts. Boundaries you now hold. A relationship you’ve nurtured.
    These are foundations for your future, even if they’re not yet visible.
  2. Acknowledge someone else’s quiet work
    Write a message to someone whose consistency has inspired you—even if they don’t post about it.
    The professionals who build in silence often need encouragement most.
  3. Reaffirm your own path
    Say this aloud before your next meeting or planning session:
    “My pace is intentional. My presence is powerful. My progress is real.”
Because it is.
From the Author’s Desk
In From Connection to Growth, I shared:
“Some seasons teach you. Others test you. But every season builds you.”
 
We often assume that only our loud seasons are valuable. But our quiet ones—where we do the internal heavy lifting—are where our leadership capacity truly expands.
 
If you’ve felt invisible lately, if your work feels under-celebrated, if your season looks slow…
 
You’re not behind.
You’re building.
And the work you’re doing now will echo for years to come.
 
Final Thought
 
The professionals who make the deepest impact are not always the loudest.
They’re the ones who keep showing up with integrity.
The ones who understand that presence—not promotion—is the true foundation of influence.
They are steady. Strategic. Rooted.
 
And when the spotlight finally finds them, they’re ready.
 
So if that’s you—building behind the scenes, staying the course, honoring your vision before it’s fully visible—I see you.
 
And I promise: you’re exactly where you need to be.
 
Want more insights like this?
Subscribe to The Connector’s Brief at powersofconnection.com/newsletter
 
Let’s continue building with purpose.
—
Janaya Hernandez
Founder & CEO, Power of Connection LLC
Author of The Power of Connection, From Connection to Growth, and The ACE Method
 

The Connector’s Brief

Volume 5  Seasons of Change: Tools to Navigate Career Transitions
 
The change of seasons is always a natural reminder that growth comes in cycles. Autumn doesn’t apologize for shedding leaves, it makes room for new life. In our careers, we often need that same release: letting go of outdated roles, stale habits, or limiting beliefs to prepare for something new.
 
Yet, many of us resist change until it’s forced upon us. A sudden restructure. A missed promotion. A stagnant role that no longer challenges us. By the time we respond, we’re scrambling, rushing to update resumes, polish LinkedIn profiles, and send out networking requests.
 
The professionals who navigate transitions with confidence have one thing in common: they treat readiness as a habit, not a reaction. They prepare long before the season shifts, and when opportunity arrives, they are already equipped to say yes.
 

Why Career Change Feels So Disruptive

For most people, change feels like loss. We fear leaving behind the known for the unknown. But the truth is, change is less about loss and more about alignment. Just as autumn trees shed what no longer serves them, we too are invited to release what keeps us from growing into the next version of ourselves.
 
The difference between disruption and elevation often comes down to preparation. If you’ve cultivated clarity, built connections, and maintained momentum, then change doesn’t feel like a storm,it feels like a shift you’ve been expecting.
 
Three Tools to Align Yourself This Season
Here are three simple but powerful ways to prepare for your own “season of change”:
 
1. Update your tools.
Think of your résumé, portfolio, and LinkedIn profile as the jacket you grab before stepping into cooler weather. If it’s outdated or ill-fitting, you’ll feel exposed. Don’t wait for an opportunity to knock,keep your materials current so that when the door opens, you’re ready to walk through it.
 
2. Sharpen your network.
Your relationships are like the roots of a tree: invisible at first glance, but vital to stability and growth. A single coffee chat with a mentor or peer can plant seeds that bloom into future opportunities. Schedule at least one intentional connection before the year ends,you’ll be surprised how often those conversations circle back at just the right time.
 
3. Revisit your goals.
Just as we rotate wardrobes, our goals need seasonal rotation too. The ambitions you had in January may no longer fit who you are in October. Take time to reflect: Are my goals aligned with the leader I want to become next year? Or am I holding on to outdated expectations?
 
The CORE of Readiness
In The Power of Connection, I introduced the CORE Method—Clarity, Opportunity, Relationships, and Execution. This framework is especially valuable in times of transition.
  • Clarity: Without clarity, every opportunity looks tempting—and overwhelming. Define what you want, and you’ll recognize the right doors when they open.
  • Opportunity: Opportunities are everywhere, but only visible to those scanning the horizon. Read industry reports. Attend webinars. Ask colleagues what trends they see shaping the future.
  • Relationships: Relationships are your career’s safety net. They catch you when change pushes you out of your comfort zone and lift you into spaces you couldn’t reach alone.
  • Execution: Preparation without action leads to stagnation. Execution means updating your résumé, applying for the role, sending the follow-up note, or finally saying yes to that committee seat.
When you live out CORE consistently, you don’t just survive change, you create it.
 
A Real-World Lens
I often see this play out in healthcare leadership. The landscape shifts constantly, policies change, technology evolves, organizations restructure. Leaders who have maintained clarity in their goals, nurtured broad networks across finance, operations, and patient care, and executed consistently are the ones tapped first for new opportunities. It’s not luck, it’s strategy.
 
And this isn’t just true in healthcare. In every industry, the professionals who thrive during transitions are those who have quietly prepared for the next season. They don’t wait for the storm—they build their umbrella in advance.
 
Final Reflection
Fall reminds us that change is both inevitable and necessary. The question isn’t whether your career will evolve,it will. The real question is: Will you be ready?
 
This season, commit to preparation. Update your tools. Sharpen your network. Revisit your goals. Anchor yourself in the CORE framework so that when change arrives,and it always does,you’re not scrambling. You’re already aligned, connected, and ready to execute.
 
The leaves may be falling, but your opportunities are waiting to rise. 

The Connector’s Brief

Navigating the Storm: Embracing Change in Healthcare Hiring Trends
 
For decades, healthcare has been called “recession-proof.” Through downturns, layoffs, and market swings, the sector kept hiring, often at rates that outpaced the rest of the economy. But August’s jobs report told a different story: the U.S. added just 22,000 jobs overall, far below expectations. Healthcare, once the economy’s anchor, showed signs of cooling. Job postings dropped nearly 9% nationwide, a sign that pipelines are shrinking even as payrolls remain positive.
 
This shift signals a pivotal moment for professionals in the field. As healthcare once stood resilient against economic fluctuations, the current landscape prompts us to ask: Are we prepared for what lies ahead?
 
The slowdowns we witness today serve as a wake-up call, urging us to adapt and evolve. Amidst these challenges, the concept of the **Leadership Equity Gap** emerges, a growing chasm between the outstanding work we do and the visibility it garners within our organizations.

The Cracks in “Safe Careers”

For professionals, the message is clear: no career path is untouchable. When resources tighten:
– Quiet contributors risk being overlooked.
– Leaders under pressure prioritize who they see adding value.
– Professionals who fail to adapt can find themselves vulnerable—even in historically stable fields.
 
Reflecting on my own journey, I’ve witnessed firsthand how crucial visibility is in navigating career challenges. During a previous downturn, I observed talented colleagues falling through the cracks, their contributions overlooked because they didn’t communicate their successes effectively. This gap is not just about skills; it’s about ensuring your accomplishments are recognized and valued.
 
As leaders, we must prioritize visibility, not only for ourselves but for our teams. When resources tighten, it’s often the quiet contributors who suffer. They become the unsung heroes whose efforts go unnoticed, leaving them vulnerable in an unpredictable job market. By advocating for their visibility, we strengthen our collective resilience.
 
Building Your Visibility Cushion
Resilience isn’t just about skills; it’s about proof, presence, and connection. Here are actionable steps to fortify your career:
 
1. Document Your Impact:
 Regularly track and share your achievements in quantifiable terms. For instance, “Our new workflow reduced patient intake time by 20%, saving the team 3 hours daily.” This not only showcases your contributions but also emphasizes your value to leadership.
 
2. Invest in Transferable Skills:
Focus on developing skills that are relevant across various industries. Communication, systems thinking, and adaptability are essential, acting as your safety net during market fluctuations.
 
3. Cultivate Connection Capital:
Build your network proactively. Engage with colleagues and industry peers, and foster relationships that can serve as support when opportunities become scarce. Remember, your network is your career safety net.
 
4. Stay Informed and Agile:
 Keep abreast of industry trends and be ready to pivot. Understanding market dynamics will empower you to anticipate changes and respond proactively.
 
Why It Matters Now
According to Barron’s, proposed Medicaid cuts could put nearly 477,000 healthcare jobs at risk over the next decade. That’s not alarmist, it’s reality, and it reminds us that job stability doesn’t come from industries; it comes from individuals who build equity in themselves.
 
In my book, *From Connection to Growth*, I discuss the importance of proactivity in career development. “Growth doesn’t come from standing still. It comes from choosing to move, before the world forces you to.” This sentiment resonates now more than ever. As we navigate these uncertain times, let’s commit to being proactive about our careers, ensuring our value remains undisputed.
 
As we reflect on the current state of the healthcare job market, let’s remember that stability comes from within. It’s not just about the industries we work in; it’s about the individuals who continually build equity in themselves through visibility, adaptability, and connection.
 
I invite you to take a moment this week to assess your own visibility. Are you effectively communicating your value? If the market shifted tomorrow, would your contributions be recognized?
 
Janaya Hernandez
Author | Speaker | CEO, Power of Connection LLC

The Connector’s Brief

Manifestation Without Connection Is Just a Wish

There’s an old saying: “What you think about, you bring about.”
 
For decades, this idea has powered the rise of manifestation culture. Vision boards. Affirmations. Journals filled with goals. The belief that if you think it, and believe it, you can achieve it.
 
I believe in manifestation. I’ve used it myself. But truth be told — manifestation without connection is just a wish.
 
You can journal every morning, whisper affirmations in the mirror, and picture the corner office in your mind. But if no one knows your vision, if no one is speaking your name in the right rooms, your goals remain stuck on paper.
 
Manifestation sets the direction. Connection accelerates the journey.

The Limitations of Positive Thinking

Positive thinking is powerful. Studies in neuroscience show that when we visualize success, our brains create new neural pathways that prime us to take action. Psychologists confirm that optimism strengthens resilience, persistence, and even physical health outcomes.
 
But here’s the catch: mindset alone doesn’t move mountains.
 
As Mel Robbins, author of The 5 Second Rule, reminds us: “You are never going to feel like it. You can’t wait for motivation; you have to create it.” Manifestation provides clarity, but without taking steps — and without relationships — it too often leaves us stuck in neutral.
 
Think about the people you know who are always manifesting, but rarely moving. It’s not that their dreams aren’t worthy. It’s that they’ve tried to carry them alone.
 
Why Connection Changes Everything
Here’s what the research says:
  • According to Gallup, people with strong social connections are 50% more likely to report thriving in their careers and overall well-being.
  • Career studies consistently show that up to 80% of jobs are secured through networking — not online applications.
  • Mentorship research proves that professionals with strong mentors climb faster and sustain success longer.
However , manifestation without connection is like planting seeds without soil. You can hold the vision, but it needs the right environment — your network — to grow.
Oprah once said: “Surround yourself only with people who are going to lift you higher.” That’s not just encouragement, it’s a strategy. Your network is your ecosystem. Your circle is your soil. Your connections are the very environment where manifestation takes root.
 
When Vision Meets Advocacy
Every leader we admire has a story where connection transformed vision into reality.
  • Brené Brown has spoken openly about how colleagues and mentors amplified her work on vulnerability, helping it reach stages and audiences she never imagined.
  • Oprah built her empire not only on belief but by creating and cultivating deep partnerships that carried her vision further.
  • Even in the business world, leaders like Larry Ellison didn’t build Oracle on manifestation alone — it was strategic alliances and trusted advocates that made it possible.
And if you look back at your own story, I bet you’ll find the same. Think about the promotions you’ve landed, the opportunities you’ve been offered. More often than not, it wasn’t just your talent on paper. It was someone, somewhere, saying your name in a room you weren’t in.
 
 The ACE Method for Manifestation in Action
This is why I built the ACE Method — because manifestation alone isn’t enough. You need a framework that brings it into the community.
  • Align: Positive thinking is your compass. Get clear about what you want and why it matters.
  • Connect: Share it. Speak your goals out loud. Post it, tell your mentor, or confide in a trusted colleague. That’s where vision grows legs.
  • Elevate: Allow others to help. Let your network open doors, amplify your voice, and multiply opportunities.
Manifestation without ACE is like setting a GPS but never starting the car. Alignment points the way. Connection fuels the journey. Elevation gets you there.
 
 5: Practical Ways to Manifest with Connection
 
If you’re ready to take manifestation beyond your notebook, here are four practical moves to try this week:
  1. Declare It Publicly
    Post one thing you’re manifesting on LinkedIn. You never know who in your network has the key to that door.
  2. Tell Your Mentor
    Mentors want to invest in action-takers. Share your vision so they know how to guide you — and who to introduce you to.
  3. Ask for Accountability
    Choose one colleague or peer to check in with. Manifestation thrives on consistent movement, not just belief.
  4. Build a Manifestation Circle
    Create a small group where everyone shares what they’re manifesting. Watch how connection multiplies possibilities.
A Story from My Desk
 
When I was writing Self-Equity and The ACE Method, I noticed a pattern: every breakthrough came after I shared my dream out loud.
 
I remember one specific moment. I had the idea for a new leadership program, but I hesitated to share it. I worried it would sound too ambitious. Truth be told, the moment I voiced it to a colleague, she immediately said, “I know someone who can help you make that happen.” That single conversation unlocked months of progress I couldn’t have achieved alone.
 
That’s why I believe so strongly in combining manifestation with connection. Belief creates clarity. Connection creates movement. Together, they create transformation.
 
So ,ask yourself: Am I manifesting alone, or am I manifesting in connection?
 
Ready for the exciting part !! Your next breakthrough isn’t waiting in your journal. It’s waiting in your network.
Manifestation sets the direction.
Connection accelerates the journey.
And together, they make elevation inevitable.

The Connector’s Brief

Beyond Recognition: Turning Representation Into Career Pathways

Representation Without Pathways Falls Short
Representation in healthcare leadership is often highlighted in glossy reports, annual diversity statements, or heritage month celebrations. These moments matter,but they are not enough.
 
If representation stops at recognition, we’ve missed the point. Visibility without opportunity is like a light with no switch. It shines for a moment and then fades. For representation to be meaningful in healthcare, it must translate into career development, sponsorship, and leadership pathways.
 
The gap between celebration and advancement is where too many talented professionals get lost. And it’s where leadership must step up.

The Leadership Gap in Numbers

According to national workforce data, Hispanic and Latinx communities represent nearly 19% of the U.S. population, yet they hold a disproportionately small percentage of healthcare leadership roles. Many are present in entry-level, frontline, and support positions.but not in decision-making spaces.
 
This lack of representation matters because leadership shapes:
  • Culture: who feels seen and valued.
  • Policy: how resources are allocated.
  • Trust: how patients perceive care and whether they engage.
A workforce can be diverse, but if leadership is not representative, the system still carries blind spots.
 
From Visibility to Advancement
  • Recognition is symbolic. It highlights culture and identity, often during special occasions.
  • Career development is strategic. It equips professionals with tools, opportunities, and advocates who ensure visibility leads to advancement.
That distinction is at the heart of this conversation. True representation is not just being “seen.” It’s being supported, sponsored, and given the space to grow into leadership.
 
The Mentorship vs. Sponsorship Divide
One of the most common career pitfalls for underrepresented professionals is relying on mentorship alone. Mentors are valuable—they provide advice, encouragement, and perspective. But sponsorship is where careers change.
  • Mentors talk to you.
  • Sponsors talk about you.
Sponsors advocate when you’re not in the room. They recommend you for stretch assignments, leadership programs, and promotions. For Hispanic and Latinx professionals who may be celebrated during heritage months but forgotten during succession planning, sponsorship is the missing link
 
Why Representation Is a Career Development Issue
Representation is not just a DEI metric,it’s a career development imperative. Here’s why:
  1. Role Models Inspire Pathways
    When professionals see leaders who share their cultural background, they believe advancement is possible. Role models normalize ambition.
  2. Trust Drives Engagement
    Patients and staff alike engage more when they see leaders who reflect their values, language, and lived experience. Engagement directly impacts outcomes.
  3. Culture Strengthens Teams
    Cultural authenticity is a leadership strength. Values like resilience, collaboration, and community aren’t just heritage—they’re strategy.
  4. Career Growth Creates Retention
    Retention is one of healthcare’s greatest challenges. When underrepresented professionals are overlooked for leadership, they leave. Representation tied to career pathways keeps talent in the system.
Organizational Strategies: From Symbolism to Structure
For healthcare organizations, turning recognition into strategy requires intentional action.
 
1. Leadership Development Pipelines
Create programs that prepare Hispanic and Latinx professionals for management and executive roles. Leadership potential must be identified early and cultivated.
 
2. Sponsorship Programs
Pair emerging leaders with senior executives who will advocate for their advancement. Sponsorship ensures recognition turns into opportunities.
 
3. Metrics That Matter
Track representation not just in hiring, but in promotions, leadership appointments, and retention. Celebrate numbers that reflect career growth, not just diversity snapshots.
 
4. Cultural Competence as a Core Skill
Make cultural leadership part of performance evaluations. Leaders should be measured by their ability to build inclusive, culturally responsive teams.
 
5. Diversify Governance
Representation at the board level is as critical as representation in the workforce. Governance drives long-term strategy, and diverse voices must be at the table.
 
Career Lessons for Professionals
For those navigating their own career ladders, representation begins with personal agency.
  • Tell Your Story. Don’t hide your cultural journey—use it to differentiate your leadership voice.
  • Seek Sponsors. Build relationships with people who can open doors, not just give advice.
  • Reject Assimilation Pressure. Authentic leadership builds stronger cultures.
  • Pull Others Up. The moment you have influence, use it to sponsor someone else.
  • Step Into Stretch Roles. Growth comes before readiness. Don’t wait for perfect timing.
Case Study: Sponsorship in Action
One healthcare system piloted a sponsorship initiative for underrepresented staff. Executives were tasked not just with mentoring, but with actively advocating for protégés in leadership meetings.
 
Within 18 months:
  • Retention of Hispanic/Latinx staff improved.
  • More employees entered leadership tracks.
  • Patient engagement scores rose in communities that had historically reported low trust.
This is what happens when recognition becomes strategy.
 
From the Author’s Desk
”This has been true in my own leadership journey. Early on, I often questioned whether I belonged at the table. Today, I understand that my presence is not only for me—it’s for those who will come after me.
 Representation matters because it signals possibility. But representation tied to career development changes systems. It creates ladders, not just spotlights.
“People don’t rise to titles alone—they rise because someone showed the
 
Final Reflection
Recognition is important. Celebrations of culture and identity should never be diminished. But for representation to transform healthcare, it must be strategic.
 
That means moving beyond visibility into advancement. It means pairing recognition with sponsorship. It means turning heritage into career ladders.
 
Representation is not symbolic—it is systemic. And when leaders commit to building pathways, they don’t just honor culture—they expand leadership itself.
 
Because when one person climbs, the entire system rises.
 
Janaya Hernandez
Author | Speaker | CEO, Power of Connection LLC

The Connector’s Brief

Networking Through Disruption: Why You Can’t Let Your Network Expire

The Lede: The Hidden Career Story in Healthcare Headlines
Healthcare is no stranger to change, but the last few months have underscored just how disruptive those shifts can be. Telehealth flexibilities are set to expire unless Congress acts, leaving providers, payors, and patients uncertain about the future of virtual care. Artificial intelligence (AI) is no longer a distant possibility but an immediate presence in diagnostics, triage, and clinical workflows. At the same time, sweeping federal restructuring and deep cuts to agencies like HHS and the CDC are shaking up the landscape of public health, compliance, and research.
 
At first glance, these are policy stories. Technology stories. Budget stories. But for every healthcare professional, they are also career stories. They define which skills will be in demand, which roles may disappear, and which leaders will stand out.
 
Here is the overlooked truth: if your professional network is stuck in yesterday’s world, it has already expired.
 

The Shifting Ground Beneath Healthcare Careers

For much of the last century, careers in healthcare were steady. Administrators climbed predictable ladders. Clinicians advanced along defined pathways. Policy specialists and compliance leaders built careers in environments that rewarded expertise and longevity.
 
That stability has eroded.
 
Today, roles can change overnight. A reimbursement decision can reshape entire service lines. AI can automate tasks once considered untouchable. Public health budget cuts can end programs, while new initiatives create unexpected opportunities.
 
In this new reality, the resume you polished last year may already feel outdated. Your skills matter, but so does your ability to anticipate what’s coming. And the fastest way to anticipate the future is through the people you are connected to.
 
A relevant network is now your best insurance policy. Without it, you risk navigating tomorrow’s healthcare environment with yesterday’s map.
 
Why Networks Expire
In medicine, nothing lasts forever. Medications have expiration dates. Technology cycles out. Clinical guidelines are updated. Even compliance rules sunset and reset.
So why do so many of us treat our networks as if they will remain valuable forever?
The reality is simple: networks expire when they no longer align with where your field is going.
  • A mentor who hasn’t engaged with digital health may still offer wisdom, but they can’t guide you through telehealth transformation.
  • A colleague who left the industry is still a friend, but they can’t connect you to opportunities in healthcare today.
  • Even long-standing allies can fade into irrelevance if they are not actively adapting to the system’s new realities.
An expired network doesn’t make the people less valuable. It makes the connection less relevant to your professional journey. If you are not refreshing your network, you risk being left behind even while working hard in your current role.
 
Disruption as Networking Opportunity
Disruption may close doors, but it always opens new ones. The leaders who benefit are the ones who have already built relationships in the spaces where opportunity is emerging.
 
1. Telehealth Uncertainty
Congress is debating whether pandemic-era flexibilities will remain. Organizations that rely heavily on remote care are in limbo, while others are investing in hybrid care delivery.
 
Networking Strategy: Build ties with professionals at the intersection of policy, technology, and clinical care. A connection to a policy analyst, a digital health innovator, or a clinician pioneering virtual models can give you early access to insights that shape decisions long before they hit the headlines.
 
2. AI Integration
AI is transforming patient care, from predictive analytics to virtual triage assistants. Hospitals are piloting programs at every level of the system.
 
Networking Strategy: Seek out cross-disciplinary translators. IT leaders who partner with clinicians. Physicians experimenting with AI-driven diagnostics. Administrators redesigning workflows around digital tools. These are the people who can help you see what skills and roles will be most critical in the next three to five years.
 
3. Federal Restructuring and Budget Cuts
Massive reorganization at HHS and steep cuts to CDC budgets are altering the public health landscape. Nonprofits, academic medical centers, and local health departments are bracing for change.
 
Networking Strategy: Stay close to advocates and public health leaders. They often sense funding shifts and regulatory changes before they surface in the mainstream press. Their perspective can alert you to career opportunities or risks long before they become obvious.
4. Cost Pressures and Consolidation
Employer health plan costs are projected to rise sharply next year. Hospitals continue to merge. Value-based contracts are tightening. Leaders at every level are being asked to deliver more with fewer resources.
 
Networking Strategy: Connect with finance and operations professionals. They are the first to see how organizations will restructure teams, invest in efficiencies, or prioritize leadership roles.
 
Connector’s Insight: Every disruption eliminates some opportunities while creating others. The professionals who thrive are the ones whose networks already stretch into the next wave of healthcare.
 
The Resilience Framework: ACE
So how do you prevent your network from expiring? By building it intentionally around resilience. My framework is called ACE: Align, Connect, Elevate.
 
Align
Clarify your goals in the context of where healthcare is headed. Do you want to lead through digital transformation? Shape policy? Drive operational excellence? Alignment ensures you seek out the right voices instead of adding random contacts.
Connect
Reach across boundaries. Clinicians should connect with finance leaders. Administrators should connect with policy makers. Policy experts should engage with technologists. The leaders who thrive are those who can speak across silos.
Elevate
Share what you learn. When you bring tomorrow’s insights back to your peers today, you become more than informed — you become a connector others rely on. For example, a manager who learns about new reimbursement changes from a policy contact and then translates that knowledge for their team becomes indispensable.
 
A Practical Playbook
To make this actionable, here are three moves to implement over the next month:
 
  1. Audit and Replace
    List the five people you’ve connected with most in the past six months. Do they reflect where healthcare is going, or where it was? Identify at least two new voices to add who are aligned with the future.
  2. Cross-Discipline Coffee
    Reach out to someone outside your usual lane — a digital innovator, a policy strategist, or a finance leader. Ask them simple, open-ended questions like:
  • “What’s the biggest change you’re seeing right now?”
  • “What opportunities do you think leaders are missing?”
  1. Be the Visible Connector
    Share your insights. Host a LinkedIn conversation, lead a small roundtable, or post a short reflection on an industry disruption. Visibility establishes credibility, and credibility attracts opportunities.
Closing Reflection
Healthcare disruption isn’t a problem to fear. It is an invitation — an invitation to adapt, to expand, and to strengthen your professional resilience.
 
Your resume will always matter, but it is static. Your network, if kept alive and aligned with the future, is dynamic. It moves faster than policy, faster than organizational charts, and faster than job postings.
 
So don’t let your network expire. Refresh it. Diversify it. Align it with tomorrow’s challenges.
 
Because in a field as relentless as healthcare, the best way to prepare for tomorrow is to connect with it today.
 
Janaya Hernandez
Author | Speaker | CEO, Power of Connection LLC

The Connector’s Brief

Has AI Changed the Way We Learn to Lead?

Can leadership be automated?
As AI reshapes how we work, learn, and make decisions, we’re forced to ask whether technology can truly teach what it means to lead, or if leadership is something only humans can model.
 
Artificial intelligence has quickly moved from being a futuristic tool to an everyday companion. We use it to analyze complex data, summarize research, write reports, and even simulate coaching conversations. It saves time, increases efficiency, and provides information on demand. But when it comes to leadership, developing judgment, resilience, and empathy, AI still lives in the shadow of something it can’t replicate, human experience.

The Evolution of Learning in Leadership

For generations, leadership has been learned through observation and experience. We studied those who came before us, absorbed lessons from mentors, and sharpened our abilities through real challenges. But today’s leaders are emerging in a world where mentorship is becoming less accessible and information is more abundant than ever.
 
AI systems now offer training modules that adapt to your pace, simulate crisis decisions, or provide feedback based on behavioral data. They can model good leadership language, teach negotiation frameworks, and provide endless reading lists on emotional intelligence. Yet even the most advanced system can’t model the nuance of empathy under pressure, the courage to speak truth in a tense room, or the intuition to know when silence says more than strategy.
 
Leadership is not simply a collection of competencies. It is a craft built through connection, shaped by stories, mistakes, and the subtle art of human reflection.
 
The Rise of AI as a Mirror, Not a Mentor
 
AI has become a mirror that reflects our patterns back to us. It can identify strengths, measure consistency, and flag opportunities for improvement. For leaders, this mirror can be powerful. It accelerates awareness and helps us evaluate behavior without bias or fatigue.
 
But what AI reflects, it doesn’t interpret. It doesn’t sit with you in discomfort, nor does it hold you accountable when your growth becomes inconvenient. True mentorship does.
 
Mentorship teaches emotional discipline, not through perfect metrics, but through lived imperfection. It reminds us that leadership isn’t just a skill, it’s a responsibility. AI can’t feel the weight of that responsibility, which is precisely why leaders still need human guides, not just digital tools.
 
The New Paradigm: Learning With AI, Not From It
 
Forward-thinking leaders aren’t resisting AI, they’re redefining its role.
Instead of treating AI as a replacement for mentorship, they’re integrating it into a blended model of learning, using technology to expand access, not eliminate connection.
 
AI can help surface insights that make mentorship conversations richer. It can help mentees identify gaps faster, allowing mentors to focus their time on strategy and emotional intelligence. It can help leaders track habits, improve communication patterns, and stay accountable to development goals.
 
In this way, AI becomes the assistant, not the architect, of leadership growth.
It can streamline knowledge, but only humans can synthesize wisdom.
 
The ACE Framework for AI-Era Leadership
 
As leadership learning evolves, your ACE Method™️ — Align, Connect, Elevate — offers a blueprint for balance in the digital age.
 
1. Align — Leaders must first align technology with purpose.
AI can provide endless tools, but without alignment, those tools become distractions. Every decision to automate or analyze should tie directly back to a leader’s values and mission. Alignment keeps data from diluting direction.
 
2. Connect — Connection remains the currency of leadership.
AI may connect systems, but leaders connect people. As automation grows, empathy becomes a differentiator, not an accessory. Leaders must intentionally build trust, mentorship networks, and psychological safety within teams, things no algorithm can sustain.
 
3. Elevate — True elevation comes from discernment.
AI can elevate our access to information, but only we can elevate our interpretation of it. The next generation of leadership won’t be measured by who can adopt technology fastest, but by who can apply it with integrity and foresight.
 
The Emotional Intelligence Gap
 
AI thrives on logic, yet leadership often thrives on emotion. Emotional intelligence, the ability to understand and manage your own emotions while recognizing and influencing those of others, cannot be coded into a system.
 
In leadership coaching, one of the most powerful moments is silence, when a mentor doesn’t respond with a solution, but with space. In that silence, leaders confront their assumptions, reflect on their intentions, and learn to self-correct.
 
AI doesn’t offer silence. It fills it. It rushes to respond, to generate, to complete. But leadership grows in reflection, not reaction. The leaders who will thrive in this new era are the ones who use AI to accelerate thinking, not to replace it.
 
Redefining Mentorship in a Machine-Driven World
 
The question is no longer whether mentorship will survive, it’s how it will adapt.
Digital mentorship platforms are already pairing early-careerists with experienced professionals across continents. AI-driven assessments are helping mentors personalize feedback. But what sustains mentorship is still the same as it has always been, trust, empathy, and accountability.
 
Mentorship in the AI era must become more intentional. Leaders must prioritize depth over data, making time for reflection, feedback, and real human exchange, even as technology simplifies everything else.
 
Because in the race for innovation, mentorship remains the pause that builds purpose.
 
The Leadership Dividend of Connection
 
When leaders choose connection, they build resilience, not just in themselves, but in their teams. Research continues to show that employees who feel mentored and supported are more engaged, innovative, and loyal. They also adapt faster to technological change, because mentorship cultivates curiosity, not fear.
 
AI can’t inspire culture. It can only analyze it.
Culture grows from conversation, empathy, and shared purpose. Those are human advantages, and they’re non-negotiable.
 
The organizations that will lead in the next decade will be those that pair technology with trust, analytics with authenticity, and automation with accountability.
 
Final Reflection
Artificial intelligence has changed how we learn to lead, but it hasn’t changed why we lead.
Leaders exist to serve, to connect, to elevate, and those are verbs no algorithm can replicate.
 
So as AI continues to evolve, let it be your ally, not your replacement. Let it sharpen your skills, but not soften your values.
Because while technology may advance the world, it’s still humanity that advances leadership.
 
Janaya Hernandez, DSL, MBA, MHA, CPHQ
Founder of Power of Connection LLC | Author of The ACE Method™️ & The Power of Connection™️
Helping professionals Align, Connect, Elevate.

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