In honor of Hispanic Heritage Month, observed each year from September 15 through October 15, we're highlighting the vital contributions and voices of the Hispanic and Latino communities within associations and beyond.

With all the hype about AI, automation, and the accelerating pace of change, it’s easy for leaders to feel overwhelmed. Add to that the constant recalibration of hybrid work, economic uncertainty, and shifting employee expectations, and many leaders find themselves anxious about how to keep up without losing sight of what truly matters.

Leadership is tested most in moments of disruption, and I was reminded of this recently when I shared a personal challenge with my team. What I expected to be an awkward explanation became something far more profound: a moment of compassion, gratitude, and connection. One colleague told me, “Thank you for trusting us enough to be vulnerable. We are here for you, always.” That exchange reinforced a lesson I keep coming back to: Humanity is the anchor that makes teams resilient.

Around the same time, during a call with ASAE’s Hispanic Association Executives group, I found myself in a deeper conversation with my colleague Carlos Cardenas. We compared notes on how our teams are navigating change, and we realized that my recent experience with vulnerability and his perspective as a veteran leader intersected in meaningful ways. We decided to continue the dialogue, and those conversations ultimately shaped the reflections in this article.

Technology may accelerate change, but leadership grounded in humanity, structure, and belonging remains the constant.

Leadership Is Human First

As I reflected on my own experience of leading with vulnerability, Carlos, who is a veteran, offered a perspective grounded in his service and leadership. “In the Marine Corps, clarity under pressure came from structure. A framework gave people confidence when things were uncertain. Leaders today can do the same by putting systems and data in place that cut through the noise. That gives their teams the space to connect and lead with authenticity.”

Our dialogue reminded me that leadership today isn’t about having all the answers. A willingness to say, “I don’t know yet, but I’ll figure it out with you,” is a competitive advantage. Authenticity is not a soft skill; it’s strategic. And together we saw how storytelling plays a central role — not just in inspiring, but in shaping culture and reinforcing resilience.

Storytelling Anchors Organizations

Carlos and I agreed that while data drives decisions, well-told stories drive alignment. “Sometimes the most effective story is drawn, not told. A whiteboard session can turn a messy process into a shared narrative that helps people see where they belong and how progress is possible. It’s how you make complexity visible and manageable,” he pointed out.

Stories about real people cut through the noise, strengthen culture, and help teams navigate change. They are the human context that not even the fanciest dashboards and most robust predictive models can replace.

Belonging Is the True Value Proposition

From our vantage point amid disruption, connection — not technical expertise — is the differentiator. As Carlos reminded me, “A drop in engagement, slower responses, or silence where there used to be participation often means someone feels overlooked. Leaders who notice and act on these small cues reinforce belonging before it unravels. Data used this way becomes an act of leadership, not control.”

AI might streamline workflows, but it cannot replicate the moment an employee feels seen and valued. Belonging — that feeling that you matter, that your voice counts, that you are part of something bigger — is the one thing technology can’t do. Organizations that invest in cultivating belonging see tangible results: higher engagement, stronger collaboration, and better retention. Today, belonging isn’t a perk; it’s a strategic necessity.

Change Is Inevitable, Growth Comes Through Small Wins

Carlos calls this “innovation by parts.” As he explained, “Instead of chasing one big transformation, leaders build momentum through smaller experiments. Each small win builds resilience, reduces fear, and shows the team that progress is real.”

Organizations that encourage continuous learning, skill-building, and experimentation outperform those that cling to the familiar. For leaders, this means the courage to create environments where employees are rewarded for curiosity and resilience, not punished for imperfection. When we celebrate small wins and invest in our own development, fear gives way to momentum. When we encourage our teams to pick up a new skill or explore the unknown, we set them up for success. Small wins and shared progress fuel momentum. Growth turns disruption into opportunity.

Humanity and Technology Together

Both Carlos and I see AI and digital tools as valuable only if they strengthen, not replace, community. As he notes, “Digital systems and, increasingly, AI agents can help us scale and make work easier. But the purpose is always belonging, connection, and leadership development.”

That led us to a shared conclusion: Leaders must invest in capabilities no algorithm can duplicate. Build teams grounded in purpose, lead with curiosity, strengthen cultures of belonging, and model transparency. When we lead with humanity, we don’t just survive disruption — we shape the future we want to see.

Hope, in this context, isn’t naive. It’s a strategy. And it’s the one we need now.