Power Hour — Video Script + Slides

Hi team. This is Power Hour — Girls Inc. of Greater Miami's 4-year career readiness program. What you're about to see is the redesign we landed on in May 2026 — what we're calling the Skill-Spine Edition.

The big change: we used to organize the program by E-level by year. Now we organize by skill. 18 named skills, grouped into 6 clusters, one cluster per session-month. Same skills every year — what changes is how deep she works them. That's vertical alignment. That's the spine.

Let's start with why. Miami-Dade is adding over 100,000 professional, healthcare, and tech jobs by 2034. Tech alone has senior roles paying 121 to 141 thousand. But women of color are being left behind. Hispanic women earn 55 cents on the dollar. Black women, 61 cents. Only 14 percent of girls are in traditionally male career pathways — and those are the high-wage ones.

And here's the stat that should stop us: only 2 percent of high school students in this country have ever completed an internship. Two percent. We're going to change that for our girls.

Here's the new spine: 18 skills, grouped into 6 thematic clusters, one cluster per session-month from November to April.

We start with Foundation of Self — reliability, learning agility, adaptability. The skills she has to build before she can build anything else. Then in December, Communication and Connection. January, Thinking Tools. February, Doing and Delivering. March is Influence and Advocacy — and that's where Leadership and Negotiation live as standalone skills, not buried sub-bullets. April is Innovation and Future Fluency — entrepreneurial mindset, design thinking, AI and tech fluency.

It reads like a year of growth: know yourself, connect, think, do, influence, look ahead. And every year, every girl, walks the same six clusters.

Vertical alignment is the move that makes this whole thing work. Same 18 skills every year. What changes is the rung.

Year 1, she's Aware — a curious observer. She can name the skill, she's done it once. Year 2, she's Practicing — using the skill with intention in low-stakes settings. Year 3, she's Applying — doing it in real, industry-reviewed capstone work. Year 4, she's Leading — modeling the skill for others, using it live in college applications, internships, jobs.

Across four years, that gives us 72 cells of evidence. 18 skills times four depth levels. Every cell has a behavior and a portfolio deliverable. That's the rubric. That's the spine.

The arc compressed from 7 to 6 sessions. November through April. One plus four plus one — Foundation, Development, Launch.

Session 1 in November is the Foundation phase, with the Cluster 1 content. We do the HelloInsight Pre-Survey here too. Sessions 2 through 5 are Development, each owning a cluster. HelloInsight Check-In moves to session 3. Session 6 is Launch — Cluster 6, the showcase, the post-survey.

And to make sure we don't lose the belonging runway from the old 7-session model, we add a separate orientation event in late October — family-attended, not counted in the six. That's where we introduce the spine.

Let me show you what one skill looks like across 4 years. Negotiation. In the original FL Chamber framework, negotiation lived as a sub-bullet under "Interpersonal Skills." We promoted it to standalone — because Power Hour is literally named for women in leadership, and the wage gap and the ask gap can't be a sub-bullet.

Year 1, she practices asking. For help, time, a turn. She does a wage-gap data literacy quiz. Year 2, she negotiates small things — a deadline, a role, a scope, in peer or mentor context. Year 3, she runs a salary negotiation simulation with an industry mentor and analyzes benefits. Year 4, she's negotiating live — a job offer, a scholarship, internship terms.

Same skill. Four rungs. Four deliverables. One ladder. That's vertical alignment.

Quick on provenance. Of the 18 skills, 13 come straight from the FL Chamber Foundation's 2019 Employability Skills Framework. We promoted two from sub-skills — Leadership and Negotiation. We split one — Networking and Relationship Building, out of the broader "Interpersonal Skills" umbrella. And we added two from our own E5 framework — AI and Tech Fluency, and Financial Resilience.

Here's why that matters for funders. The 18 map to three things: HelloInsight's Applied SEL constructs — that's our validated measurement. The America Succeeds Top 10 Durable Skills, drawn from 76 million job postings — that's labor-market alignment. And the FL Chamber 2019 framework — that's state employer endorsement. Same content, three legitimate credentialing claims.

Where this lands. First session is November 2026. First paid summer internships — 10 placements, 15 hours a week, 5 to 6 weeks each — start summer 2027. We're funding those either through the SYIP feeder, where wages are covered by the Children's Trust, or through a direct pipeline at about 1,500 dollars per intern.

What's still open: the pre-program orientation event, the 24 sector-flavored cluster variants we need to build, the T4 employer pipeline — we want 5 to 10 partners by February 2027 — and the final name for Cluster 5.

That's the redesign. 18 skills. 6 clusters. Same skills every year, deeper every year. Real internships. Real launch. Thank you.