Sailor Spotlight! Aviation Electronics Technician 3rd Class Alton Laussade

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Two Sailors aboard USS Chung-Hoon

Aviation Electronics Technician 3rd Class Alton Laussade, (left), from Raceland, Louisiana, and Aviation Machinist’s Mate Airman Remely Culas, (right), from Garden Grove, California, clean the main rotor pylon of an MH-60R Sea Hawk, with Helicopter Maritime Strike Squadron (HSM) 37, aboard the Arleigh Burke-class guided-missile destroyer USS Chung-Hoon (DDG 93).

Chung-Hoon is underway conducting routine operations as part of Carrier Strike Group (CSG) 3 in the U.S. Pacific Fleet area of operations. The men and women in the U.S. Navy are deployed around the clock and ready to protect and defend America on the world’s oceans.

(U.S. Navy photo by Mass Communication Specialist 3rd Class Logan C. Kellums)

Practical Resume Advice for Military Veterans

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Man holding a sign that says "Sell Your Skills"

Switching careers takes courage. And veterans know a thing or two about courage. But when military personnel finish serving their country and look to re-enter civilian life, they need more than just strong nerves to make the transition to a new career. Finding a job demands practical strategies.

For veterans, the struggle is often aligning the skills and experiences they’ve gained in the military with the types of jobs that exist outside the military. On top of that, long-serving veterans don’t have a lot of experience with resume making.

Not to worry. This post is all about helping those that have served in the armed forces create resumes as they seek out civilian positions.

We love bringing insights from job recruiters into the products and resources we offer. So, after talking with recruiters about their experiences hiring veterans, we’ve focused this post on the following areas:

Keep in mind that there are plenty of other considerations when making a resume. So be sure to also see our guide on how to build a resume in 2019.

Best resume format for military veterans

There are three different resume formats that are typically used for resumes. For veterans, the most suitable choice is what is called a “functional” or “skills-based” resume format.

Why this? Well the logic behind the functional format is that it gives greater attention to the skills a person has developed. This stands in contrast to the “reverse chronological” resume format, which offers more space for a person to outline a long employment history in order to demonstrate career progression.

Many veterans have spent much of their working life in the military, so their employment history is really one employer – even if they have progressed through different roles or ranks.

That being the case, listing all the positions and responsibilities over a military career often isn’t the best strategy for persuading recruiters in the public or private sector.

This is because recruiters often aren’t familiar with the types of work military personnel undertake, and therefore may not see the applicability of military experience.

To avoid this problem, veterans should focus less on describing their former roles/responsibilities, and instead focus on highlighting the skills they have gained that are directly relevant to the position they are seeking.

Sample of a Military to Civilian Resume

military veteran resume example

Continue on to Novoresume.com to begin building your resume!

Husband & Wife – Both Military Vets – Launch #1 Mobile Flooring Brand Together

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Lorrie, Lewis Willey stand posing in front of their Floor Coverings van in Colorado Springs, CO

When you are thrown a few curveballs in your working career, you sometimes have to take control of your own destiny, and that’s just what Lewis and Lorrie Willey did when they each decided to leave their jobs and make the most of their new life in Colorado Springs by becoming franchisees with Floor Coverings International, whose representatives visit customers’ homes in a Mobile Flooring Showroom stocked with thousands of flooring samples from top manufacturers.

Both Lewis (U.S. Air Force) and Lorrie (U.S. Army) are veterans. Although the couple had spent many years living in Amarillo, Texas, Lewis had always said he would like to retire to Colorado Springs after having been stationed at the Air Force Academy and the couple frequently vacationed in the area. Working as a dialysis nurse, Lewis had the opportunity to relocate to Colorado Springs in 2017. They moved that fall and Lorrie had hoped to continue her executive career with a large insurance company by working remotely from Colorado Springs, but she “retired” after being unable to do so.

Complicating matters even more after their relocation, Lewis was asked to work at a clinic in Alamosa – a three-hour drive from Colorado Springs – several days each week. “He would drive down on Monday and drive back Wednesday or Thursday,” Lorrie said. “It was not what we had in mind when we moved to Colorado and it did not fit our lifestyle ideas. We started looking for other opportunities and got connected with a franchise broker. He showed us what a franchise could do for us in terms of working together to build a future in preparation for retirement down the road.”

Now the couple couldn’t be happier. Lewis had previous experience as a property claims adjuster and he’s been putting those skills to work as a Design Associate, visiting customers’ homes and advising them on appropriate flooring types for their needs. “His knowledge of housing materials, measuring and estimating made him a great fit for that role,” said Lorrie, who will be overseeing the office manager and project coordinator, as well as building community relationships and the Floor Coverings International brand.

In Floor Coverings International, the Willeys found a company that has tripled in size since 2005 by putting a laser focus on consumer buying habits and expressed desires, its impressive operating model, growth ability, marketing, advertising and merchandising. Floor Coverings International further separates itself from the competition through its customer experience, made up of several simple and integrated steps that exceed customers’ expectations. Floor Coverings International also has a very strong commitment to community involvement, led by CEO Tom Wood.

“We assessed six different business models and decided that Floor Coverings International had the best business model, the best match for us in terms of utilizing our existing skill sets, and enough moving parts to really challenge us,” Lorrie said. “We also identified closely with their moral code of ethics, their customer service model and their community involvement with Ronald McDonald House, Habitat for Humanity and St. Jude Children’s Research Hospital.”

ABOUT FLOOR COVERINGS INTERNATIONAL

Floor Coverings International is the #1 Mobile Flooring Franchise in North America. Utilizing a unique in-home experience, the mobile showroom comes directly to the customer’s door with more than 3,000 flooring choices. Floor Coverings International has 150-plus locations throughout the U.S. and Canada with plenty of opportunity for continued expansion in 2019. For franchise information, please visit flooring-franchise.com and to find your closest location, floorcoveringsinternational.com.

How to Hire Veterans

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Woman shaking hands with recruiter

There are more than 21 million veterans of the U.S. armed forces, and many of these veterans have been trained on general as well as technical skills in their military careers.

From food service to technical support, the armed forces impart a great many skills on veterans, and employers reap the benefits of this training when they hire veterans.

Veterans are also very team oriented and have years of experience cooperating with their peers to meet objectives set by team leaders.

This article answers these questions and others you may have when you hire a veteran:

  • How do I hire veterans?
  • Where can I hire veterans?
  • Where do I post jobs to hire veterans?
  • How to find veterans to hire?
  • What are the benefits of hiring veterans?

 

Benefits of Hiring Veterans

While the main thought of many employers is “I want to hire a veteran,” other employers may be wondering more about the benefits of hiring a veteran.

We’ve talked about some of the benefits of hiring veterans, like experience working in teams, but there are hard cost benefits to hiring veterans, other than the experience that veterans have.

Here some of the most tangible benefits of hiring veterans:

  • Employers can get a tax credit of $5,600 for hiring eligible veterans and a $9,600 tax credit for hiring disabled veterans.
  • Veterans are trained on specific technical skills by the armed forces.
  • Veterans are trained in hundreds of general tasks while in the armed forces.
  • Veterans are trained to work cooperatively with their team and are loyal to these teams.
  • Veterans are able to receive support from their government in their education, reducing the cost of any continued education benefits your company offers.
  • Veterans are trained to use effective leadership techniques.

 

How to Find Veterans to Hire

When it comes to hiring veterans, many employers feel like they are in a situation like this:

“I want to hire a veteran, but I don’t know how to find veterans to hire or how to hire a vet.”

If you are wondering where to hire veterans, there are many resources offered to veterans to help them find jobs after they transition out of working for the armed forces.

Where to Post Jobs for Veterans

By advertising open positions on veteran-specific job boards, you can reach thousands of veterans in your area.

You can also use your Glassdoor Employer Profile to feature your commitment to hiring veterans badge, pro-veteran messaging, fun pictures of your employees and reviews from current and former veteran employees.

Another way to find veterans to hire is by using your company’s social media profiles to post about how you are a “veteran friendly employer.” You can also use pro-veteran hiring hashtags along with #jobs or #hiring, such as #vets, #veterans or #SOV (support our veterans) when posting links to your job descriptions on social media.

You can also contact local veteran support organizations and tell them that you are a veteran-friendly business. This way, you can generate local interest in your job opportunities and get a large, skilled demographic in your area engaged in working for your company.

How to Hire a Veteran

Hiring veterans is no different from hiring any other employee. Their time in the armed forces should be viewed like any other job on a resume, and interviewing them about this experience should be focused on exploring the skills they gained in this period.

When reviewing a veteran applicant’s experience, you can ask questions like these about the applicable skills they learned in the armed forces:

  • What technical skills were you trained in that you will use in this job?
  • How many years have you been using these skills?
  • Which soft skills did you learn in the armed forces that will help you do well in this job?
  • What other experience did you gain in the armed forces that will help you succeed in this job?

Their other professional experience should be covered as well, but don’t be intimidated when going over their time in the armed forces.

They gained an immense amount of experience in the armed forces, and to determine that they are a good hire, you will need to explore the professional experience and skills they developed.

Source: www.glassdoor.com

Looking for a STEM Job? Head to These States

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army woman sitting at desk in a wheelchair smiling in to camera

Milken Institute’s 2018 State Technology and Science Index, a biennial assessment of states’ capabilities and competitiveness in a tech-focused economy, ranked the top ten states to pursue a STEM career.

  1. Massachusetts
  2. Colorado
  3. Maryland
  4. California
  5. Utah
  6. Washington
  7. Delaware
  8. Minnesota
  9. New Hampshire
  10. Oregon

“The success stories of states profiled in this year’s index reflect sustained efforts to not only build but to maintain their ecosystem,” said Kevin Klowden, executive director of the Milken Institute Center for Regional Economics. “Making the changes that are necessary to perform well on the State Technology and Science Index can contribute to stronger long-term economic performance.”

Massachusetts benefitted from the presence of major research universities, the availability of venture capital, entrepreneurial expertise, and a tech-oriented workforce, according to the report. The state was first in three of the index’s five composite indexes and finished third in another. Massachusetts continues to strengthen its position in tech and science by increasing public funding of neuroscience research, cybersecurity innovation, and startup development.

Utah’s move to fifth was driven by tech-sector employment growth – the fastest in the nation – averaging 4.3 percent annually. The state also had the most university graduates with degrees in science and engineering – 15.4 per 1,000 students. Utah stood out for the success of its universities in spinning research into commercial ventures.

Delaware rose to seventh from tenth, strengthened by an increase in venture capital invested in technology companies. The Legislature authorized a 25 percent tax credit for small companies (those with fewer than 25 employees) engaged in research and development in specific high-tech fields. The state ranks fifth in the number of business startups with 53.4 per 1,000 residents.

The State Technology and Science Index provides a benchmark for policymakers to evaluate their state’s capabilities and formulate strategies for improving STEM education, attracting businesses, and creating jobs in the tech sector. Indices considered in the report include the number of patents issued and doctoral degrees granted in each state.

“Investing in human capital and developing a STEM workforce is crucial for regional economies that want to attract large technology companies and the jobs they bring,” explains Minoli Ratnatunga, Milken Institute’s director of regional economics research.

In addition to the index, the report offers case studies that examine issues such as non-compete contracts that limit employee mobility, along with access to higher education in building a vibrant, adaptable workforce.

Drawing on this data, the report recommends four steps policymakers can take to improve their state’s competitiveness:

Increase scholarships and other financial aid to lower the cost of higher education for in-state students who plan STEM careers.

Better align STEM curriculums to make it easier for students to transfer credits from lower-cost two-year colleges to four-year institutions.

Encourage partnerships between higher-education institutions and private companies to provide students with work experience to improve workforce readiness and job placement.

Make employee noncompete laws less restrictive to encourage a freer exchange of ideas and talent among tech companies.

The index draws on data from government and private sources dating from 2015 to 2017, including the Bureau of Labor Statistics, the National Science Foundation, the Small Business Administration, the American Community Survey, and Moody’s Analytics.

Source: milkeninstitute.org

Working With A New Canvas, Air Force Vet Confident, Excited About Transferring Skill Set

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Nick and MelissaMurray pose outside in their franchsie outfits

(CHATTANOOGA, Tennessee)—Nick Murray is transitioning from a military officer to a civilian and small-business owner.

But thanks to his experience and attitude, it has all worked like clockwork and with nary a worry, with the biggest benefactors being the clients of Murray’s CertaPro Painters franchise, which launched in 2018 and serves customers throughout the greater Chattanooga metropolitan area.

CertaPro Painters is America’s largest and most-referred painting company. “In an industry that typically lacks exceptional customer service and involves production management, it sounded like a great challenge to me,” said the four-year veteran of the United States Air Force.

The 28-year-old Murray performed contracting duties in the United Kingdom, Iceland and here at home during his Air Force career, purchasing commodities, services and construction while adhering to all federal regulations and initiatives. That discipline, Murray believes, gives him an edge in being a small-business owner with CertaPro Painters, whose best-in-class operational systems and procedures make it the most professional business model in the industry and its satisfied customers are the direct benefactors.

“Military experience has enhanced my ability to execute at a high level while providing a strong foundation for the contracting industry,” Murray said. Murray met his wife, Melissa, who assists in the business, when they were both in ROTC at the University of Kentucky. While the couple was stationed at Robins Air Force Base in Georgia for two years, they made a few visits to Chattanooga and liked what they saw, especially since it meant being closer to family. “We decided Chattanooga was where we wanted to start our family and our next chapter,” Murray said. “I was confident in my contracting abilities and enthusiastic about the opportunity, so with Melissa’s support, we decided to join the team and purchase the CertaPro franchise here in Chattanooga.”

Commercial and residential painting is an estimated $60 billion industry in the U.S. and Canada. CertaPro has been consistently ranked No. 1 by Entrepreneur magazine in its category and boasts a customer referral rate that exceeds 95 percent.

About CertaPro Painters
Founded in 1992, Audubon, Pennsylvania-based CertaPro Painters is the largest painting company in North America. With more than 350 independently owned and operated franchises worldwide, CertaPro provides a customer-driven painting experience for both residential and commercial properties that is unparalleled in the industry. The company’s stellar service and proven business system have made CertaPro North America’s most referred painting company. For more information, visit www.certapro.com

A Salute To Paul Davis Restoration Franchisee And Marine, Chris Waddell

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Chris Waddell walking out of his mobile restoration unit

Paul Davis Restoration salutes Chris Waddell, Marine Corp. veteran and owner of Paul Davis of Northwest Kentucky located at 1030 Amiet Road in Henderson.

Prior to becoming a franchisee, Waddell was the operations manager for the Paul Davis office in Evansville, Indiana. He began his restoration career as a water mitigation technician in 1998 after his honorable discharge from the Marine Corp.

“My father worked for the company’s Louisville office during the 1980s before becoming a franchisee himself in 1985,” he said. “I’ve been around Paul Davis and its great business model since about the age of seven, “Waddell laughed. “I helped when I could and accompanied my Dad to work sometimes as a kid so it seemed a natural fit to work for him at his Evansville office after my military service.  I developed the water mitigation program there and was the lead water technician for nearly 10 years before moving into an associate position.”

Waddell and Paul Davis team members hold a myriad of certifications from The Institute of Inspection, Cleaning, Restoration and Certification (IICRC) and many other qualifications in the restoration industry.

Paul Davis is a leading provider of fire, water, mold, and storm damage restoration, reconstruction and remodeling services along with large loss response and contents cleaning for residential and commercial properties.

Visit at https://northwest-kentucky.pauldavis.com/.

About Paul Davis Restoration

For more than 50 years, Paul Davis Restorations Inc. has restored residential and commercial properties damaged by fire, water, mold, storms and disasters. The experts at Paul Davis understand the complex process of recovering from property damage and provide complete services; there is no need for the expense and confusion of hiring multiple contractors. Paul Davis is a one-stop shop for disaster damage and restoration. Paul Davis Restoration has more than 300 independently owned franchises in the United States and Canada. The professionals at Paul Davis are certified in emergency restoration, reconstruction and remodeling. For more information, visit the company website at www.pauldavis.com.

After Winning Medals In Afghanistan, Veteran Brings Number One Home Inspection Company To Pasadena, CA

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Spencer Velez poses in uniform) in a military vehicle

Spencer Velez knows how to use his expertise and skills. He served in the U.S. Marine Corps for 14 years. The now 35-year-old deployed to Afghanistan in 2011 as a part of Operation Enduring Freedom and was awarded the Navy and Marine Corps Commendation Medal for superior performance of duties while serving in a direct combat service support role.

As if those achievements weren’t enough, Velez then completed graduate school at the University of Southern California (USC) earning a Master of Business for Veterans (MBV) degree in a program designed to leverage the management and leadership experience gained during military service.

While attending graduate school, he applied these skills to his role in Corporate Compliance with The Walt Disney Company. In that role, he ensured wherever Disney products were manufactured, the workers were provided a safe and inclusive environment.

In May, he added a Pillar To Post Home Inspectors® franchise to round out his business skills. Velez will serve homebuyers and sellers throughout Pasadena, South Pasadena, San Marino, Alhambra, Altadena, La Cañada Flintridge, Glendale, Burbank, Sierra Madre, Arcadia, Rosemead, Monterey Park, Los Angeles and surrounding areas.

Spencer Valez smiling in headshot
Spencer Valez, Pillar to Post Home Inspectors

The brand is a favorite among veterans such as Velez. Pillar To Post Home Inspectors is a member of VetFran, a program of the International Franchise Association that helps vets purchase franchises and it has achieved 5-star status in that program, the top ranking possible. In 2018, one-third of new Pillar To Post Home Inspectors franchisees were military vets. “Pillar to Post provides a service that brings people happiness and positively impacts the community by educating the client about the home – purchasing a home is a big and exciting step and we are a part of that journey,” said Velez. “I have great plans to grow the business to its maximum potential with multiple professional home inspectors and valuable services. I will be a leader built on a reputation of respect and hard work which I learned through my military service.”

Pillar To Post Home Inspectors, is the brand to which more than three million families have turned to for 25 years to be their trusted advisor when buying or selling a home. Consistently ranked as the top-rated home inspection company on Entrepreneur Magazine’s annual Franchise500®, Pillar To Post Home Inspectors is enjoying its 19th year in a row on that list.

A professional evaluation both inside and outside the home is at the core of Pillar To Post Home Inspectors’ service. Pillar To Post Home Inspectors input data and digital photos into a computerized report that is printed and presented on site. All information is provided to clients in a customized binder for easy reference, allowing homebuyers or sellers to make confident, informed decisions.

About Pillar To Post Home Inspectors®
Founded in 1994, Pillar To Post Home Inspectors is the largest home inspection company in North America with home offices in Toronto and Tampa. There are nearly 600 franchises located in 49 states and nine Canadian provinces. The company has been named as Best in Category in Entrepreneur Magazine’s Franchise500® ranking for 19 years in a row. Long-term plans include adding 500 to 600 new franchisees over the next five years. For further information, please visit pillartopostfranchise.com.

This is what it’s like to be a working military spouse

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Military Spouse with family

The hunt for a steady job can be daunting for military spouses, a quarter of whom are reportedly unemployed. All military spouses are faced with unpredictability, which often makes them less attractive to employers,but wives–who account for more than 90% of military spouses–are also subject to the issues that all women contend with in the workplace, from the gender pay gap to the motherhood penalty. Even among military spouses, men are more likely to be gainfully employed: According to a recent Blue Star Families survey, about half of male spouses work full-time, while just 27% of female spouses do. Women’s earnings potential is also compromised, with just 19% of female spouses making more than $50,000, as compared to 44% of male spouses.

But working, period, is a challenge when an active duty spouse can be deployed for months on end. “You’re not a single parent,” one military spouse told me. “But you’re a sole provider for your children, and your spouse has no predictability. They can’t control anything about when they’re there or not. Sometimes you’re in the middle of breakfast, and they leave, and you don’t know when they’re coming back.” For some spouses, entrepreneurship or remote work is the answer, but that brings its own challenges. We talked to three military spouses about what it’s like to find work while juggling unpredictable schedules and childcare responsibilities.

“I had to have three different back-up nannies”

“I think being a military spouse is the privilege of my life thus far,” says Maggie, who is now an entrepreneur. “But it’s really hard.”

Maggie, who has been a military spouse for eight years, has lived in more than seven states; her husband is usually gone about six months out of the year. She started her own company about three years ago, after working in a number of tech roles. “One of the things I’ve found really wonderful about being an entrepreneur is that it’s allowed me to have a high degree of flexibility,” she says. “But I wouldn’t say that my story is necessarily typical.”

For military spouses like Maggie who are parents, juggling work with childcare is even more of a challenge, since their spouse may have to leave at a moment’s notice. “It’s not just like a business trip,” she says. “They’re out for weeks or many months, and you’re not able to anticipate when they’re going to depart or come home.” To prepare for a recent weekend work trip, Maggie had to put three nannies on hold to take care of her four-month-old and two-and-a-half-year-old.

And yet many military spouses gravitate toward jobs in, say, education or healthcare–roles that don’t necessarily offer flexibility and require different licensing by state. In dual military families, Maggie says the woman may often choose to step back from an operational role. Despite the prevalence of remote work, Maggie hasn’t seen a big shift in military spouses working remotely. The remote opportunities are fewer for military spouses, she says, and especially if they work in fields like nursing. “You don’t see a lot of highly skilled remote-work opportunities,” she says. “A lot of the communities aren’t necessarily hubs of innovation. So how would you even establish the relationships to have those opportunities?”

Though there are now many initiatives to help veterans join the civilian workforce, companies don’t necessarily try to recruit military spouses–and in fact, they’re often biased against them. “One of the challenges is that it’s kind of out of sight, out of mind,” Maggie says. “People don’t remember that we’re still in Afghanistan. It’s kind of forgotten that deployment cycles are still very much a reality in these communities.” She adds that it would serve companies well to recruit military spouses for remote work. “If companies are looking for people to do certain types of remote positions, it would be a fabulous community to tap into,” she says. “You’d find a hungry workforce.”

For Maggie, a key motivator to start her own business was having women in her life who showed her what her career could look like. It also helped that she had cofounded software companies prior to becoming a military spouse. “I think I had role models in other women who were like, There is a way to navigate this,” she says. “Largely it’s been about seeking mentors. If a military spouse wants to start something, there are ways to do it.”

“It’s just different being a male spouse. You get excluded a bit”

David was a college basketball coach for 20 years. That changed when he married someone in the military four years ago. Since then, David and his family have lived in three different places, and in a few months, they’ll be making their way from North Carolina to Washington, D.C. “Those [coaching] jobs are pretty limited,” he says. “It’s not like I was a lawyer or a mechanic–jobs that are anywhere in the world.”

David struggled to find a professional coaching job that would be close enough to his family and where his wife needed to be. When he applied for an athletic director’s position at a junior college, he made it to the final round of interviews and then didn’t get the job, partly because he was a military spouse, he believes. So he now works remotely part-time for a company his friend started, which runs a college basketball tournament in Jamaica. (In general, he says, the male military spouses he knows work remotely.)

“I could live anywhere in the world as long as I have my phone and computer,” he says. He concedes he could have taken a different type of job altogether, if something in the realm of coaching wasn’t a viable option. “If I wanted to get a job at Kinko’s or something like that, I’m sure I could probably do those kinds of jobs,” he says. “But something in a professional field is a little more difficult.”

It was also important to David and his wife for one of them to stay home with their children, since they welcomed a new daughter two months ago. “You can’t pass up the time that you could spend with your kids,” he says. “I’ve been there every day with my daughter, and luckily, I found something where I can still work at home and be around the kids and make it work.” When you’re a military family, he points out, you also can’t rely as much on family support. “The odds of you living by your family are pretty slim,” he says. (Last year, when David had to fly to Jamaica for work, his wife was also deployed; they had to ask her aunt and uncle to stay with the kids for a week.)

As a male spouse, David sometimes feels like he isn’t always included in the military spouse community. Many spouses tend to be in pink-collar fields like nursing and teaching, he says, or run small businesses out of their home. When work opportunities arise, they’re often directed at women; some of the workshops offered to military spouses school them in how to start a successful Avon business, for example. “It’s just different being a male spouse,” he says. “There are groups on Facebook, but it feels like you’re the only male. They’ll write, ‘Hey ladies, this opportunity opened up that is perfect for us,’ but you don’t really fit that bill. So you get excluded a bit.”

Continue on to Fast Company to read the complete article.

When to Start Your Military Transition

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transitioning veterans

Should you stay or should you go? It’s a question everyone asks at various points in their career, and one with specific importance for service members.

The military transition process involves numerous factors—from finding a job to navigation of the VA system.

Steve Leonard—aka, Doctrine Man—is a retired Army colonel and the program director for the Master of Science program in Business and Organizational Leadership at the University of Kansas. He’s also the creator of the popular Doctrine Man, a humorous military cartoon that blossomed into an online brand with nearly 200,000 followers. Leonard discusses his own military transition and the important considerations for every service member.

“The lesson that I took from my own transition … was that you never know everything that you need to know to make a successful transition until after you transition,” Leonard said. Another fatal flaw is attempting to go through the process alone. Because the process is personal, the one-size-fits-most approach of standardized training is not going to tell you what you need to know.

Transition Tip #1: Find a Mentor

“You kind of have to find those areas that are important for you, and then find a coach or mentor to help you in the process,” Leonard said. “You don’t take on the VA without a coach or mentor.”

Whether it’s navigating the process of applying for VA benefits or health care, finding a contract or civilian job, or relocating to a military-friendly state—when it comes to almost any aspect of the transition process, you can find individuals within your military network who have faced the same questions before. If you don’t have them, be proactive in reaching out to find those who can help.

“If you want to get a job in the GS [civilian service] system, don’t wait until you’re retired, or you’re sitting in the ACAP [Army Career and Alumni Program] system,” Leonard said. “Find someone who’s done it. Find someone who understands the process.”

Transition Tip #2: Have a Plan

“I went through executive ACAP, and you could have drawn a line and split the class in two halves of the people who wanted to start T-shirt businesses and the other half, who wanted to start CrossFit gyms,” said Leonard. “No one knew what they were going to do, and they were all within months of transition.”

If you’re planning to start your own business, you should have a business plan, know the tax laws, and be prepared for the financial and administrative aspects of running a business, notes Leonard. And the earlier you do that, the better. Don’t count on the transition program to give you all of the information you need to know.

“We tend to look at things as, you’ve served X number of years, the military’s going to take care of you on the way out,” said Leonard. “That may be true to some extent. But don’t expect them to hold your hand all the way through transition.”

Transition Tip #3: Take Jobs That Push You Out of Your Comfort Zone

The skills that help you with your post-military career may be skills you acquire from unexpected assignments. That’s why lifelong learning and a successful transition go hand-in-hand. If you’ve focused on making the best of every job along the way, you’re more likely to have both skills and a network of mentors to assist you navigating that post-military career.

For Leonard, one of those assignments was running a strategic communications office—despite not being a public affairs officer or having a communications background. It was a job he didn’t want, but one that turned out to be invaluable for helping him navigate his worth and role after the military.

“That was a job that helped me learn about branding, marketing, and my own professional value outside of the bounds of what I was doing,” said Leonard. For many service members, toward the end of their career, the temptation may be to take the easy job that allows more down time versus the challenging job that requires more effort. But if you’re looking to keep gaining value from your career all the way to the finish, that’s the wrong approach.

“Maybe handing out towels at the gym for the last year you’re in the military isn’t what you need to do,” notes Leonard.

When it comes to seeking out new positions and tackling unwelcome assignments, the approach you take directly relates to what you’ll get out of every position—and how it will help you in your overall career.

“I believed all along that if I focused on making a difference, things would work out,” said Leonard. “And generally, that proves to be true. There’s a silver lining in every cloud, you just have to find it. Even the worst assignment will play out, but you have to find a way to make it work for you.”

Source: news.clearancejobs.com

International Delight Kicks Off Military Appreciation Month By Announcing Partnership With Pets for Vets

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Pets for Vets logo

Broomfield, Colo. – [May 1, 2019] – In honor of Military Appreciation Month, International Delight has committed $150,000 to support the national organization Pets for Vets. The creamer brand also launched S’mores, a new limited-edition flavor, which features the Pets for Vets pawprint logo on every bottle.

This debuts as part of the brand’s limited-edition, Americana-themed summer collection. International Delight developed this summer collection to encourage its fans to support this cause dedicated to hugs and companionship.

International Delight values Pets for Vets’ mission to help shelter animals find loving forever homes with veterans. This contribution is anticipated to cover the cost of a number of initiatives, including:

  • 30 veteran and pet matches
  • Continued education for Pets for Vets trainers
  • Medicine and preventative supplies for matches

“The opportunity to match veterans with a new companion and give pets in need loving homes struck a chord with us and we knew from our first conversation that we had to get involved,” said Jessica Strouse, senior associate brand manager for International Delight. “We are proud to support the Pets for Vets team with a contribution, and also to have the opportunity to use our beloved brand to raise awareness for their efforts with the addition of their symbol to our latest launch — International Delight S’mores Creamer.”

More than 6 million pets enter shelters in the United States each year, and 20% of returning military veterans suffer from post-traumatic stress disorder (PTSD). Pets for Vets uses the powerful bond between humans and animals to help both by pairing them together.

“We’re incredibly thankful for this support that will help us reach more veterans and shelter animals than ever before, and we’re thrilled this partnership goes beyond just a contribution thanks to International Delight’s dedication to raising awareness of our efforts,” said Clarissa Black, founder of Pets for Vets. “Since we began in 2009, we’ve been fortunate to do a lot of great work and working with International Delight will help us do even more.”

Celebrating summertime, the contributions of veterans and love for pets, the full Americana-themed collection features red, white and blue packaging across the brand’s French Vanilla and Cold Stone® Sweet Cream varieties, as well as the new S’mores variety. Bringing a campfire to your coffee cup, International Delight S’mores Creamer combines the chocolate, graham cracker and marshmallow flavors of the nostalgic summertime treat.

The full Americana-themed collection is available in grocery and mass-market retailers nationwide for a suggested retail price of $3.79. For more information on Pets for Vets, including how to get involved in a nearby chapter, head to petsforvets.com.

About International Delight®

International Delight® was launched in 1987 and was the first flavored, liquid, non-dairy creamer on the market. There’s an art to the perfect cup, and we celebrate a masterpiece of flavor fantasy every single time. We’re flavor crazy and black coffee just does not exist in our universe. Never has, never will. International Delight® Iced Coffee and creamers are available at grocery, convenience stores, mass merchandisers and food service outlets across the country. For more information, visit InternationalDelight.com.

About Danone North America

International Delight® is made by Danone North America, a Certified B Corporation® business unit of Danone that operates in the U.S. from headquarter offices in White Plains, NY and Broomfield, CO. Danone North America was formed as a Public Benefit Corporation in 2017 to nourish people, communities and the world through its diverse portfolio of healthful dairy- and plant-based products, coffee creamers and beverages. Its portfolio of brands includes: Activia®, DanActive®, Danimals®, Dannon®, Danonino®, Horizon Organic®, International Delight®, Light & Fit®, Oikos®, Silk®, So Delicious Dairy Free®, STōK®, Two Good™, Vega®, Wallaby Organic® and YoCrunch®. The mission of Danone North America and that of Danone worldwide is to bring health through food to as many people as possible. For more information, please visit DanoneNorthAmerica.com. To find more information on Danone North America’s B Corp™ status, visit: bcorporation.net/directory/danone-north-america.

About Pets for Vets

Headquartered in Wilmington, North Carolina, Pets for Vets, Inc. is a 501(c)(3) nonprofit corporation with chapters in more than 20 states and the District of Columbia. Pets for Vets® helps heal the emotional wounds of military Veterans by using the power of the human-animal bond to provide a second chance for shelter animals that are rescued, trained and paired with American Veterans who could benefit from a companion animal. To learn more go to petsforvets.com.