As we approach the 4^th of July (or Independence Day) weekend, let us all remember that “freedom is not free.”  Our nation’s military veterans have all served and sacrificed; some have paid the ultimate price and given their lives.  As a Citizen-Soldier, I am proud and humbled to wear the uniform but certainly recognize that countless other heroes (and their families) have given so very much to this country.

When I completed my active duty Army service obligation in 1999, I joined one of the nation’s premier military placement firms.  The opportunity to learn about Corporate America and assist my fellow Veterans was fulfilling in so many ways. Fortunately, my transition was practically seamless; joining a “paramilitary organization” was fun, challenging and rewarding.  The opportunity to learn about Corporate America and assist my fellow Veterans was fulfilling in so many ways.

However, the transition from military fatigues to business attire is challenging for some military veterans.  The Department of Defense, local governments and the private sector are doing a much better job today than in years past; it is wonderful to see the creativity, passion and collaboration in this unique public-private partnership.

Companies that embrace discipline, values and esprit-de-corps are often successful in onboarding former military personnel.  In fact, over the past 15 years, some of America’s premier large companies:  GE, Johnson & Johnson, P&G and FedEx have fully embraced military hiring initiatives.  Certainly, it can be daunting for small and mid-size businesses that lack the infrastructure and resources to ensure these individuals are successful as they join new teams and organizations.  Yet, as we enter a period of time where the Active Duty military is reducing in size, our business communities must improve their knowledge and ability to interview, assess and potentially hire our heroes!

As we enter 2015’s second half, the US economy is growing.  Just read that unemployment was down to 5.3% nationally.  Some parts of the country are booming (such as our home – Greater Nashville).  There may be some human capital challenges on the horizon.  Over the next 10 years, our nation faces a significant labor shortage as the Baby Boomers complete their exit of the full-time workforce. Specifically, the manufacturing industry could see as many as two million jobs remain unfilled (per Deloitte and the Manufacturing Institute, February 2015).  So, how might companies leverage the military veteran population to fill critical roles, both in the leadership ranks and in technical roles?

I was fortunate to attend a luncheon last week, hosted by the Middle Tennessee Society for Human Resources Management (MT-SHRM). The topic was Military Hiring Best Practices.  The keynote speaker, Bob Ravener, Chief People Officer for Dollar General Corporation did a wonderful job of detailing his track record at his present company, as well as at Starbucks and Home Depot.  A portion of his remarks centered on the “3 A’s” – Aptitude, Attitude and Aspiration.  Allow me to elaborate on each briefly (all definitions are from Miriam-Webster.com).

Aptitude is defined as “a natural ability to do something or to learn something.”  Military candidates are highly trained, beginning with their initial training.  Our officers and sergeants develop the ability to not only “complete the mission” but to also critically think and problem solve.  Most companies can benefit from this inherent ability.

“The way you think and feel about someone or something” is known as your Attitude.  Most of our military is perceived as positive, make-it-happen type of people.  When you are guarding a post at 3am in the rain or fighting a gritty enemy in a fire fight, your disposition makes all the difference.  In the workplace, a positive outlook can help influence others and raise the productivity of departments and entire companies.

A select number of our young people volunteer to join the Army, Navy, Air Force or Marines.  Some of them have an Aspiration, defined as a strong desire to achieve something high or great.”  Whether leading a team of 25 or 25,000, military leaders want to excel in all that they are given.  In the globally competitive marketplace of today, this attribute is not only needed, but could be called critical.

In closing, military veterans want to be challenged in the private sector.  They want to compete  and earn a job offer, with opportunities to learn, grow and excel.  With a proven aptitude, an optimistic attitude and a real aspiration to succeed, our military patriots are uniquely qualified to succeed in a variety of roles and a plethora of industries.  Please consider hiring a veteran today; my experience tells me profits and retention are likely to increase.  Happy 4^th of July!

Introduction

As we approach the middle of the 21st century’s second decade, the career development ladder and associated paradigms have been flipped upside down in many ways. The internet and technology tools have helped expand people’s knowledge and awareness of self-development seminars and career enhancing programs. These are available locally, virtually and sometimes globally. So, how does this impact today’s multi-generation workforce?

Over the next 10-15 years, the Baby Boomer Generation will fully exit the workforce. Generation X employees have assumed and will continue to move into the highest levels of leadership, from the Fortune 1000 to family owned businesses. Millennials are entering the workforce rapidly and will be pushing both generations ahead of them in the years and decades to come.

Millennials: this generation is well known for asking questions and possessing a boldness that prior generations may not have exhibited as early in their career (or as frequently). Personally, I am always impressed with a younger professional when they pose challenging questions and/or offer new insights that more experienced staff or leadership simply may not ever considered. Both Generation X-ers and Baby Boomers can learn from their less experienced counterparts in this regard.

Regardless of whether you are a new college graduate, a mid-careerist or approaching retirement, what should you do in the near term (next 24 months) to improve your career trajectory?

Taking Action

For some, the best way to accelerate your career progression is to complete an unfinished degree or begin an advanced degree. Based on your field of expertise, that could mean a new certification (or renewing one that might have lapsed). Finally, this could be a growth assignment with your firm in a foreign country if you work for a large, multi-national conglomerate.

No matter your situation, I would like to provide a few thoughts about a simple, yet profound acronym to provide clear guidance on how to succeed at a higher rate in Corporate America: E^2 = Excellence and Exposure.

Excellence – most of us strive to exceed the standard requirements in our daily jobs. When the spotlight is brightest and the pressure is really on, the majority of us will surprise ourselves and go above and beyond. However, there are times when we may not receive the accolades we were expecting. Remember, your boss and your company’s leadership assessments matter the most. Be sure to clearly understand expectations and check-in regularly, especially on those extended projects and strategic initiatives. If you do not receive that desired promotion, do you react professionally, ask questions on your shortcomings and do you devise a plan to ensure you win next time?

As the legendary UCLA basketball coach, John Wooden remarked in 2009 in his book: “Coach Wooden’s Leadership Game Plan for Success” with regards to time: “I valued it, gave it respect and tried to make each minute a masterpiece.” That is so powerful! With so many distractions to our time (Social Media, Smart Phones, endless obligations), how do we better manage each and every minute of each day? With Coach Wooden’s laser focus on planning and process, you can look back and see how exemplary his results were: 10 National Championships in 12 years and winners of 88 straight games. Incredible results without a doubt; but never forget the hard work and sweat equity UCLA’s teams had during those dynasty years.

Exposure – “it’s all in who you know.” True in many ways. The critical piece in my opinion is the inverse of this saying: “it’s all in who knows you.” Building relationships with leaders in your industry and in your respective companies is absolutely vital. Organizations are successful when they provide opportunities for their key talent, (as well as their high potentials) to grow, develop and learn new skills and expand existing abilities. Do not wait for that next training class or trade show offering Continuing Education Credits. Raise your hand and go for it!

I heard this story recently. Someone was attending a large meeting (around 100 people) and the facilitator asked for someone to join him up front as a role player. The crowd hesitated; finally, my friend raised her hand and moved quickly to the front of the crowd. After the meeting adjourned, her future boss pulled her aside and discussed a career opportunity. Just a few weeks later, my friend started her new job with this employer. As the mission of the Star Trek Enterprise stated so eloquently: “To Boldly Go Where No One Has Gone Before.”

Be bold and courageous in business; you never know what good thing may come your way!

Conclusion

Allow me to offer some guiding principles we share with candidates that work with our firm, whether in Executive Search or Outplacement. “Put yourself in a position to succeed.” In the context of career development, here are four items to keep in mind.

Develop a plan in concert with your own goals and aspirations, along with the input and guidance of your immediate manager and his/her manager. Do not forget to include your spouse in these discussions!

Every quarter, take a look at your plan. Some would argue this is too often. Do what works best for you. Many factors here to consider. As a major proponent of self-awareness and evaluation, I would recommend more frequently as opposed to less often.

Be active in your industry and local community. Network with others that speak your language. Take a leadership role in a non-profit (as a volunteer or a board member). Enhance your skills, both in the workplace and during your off-duty time.

Be deliberate and intentional with mentors (at your company and outside). Be humble and ask others for ideas, guidance and feedback. Again, frequency counts; annual reviews are fantastic but should be a formality because of the regular communication and dialogue you have with your managers.

Combining Excellence and Exposure will make a positive impact. Making extraordinary daily effort in all that you do will pay off, either with your current or future employer. Put in the time, network internally and externally, challenge yourself and be ready for a new opportunity. A strategic career development plan, executed with precision, will lead to career acceleration. Good luck to you!

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Baby Boomers, Generation X, Millennials; what a great mix of people, ranging from age 22 to 62+ across the business world. Growing up in the ’80s, I had a Rubix Cube. Unfortunately, was never really good with that item. In recent years, a 6×6 Rubix Cube came out. I would offer that this is a great visual analogy of the complex issue of motivating and synchronizing the efforts of your seasoned employees, management team and your brand-new hires.

So, how do we successfully integrate 3 generations, allowing us to properly leverage wisdom/experience, energy and technology acumen? Well, I do not claim to have the answers (secret sauce), but would offer three tools/practical concepts to “move the ball forward.”

1. Communicate across all spectrums. Boomers love face-to-face interaction. Phone calls are acceptabl; written notes (even email) will generally work. Gen X’ers greatly prefer the phone and sometimes want you to limit after work calls. Millennials (aka Generation Y) are all about email, texting and social media. So, if something important needs to be communicated, vary the timing and platform of your message. Redundancy takes extra time and effort but will help, especially for those bigger companies with a wide range of full and part-time employees.

2. Clear expectations solve most problems. As successful leaders do more often than not, they articulate a specific vision and detail expectations of the department/division/company. Boomers may be hesitant to embrace technology; if that is an issue, be sure they absolutely understand this reluctance may prevent their further progression with the company. Generation X loves schedule flexibility; they are often raising families and crave the opportunities to catch a baseball game or cross country meet with their child. Let them know when it is acceptable and when they need to be in the office. Assumptions can get the best of both managers and staff. Millennials may need mentoring on workplace standards and business etiquette. Give them the benefit of the doubt and ensure someone with more experience guides them properly.

3. Most people want to be appreciated and/or recognized by their employer. This my be a hand-written note from the CEO or department head. Could be a picture with the “big boss” when they over-deliver on a stressful project or meet a pressing deadline. It could be a check for referring a top-notch employee (formal employee referral program or not). Might be recognition on the company’s intranet or newsletter. At the end of the day, simple gratitude goes a long way to improving retention. More often than not, employees leave bosses, not the organization.

Additionally, community service days, mentoring programs and team-building events are fun for all and gives EVERYONE the chance to interact outside of the daily routine. Pick up that Rubix Cube and work with it. Stay with it; be disciplined; ask for help; someone on the team can and will help you solve it! Humility and a willingness to ask for assistance show that you value the inputs of others. In the end, when your team knows you care, they will care more about the bottom line. Thanks for reading!

Happy 4th of July. When you think of this very American holiday, we see images of fireworks, family, friends and food. Before we begin these festivities, take a moment to reflect on a fearless legend of America’s Game – baseball.

After reading today’s article about Lou Gehrig in the Nashville paper (The Tennessean, courtesy of USA Today Sports), it moved me to take a moment to highlight his life, but even more importantly his character. Article link as follows: http://www.tennessean.com/story/money/2014/06/29/good-writing-skills-make-impression/11713669/. Mr. Gehrig was a model of courage, class and consistency. A few thoughts for your consideration.

Courage – I believe a majority of people consider themselves brave, even some would label themselves as fearless. Imagine facing a catastrophic disease today, how overwhelming that can be for you and your family. Turn back time 75 years and think how you might react. All indications are that he faced his battle with Amyotrophic Lateral Sclerosis (ALS), now known simply as Lou Gehrig’s disease, with grace and determination. The manner in which Mr. Gehrig stood tall inspired a nation and resonates in 2014. His “luckiest man on earth speech” is still well-known today. When faced with challenges in life and in business, may we strive to follow the model depicted by American heroes like Lou Gehrig.

Class – In today’s world, I would offer that our society can sometimes lack in this area. Whether discussing reality shows or the prevalence of social media in our daily lives, certain individuals will make outlandish claims that are often based on little or no facts. I wonder how Mr. Gehrig would be received today. Think it is safe to say that he would conduct himself in the same manner and display the highest standards of personal conduct; just might be slightly more challenging.

Consistency – This is a topic near and dear to my heart. In life, when I sit with clients, friends or family members, it is my deepest desire to be the same person in every setting. Lou Gehrig embodied that, not just on the ball field but in all facets of his life. In business, it seems like many want to work hard for the short-term, when the spotlight is brightest. However, sustained excellence is the true benchmark of world-class organizations. Just last month, the San Antonio Spurs won their 5th NBA title in 15 years. They have the best record in all of pro sports over the past decade and a half as well. Mr. Gehrig’s ability to perform at the highest level for 17 years, working on the biggest stage in New York is simply incredible.

On a day where we mark America’s independence, may we all strive to be classy, courageous and consistent in each and every undertaking. American heroes like Lou Gehrig and Cal Ripken (who broke his record of 2,130 consecutive games in 1995) would likely nod their head in appreciation. Happy July 4th!

I love this life truth: “You can understand a person’s priorities by looking at their calendar and their checkbook.” Do you agree with this? Time is our most valuable resource; once today has passed, those 24 golden hours have passed forever. Additionally, once you spend your money, whether $10 at lunch or $5 for a box of Girl Scout Cookies, it is possible to earn more and at least replace that money expended.

Having spent almost 9 months overseas between 2013 and 2014, my experience serving with many Soldiers that were born after I graduated from high school, has motivated me to take up the cause of “mentoring Millennials.” Let me tell you a quick story…

His name is Derek. He works for a large employer just south of Nashville TN. Over the past few years, he felt the call to serve. At the tender age of 28, he raised his right hand and has entered the Tennessee National Guard. Why is this noteworthy? Because he has a young family and is taking time away from personal interests to wear the uniform and serve our Nation. I am humbled by the example he has set for others to follow.

Which leads me to my takeaway from today. Based on two recent discussions with Millennials, I hear “loud and clear” the desire for mentorship. Topics can include: financial planning, personal budgeting, obtaining insurance, networking (besides Social Media) and many others.

So, I encourage Baby Boomers and Generation X’ers like myself to reach out to Millennials in your world. Ask them if they would like mentoring. If a Millennial, be strategic and reach out to possible mentors. Both parties will benefit from new perspectives.

Anytime we can help one another, that is a great thing. As my neighbor (also a pastor) said over the weekend at a block pool party: “Neighbors should help themselves; you need to know your neighbors in order to be in a better position to assist when needed.” Some great words of wisdom, practical in all facets of our busy, complicated lives.