Leesa Henderson, PT, DPT’s Post

The Military and Civvie Street - Not as different as some would have you think There’s a couple of great giffs of what we thought the military was like, what our families thought it was like and what civvies think it’s like. There were varying images of sleeping soldiers, soldiers out on the pop and of Easy Company jumping in to France. Actually for the most part there’s not a huge amount of difference between what I’m doing now and what I did in the mob. The operational slice of the military is the minority of the pie. A huge amount of time and people are thrown at admin, logistics and planning instead. The operational time is an added bonus, maybe a point of difference that shows that people who have Served can also work at a different level. One in which stress, lack of sleep and general austerity of accommodation are the norm but results are still outstanding. Some thoughts; - We need to normalise the military. This will grow understanding amongst employers and the civilian population in general and ease transition. - When serving we need to realise the similarities in the roles that we undertake to civilian roles so that we can transfer in to the civilian world easier. - Wearing a uniform does not necessarily make the job different. It just makes choosing clothes in the morning easier. - Service leavers must find a point of difference other than Serving. - Civilians employers should stop taking the Michael and recognise that time served in a military office/ship/tank/field/aircraft is just as valid as working in one that’s not painted grey/green/blue. I’m looking forward to the debate from both sides. Please realise I’m proud to have Served for 20 years but that service isn’t my point of difference. The skills I learned in two decades of high level operational work are. Onwards! #leadership #management #transitioningmilitary #military #veteranemployment #royalnavy #royalmarines #britisharmy #royalairforce

Today is National Hire a Veteran Day! At SHRM, we urge you to support laws and policies that facilitate the hiring of veterans and military spouses. With 32% of organizations recognizing the valuable perspective they bring, it’s clear that veterans and military spouses are an untapped talent pool with immense potential. Did you know? - 75% of organizations have struggled to fill full-time positions in the last 12 months. - Veterans possess technical expertise that 78% of HR professionals desire. - The military spouse unemployment rate is estimated at 21%. By supporting these initiatives, you can help create a pathway for gainful employment for veterans and their families while addressing workforce needs. Tag a company excelling in veteran employment below! #NationalHireAVeteranDay #VeteranEmployment #InclusiveWorkplace

Have you considered hiring from this group of untapped potential? By hiring veterans and military spouses, you can bring unique skills such as leadership, problem-solving, adaptability, dedication, and a fresh perspective to your team. These individuals have often faced challenging situations that have honed their skills and perspectives, making them valuable assets to any organization. Learn more about why hiring these valuable people can enhance your organization in SHRM’s National Hire a Veteran Day post below. #NationalHireAVeteranDay #VeteranEmployment #InclusiveWorkplace

🇺🇸🫡 HIRE A VETERAN 60.5% have bachelor's degrees +, 3x more likely to have a graduate degree. Possess 8/10 of LinkedIn's top 10 most in-demand skills. 2x more experienced. 39% more likely to be promoted. 8.3% more likely to stay. 41.6% management roles. CALL TO ACTION! 📢 - Train your talent groups on MOS/AFSC/Rating code equivalents. - Partner w/ military friendly training and education institutions. - Consider sourcing for LDP programs, leverage leadership skills. - Integrate into internship programs, SkillBridge!

At a recent veteran related event, speaking to a veteran: Them: “So you are in recruiting for veterans and military spouses!? That is cool! What does your spouse do?” Me: “Yes, I love my team and we are passionate about helping the military community. My husband is a commander in the Air Force (and I go into more detail about the AMAZING base we are a part of)” Them: “So why do you even work?” Me (stunned): “Because I am the breadwinner and love my job” Them (more stunned): “Wow, well good for you.” Sadly, this is not a new experience for me as a military spouse. In the last few months alone, I have had similar conversations at least 4 times. It's no wonder that the military spouse unemployment rate remains at 20-22% and underemployment rates are closer to 60%. As a military spouse for almost 25 years, I have experienced both being told to be grateful for being paid $8 an hour despite being a 12+ year professional with an MBA and being asked why I even work. It's time we do better and actively work to remove the biases that surround the title "Military Spouse". One non-profit that is working hard in this space is Hiring Our Heroes. Join me on March 12th at their Military Spouse Hiring Event at Davis Monthan.   Let's continue to support organizations like this and work towards a more equitable future. #MilitarySpouse #HiringOurHeroes #Veterans #Equity https://lnkd.in/gD2bt2ud

🤔 #MilitaryBenefits #RecruitingandRetention #GovernmentSpending #soldiers #combatarms #activeduty #veterans It's come to light that the active duty ranks are considering eliminating two essential incentives in the active duty community - the tuition assistance program and the certification authorization (CA). These programs, which do not overlap with the GI Bill or tuition assistance for the guard and reserve, have been a significant factor in attracting and retaining active duty soldiers. With the branches spending close to $300 million annually on these programs, it's no wonder they are under scrutiny for potential cuts. At a time when recruiting and retention are at a concerning low, it seems illogical to remove the very programs that have been instrumental in maintaining the ranks of our active duty soldiers. While high-ranking officers are understandably looking to reduce costs in a time of tightening budgets, it is crucial to remember that the military is a living, breathing organization. Cutting benefits and incentives for soldiers could have detrimental effects on recruitment and retention efforts. One has to question the decision-making process behind potentially cutting these vital programs. Perhaps those making these decisions should spend some time in the shoes of the rank and file, to truly understand the impact of their choices. Just as in any business, cutting essential benefits for employees can lead to a decrease in productivity and morale. If the military wants to ensure its success, it must prioritize the well-being and support of its troops. I propose that high-ranking officers and decision-makers spend time working at a smaller government contractor to gain a better understanding of how a business operates. This experience could provide valuable insights into the importance of investing in the well-being and development of employees. After all, a business that neglects its workforce will inevitably suffer in the long run. It's time for Congress to review these proposed cuts and hold those accountable for making decisions that could have far-reaching consequences for our military personnel. We cannot afford to lose our best and brightest soldiers due to short-sighted budget cuts. Let's prioritize the well-being and support of our military personnel, to ensure the future success of our armed forces. #MilitaryBenefits #RecruitingandRetention #GovernmentSpending #LogicalIllogicality #military #congress #pentagon #govetnment #militarypersonnel #veterans #soldiers

TLDR: don’t thank veterans for their service. Hire us instead! *** Today is my first #ArmedForcesDay as a #veteran having left the #ArmyReserve after seven years of service in November last year. Officially observed in the UK since 2006, it’s billed on its website as “a chance to show your support for the men and women who make up the Armed Forces community: from currently serving personnel to Service families, veterans and cadets”. Public displays of support for HM Forces aren’t particularly British and while certainly appreciated, I’ve never been comfortable with people thanking me for my mostly enjoyable and decidedly unpunchy peacetime service. Having said that, today and Armed Forces Week as a whole do provide an excellent opportunity to promote a cause I’m particularly passionate about: hiring veterans and serving reservists. Bringing veterans onto your team offers any number of benefits. Data published by the Office for Veterans’ Affairs (link in comments) reveals that almost all (92%) working age veterans have qualifications and are more likely to have gained these qualifications through work (60%) compared to non-veterans (43%), the majority of surveyed employers (66%) are interested in having, or having more veterans in their organisation, and those already employing veterans in their workforce reported that they can readily identify proficiency in key skills and attributes which are of high value in today’s civilian workspaces. Irrespective of where we served and what we did uniform, veterans offer employees a range of highly transferrable soft skills including leadership, public speaking, project management, risk identification and mitigation, teamwork, problem-solving, mental and physical resilience, and a strong work ethic. We work hard, take pride in what we do, and bring a disciplined approach to our output. In the past six months alone, I’ve found myself escorting journalists through hostile environments in active war zones, planning media campaigns, and briefing up diplomats on developing issues. I can’t imagine being able to do any of those things, let alone being so comfortable working in those environments without my seven years as a reservist and will be forever grateful for all the army has given to me. So, with that in mind, don’t thank a veteran for their service this Armed Forces Day. Instead, look for ways to bring them into your team. Be that as a consultant or employee on PAYE, we can offer a huge amount to whatever your business may be. If you’d like to chat over this further, I’d be delighted to pick this conversation up some time over Zoom or in-person.

Transitioning from military to civilian life is both an exciting and challenging journey. Veterans face significant adjustments as they move from a structured military environment to a more flexible civilian lifestyle. At SRQ Vets, we understand the complexities of this transition and are here to offer guidance and support. Some key steps to help you navigate this phase: 1️⃣ Understand the transition process and give yourself time to adjust. 2️⃣ Leverage your military skills in your job search. 3️⃣ Explore educational opportunities with your GI Bill benefits. 4️⃣ Seek employment assistance through veteran-focused resources. 5️⃣ Build a strong support network of family, friends, and fellow veterans. 6️⃣ Focus on your mental health and well-being. 7️⃣ Get involved in your community to build new connections. 8️⃣ Set realistic, achievable goals for a smoother transition. For a deeper dive into each of these tips and more, visit our latest blog: https://heyor.ca/tuDXGd Remember, you’re not alone—SRQ Vets is here to support you every step of the way! #Veterans #Transition #MilitaryToCivilian #Support #SRQVets #Community

Military Transition Tips Tuesday 😎🤘🏻 Are you a Government Official or Military? This is one of the biggest tripping points for Veterans when answering the questions below. Lets discuss the questions and how you should answer. 1️⃣ Are you currently or formerly a government official?" Answer - NO 🛑 You are NOT a Government Official. A Government Official is someone who has been ELECTED to a position like a Mayor or Governor. 2️⃣ Are you a Government Official or Currently Active Duty? ✅ This only applies to those who fit 1️⃣ And those who are Currently Active Duty…. 🛑 National Guard or Reserves are *Not Active Duty Military *unless you have been pulled into active status. What's the downside of incorrectly saying yes.... 🤔 It can create an auto rejection OR tag your application as Legal Proceed. Which ultimately means we have to bring in Legal to approve your offer (if you're selected) and delay you getting an offer for sometimes days. Plus, it is incredibly frustrating and adds a lot of extra unnecessary work for the recruiter. Knowing the departments and who pays you helps. You don’t want to discover from a recruiter after 20 years of service that you are NOT a Government Official and you didn’t even know what that was. 🥾It’s a boot thing to do…. Don’t be a boot 😉 #militarytransition #veteranemployment #application #no #nosoup4you #recruitertips #dobetter #dontbeaboot #wegotthis #bethedifference Sean Jönsson Shane L. 🪖Steven Weston🪖 Nathanael Young LVN

Employers, did you know that military spouses bring unparalleled skills, resilience, and dedication to the workplace? By hiring military spouses, you're not just filling a position; you're gaining team members with exceptional adaptability, a strong work ethic, and an unwavering commitment to excellence. Military spouses have honed their ability to thrive in diverse environments, juggle multiple responsibilities, and overcome challenges with grace. Their unique experiences make them invaluable assets to any organization. Join us in supporting these remarkable individuals by providing them with the opportunities they deserve. Together, we can build a stronger, more inclusive workforce. Ask us at Forward March Inc. - Your Success is Our Mission, how we can help you bring more military spouses to your workforce! Tag a military spouse friend that seeking to bring their skills to the workforce! #HireMilitarySpouses #UnmatchedTalent #Resilience #Dedication #StrongerWorkforce #SupportMilitaryFamilies #InclusiveEmployment #VeteranSupport #CareerOpportunities #MilitarySpouseStrong