When it comes to transitioning from the military to the business world, you want to avoid the career do-over. Many officers define a successful transition by landing that first post-military job. At Cameron-Brooks, we define the transition not by accepting a job. We define a successful transition as 3-4 years down the road when you’ve transitioned from a military leader into a business leader with a track record of results.

That’s why Rule #5 in our Career Transition Playbook is: Avoid the Career Do-Over.

Joining me is Lauren Kordzik, one of our Principals on the client side of our business, joined me to discuss the Career Do-Overs as she spends her time working with JMOs in our program at the Conference and in the Follow-Up Process. Lauren works closely with our client companies and has deep insight into what companies are looking for in high-performing JMOs. She also spends most of her time between conferences working with our Alumni who have successfully transitioned out, so she has credible and valuable insights and data points into personal and professional life post military.

Before we get into Rule 5 – the final rule in the Cameron-Brooks JMO Transition Rules to business – let’s recap the Cameron-Brooks JMO Transition Rules 1-4:

1. E218: Transition Rule #1 – Don’t Do It Alone

A career do-over happens when someone pivots out of a role too quickly – sometimes within 6 to 12 months – because the position didn’t meet expectations, or one feels underemployed. Essentially, it’s a restart that often stems from a misaligned strategy, impatience, or a misunderstanding of how to grow a business career.

Lauren put it best during a recent conversation: “The transition doesn’t end when you accept the job. It starts there. The honeymoon period fades quickly, and that’s when the real learning and growth begins.”

We often use the analogy of a wedding cake. A successful business career builds layer upon layer – roles, projects, mentors, results. But frequent job changes early in a career leave you with cupcakes instead of a tiered cake. There’s no foundation to support long-term growth.

Lauren offered another great metaphor: Candyland. Every job change sends you back to the beginning of the gameboard. You’re not progressing; you’re just starting over again and again. By the time someone hits their early 30s, they may have worked at 3 or 4 companies with little to show in terms of upward mobility or leadership progression.

Another analogy that I often use is taking early withdrawals from a retirement account. When you take early withdrawals, you can be penalized and have to pay taxes. If this were your career, you don’t just lose what you withdraw, but you also interrupt the compounding growth in your career, resulting in losses over time.

In both cases, short-term decisions can sabotage long-term success and limit the full potential of your investment. You also lose momentum, making it harder to build the kind of upward trajectory that leads to greater responsibility, leadership, and future opportunity.

One of the biggest drivers of do-overs? Choosing a job based solely on extrinsic factors—money, location, title. While those are important, they shouldn’t outweigh intrinsic factors like culture fit, learning opportunities, and how well the role aligns with your natural talents.

Lauren referenced Stephen Covey’s “Big rocks in the jar” analogy. You must define what matters to you most (The Big Rocks), before starting your search. Ask yourself:

One of the most common regrets we hear from JMOs who made early career pivots is that they didn’t explore broadly enough. They limited themselves by geography or industry and passed on roles that could have launched remarkable careers.

I think of a former F/A-18 Hornet Marine Corps pilot who initially dismissed medical device sales, only to discover through conducting a broad career search that it was a perfect match for his drive, communication skills, and passion for serving others. Today, he’s a Regional Sales Manager for one of the fastest-growing medical device companies that grew over 60% in total revenue last year. He is flourishing and so is the organization he plays a major part in leading.

Lauren reminds candidates: “Companies don’t expect you to show up on Day 1 ready to run the business. They’re investing in your potential.” She touches on a mutual investment in one another, and the investment in the JMO is helping them learn the business, grow, develop, and get into a company’s succession planning.

The gold standard for a successful transition isn’t a prestigious company or fancy title – it’s building a track record. Stay with one company for 3-4 years. Rotate through different roles. Lead teams. Deliver results. That’s the foundation for development business career.

If you’re preparing for your military-to-business transition, remember:

Don’t just chase the extrinsic factors: job titles, company, money, and location. Those are very important! However, focus on building a track record. The score will take care of itself, and all those things will come.

Don’t get distracted by the cupcakes. Build a wedding cake.

Avoid the career do-over by committing to the process, being open to new paths, and focusing on your long-term objectives.

Thanks to Lauren for joining me in this discussion. Her insights continue to shape how we support both our candidate and client partners at Cameron-Brooks.

Our mission is to help guide officers through the transition and accompany them along the journey to de-risk the transition and help them reach their goals.

We aim to equip JMOs with the tools and the necessary reflection and preparation required to successfully transition into leadership developmental roles that will allow them to use their talents and skills to lead teams and organizations that will flourish.

If you want to talk more about your options, don’t hesitate to reach out.

Your transition partner,

Joel Junker | [email protected]

It was an absolute pleasure to have my good friend, Beau Hughes, join me on the PCS to Corporate America Podcast. Beau works for HF Sinclair as a Procurement Supervisor in their Corporate Procurement team.  Find out how Beau went from JMO to Corporate Procurement Leader in our latest podcast.

Beau was one of the first JMOs I had the opportunity to work with when I joined Cameron-Brooks in 2023. Since then, we’ve grown close, and I’ve enjoyed watching him build a successful life and career after the Army.

A former U.S. Army Logistics Officer, Beau launched his corporate career in November 2023 with HF Sinclair in Tulsa, OK. Right after accepting the offer through the November 2023 Career Conference, Beau and his wife welcomed their son into the world. Since then, things haven’t slowed down.

Within his first year, Beau earned a promotion and returned to a Career Conference as a hiring manager, where he hired another Cameron-Brooks Alumnus.

Beau’s transition from the Army to a rising leader in corporate procurement is full of lessons for junior military officers. His story is inspiring, practical, and worth hearing.

With a baby on the way and a strong desire to be more present at home, Beau made the decision to leave the Army in early 2023. Like many officers, he started the job search on his own and quickly saw how challenging it can be to navigate the civilian hiring process.

That’s when a friend pointed him to Cameron-Brooks. After connecting with our team in August, Beau attended the November 2023 Career Conference and landed a Procurement Specialist role with HF Sinclair.

“Cameron-Brooks made the process easy. I just had to show up prepared.”

At HF Sinclair, Beau learned quickly that procurement is far more strategic than most people think.

“I get a little offended when people call it purchasing. We’re building partnerships to achieve the lowest total cost of ownership, not just buying stuff.”

His responsibilities include managing sourcing events, writing contracts, and being a strategic partner to internal teams. He found success quickly, even leading one of the smoothest refinery turnarounds in the company’s recent history.

The first year wasn’t easy, but it was worth it. In March 2025, a little over a year after starting, Beau was promoted to Procurement Supervisor and relocated to El Dorado, Kansas.

Despite a steep learning curve and the demands of a new role, Beau felt supported throughout the process.

“You’re not just thrown to the wolves. You’re challenged, yes, but supported the whole way.”

During this time, Beau also navigated becoming a new dad, moving states, and buying a home. He also mentioned the value of having more predictability in his schedule. He’s not necessarily working less, but he has more control.

Beau had some solid advice for fellow officers considering a move to business:

Be hungry and humble – Learn fast, ask questions, and show up ready to work.

Own your learning – No one’s handing you a manual. Be proactive.

Stay authentic – Companies want the real you, not a script.

Trust the process – The Cameron-Brooks program works if you do the work.

“It’s not instant gratification, but it works. You just have to grind, learn, and grow.”

Now that Beau is a hiring manager, he sees firsthand the quality of Cameron-Brooks candidates:

They’re prepared.

They present themselves well.

They’re confident, not arrogant.

They’re genuine.

Beau shared a story about a candidate who wore a suit to a casual interview. He didn’t have to, but it made a lasting impression.

Beau’s path is a great example of how preparation, adaptability, and the right support can lead to real success in the corporate world. His move from Army logistics to strategic procurement, and his promotion in under a year, show what’s possible.

If you’re thinking about making a similar transition, or if you’re already on the path, Beau’s story  of going from JMO to Corporate Procurement Leader is a clear and encouraging example.

Beau is passionate about helping JMOs and often shares insights with those going through the process. I am, too. If you want to connect with either of us, don’t hesitate to reach out.

Beau Hughes | LinkedIn

Best,

Brock Dudley

(210) 874-1495 | [email protected] 

Brock Dudley | LinkedIn

Why do we say, “Past success does not equal future success?” This episode is for those transitioning JMOs who have experienced past success in the military and are working towards business leadership careers. Also, it is for those who have tasted success in the military and who want to avoid missteps in the transition.

I teamed up with Tim Kirchner, and together we cover the following topics:

That’s why Transition Rule #4 is: Past Success ≠ Future Success—not unless you change how you think and prepare.

In the military, many leaders have led teams, made critical decisions, and delivered strong results. Success often followed a clear structure and defined roles.

However, the business world operates differently. Past achievements don’t automatically lead to future success in a new environment.

There are two challenges that frequently show up during the transition:

1. Ego
Some assume their accomplishments will speak for themselves. Yet, most hiring managers don’t fully understand military roles. It becomes important to connect the dots and clearly show how experience applies.

2. Lack of Focus
Transition preparation often gets delayed. Busy schedules take over, and planning gets pushed aside until it’s nearly too late.

In Interviews:
Even high-performing JMOs have received feedback such as, “Didn’t show enough business understanding.” In these cases, the leadership skills were there—but the candidate hadn’t prepared in the way business leaders expected.

During Preparation:
Some officers in our Development & Preparation Program (DPP) initially struggled to stay on track. On the other hand, those who began early and followed a clear plan arrived prepared—and it showed in their interviews.

Success in one setting doesn’t guarantee success in another. Military leadership typically involves giving orders and following a chain of command. In contrast, business leadership calls for influence, adaptability, and quick decision-making.

To thrive, adapting to new expectations is essential.

Stay Focused:
Clear career goals help guide daily decisions. Every step forward should move closer to that goal.

Stay Hungry and Humble:
A learning mindset is critical. Seeking advice from those who understand both military and business environments can make a big difference. Staying hungry to grow and humble enough to learn creates long-term success.

Start early.
Don’t wait to begin preparing. A strong plan—beyond just a resume—builds clarity and confidence. The earlier the process begins, the better the outcome. Simply put, early action leads to better results.

Military experience builds a strong foundation, but it’s only the beginning.

Growth in business comes to those who remain coachable, curious, and committed to learning. That mindset earns the next success.

If you realize past success does not equal future success, and you’re ready to prepare with purpose to build a plan for your next chapter, let’s talk. We’re here to help.  Also, we’ll be back in a couple weeks with Rule #5 with Lauren Kordzik and Joel Junker.

Brock Dudley, Associate Principal
(210) 874-1495 | [email protected]
Brock Dudley | LinkedIn

April 2025 Post-Conference Review: Leadership in an Uncertain Market

Our April 2025 Post-Conference Review is live! The officers who attended the Career Conference have officially completed the follow-up process and made important career decisions. Over the last four weeks, they met with hiring managers from companies across the country, both virtually and in person. These meetings gave them a deeper look at company cultures, job responsibilities, and long-term opportunities. We are incredibly proud of how each candidate showed up with strong preparation, professionalism, and leadership.

Despite ongoing economic challenges, including inflation, tariffs, and supply chain issues, companies continue to invest in top leadership talent. Every company at the conference came ready to hire. The strong pursuit rate and average number of interviews per candidate reflect the high level of preparation and performance shown by our JMOs. Their ability to communicate clearly, think critically, and adapt quickly helped them stand out.

To explore these trends and hear real stories from the field, check out our latest Cameron-Brooks Podcast episode. We spoke with recent alumni Chris Sharp, AJ Sotillo and Justin Martinez, who shared their personal experiences from the conference and follow-up phase. Each of them took a unique path, but common themes of resilience, clarity, and learning stood out.

In this episode, you’ll hear:

Key trends from the April 2025 Conference

How candidates approached follow-up interviews

How they evaluated companies and chose the right roles

The hardest parts of the transition

Actionable advice for JMOs preparing for their own career search

Congratulations to the April 2025 candidates and the client companies who partnered with us. Your hard work, commitment, and willingness to grow continue to inspire our team and community.

Brock Dudley

210.874.1495 || [email protected]

Transitioning from the military to business brings immense opportunities and new challenges. While you bring valuable skills from your service, focusing on personal well-being and the importance of self-care is crucial for effective leadership in your next career.

In this podcast, I interview Sarah Draper about how learning to pause, meditate, and spending time in silence are tools for self-care.  Dr. Adrian Popa, podcast guest from Episode 213, introduced me to Sarah through her 2024 TEDx talk.

Sarah is a former FBI agent, a graduate of West Point, and an Army veteran. Today, she operates her own leadership and consulting practice.  Sarah emphasizes that truly serving others as a leader requires taking care of yourself first. She notes a past belief in service-oriented cultures that self-care is selfish, but this leads to a cumulative negative impact of burnout.

Burnout, characterized by exhaustion, lack of professional efficacy, and sometimes cynicism, is a real risk. When leaders neglect themselves, they can unintentionally push their stress onto their teams, hindering performance. Learning to recognize when something feels “off” internally is vital for adaptation and growth.

Sarah shares tangible tools to build resilience and focus on the importance of self-care. Mindfulness meditation, even just 10-15 minutes daily, trains your mind to manage distractions and improves focus. A gratitude practice, like noting three good things, helps counteract our brain’s negativity bias and fosters a more positive perspective. Intentional breath work offers quick techniques to manage stress and regulate your nervous system in challenging moments.

Developing these “human skills” and fostering trusted relationships is key to continuous self-development and crucial for leaders navigating transitions. Prioritizing your well-being isn’t selfish; it’s essential for you to be your best leader in the business world.

I am incredibly grateful to have met Sarah, and I appreciate her devoting her time and support to transitioning military officers and Cameron-Brooks.

To learn more, check out our podcast, Cameron-Brooks: PCS to Corporate America. You can also visit our website at cameron-brooks.com or follow us on LinkedIn.

If you’d like to talk through your goals and build a plan, I’d love to connect. Let’s take the next step together.

Joel

This episode is for JMOs who are ready to transition and don’t want to take a step back in their next business career. In it, we:

Define who this is for: JMOs aiming to lead and take on greater responsibility in a Business Leadership Career.

Explain the “Traditional Career Search”: Glassdoor, LinkedIn, Indeed, USAJOBS, etc.

Define the “Non-Traditional Career Search.”

Explore why JMOs often default to the traditional approach.

Share key takeaways and closing thoughts.

JMOs are traditional candidates for defense-sector roles, but in the private sector, they are seen as non-traditional candidates.

That is why Transition Rule #3 is: Throw Out the Traditional Career Search if you are aiming for upward mobility in business leadership.

Searching based on past experience: “I have this experience in this industry,” or “I have this degree.” This focuses on what you have done, not your potential for leadership growth.

Narrowing your options by what you know: Location or Career Field, or both. “I am a Logistics Officer, and my home of record is Dallas, TX, so I will pursue Logistics in Dallas.”

Applying through job boards and online platforms: Glassdoor, LinkedIn, Indeed, USAJOBS.

“Networking” that often feels vague or produces unclear outcomes.

Important: The traditional search can work well for JMOs staying in defense, where their functional experience directly matches role requirements. But if you are making a hard pivot into business leadership, you need a different approach.

Job postings on LinkedIn attract 150 or more applicants. Popular roles see 300 or more.

Indeed and Glassdoor listings often draw 200 to 500 candidates for a single role.

Applicant Tracking Systems (ATS) filter out 75% to 90% of résumés before they reach a human.

The result? A success rate of only 2% to 5% for landing an interview via online applications.

A non-traditional search takes a different approach. It focuses on:

Highlighting your leadership experience, potential, and ambition as your key value.

Embracing a Growth and Investment Mindset.

Expanding and comparing multiple opportunities. This does not mean applying to 200 companies but making quality attempts.

Consider this: Of the 168 million people in the U.S. workforce, only 1.3 million are active-duty service members. Of those, about 200,000 to 234,000 are officers. JMOs (typically O-1 to O-3, with some O-4s) make up about 100,000 to 140,000. That is less than 0.1% of the total U.S. workforce.

JMOs are a specialized leadership talent pool. Their skills are highly valuable but often overlooked by traditional hiring methods. The key is getting in front of companies that recognize your unique potential.

If you are a JMO pivoting to business, ask yourself:

Do you know anyone who has lined up 10 to 12 quality interviews over two days? Interviews with hiring managers and decision-makers that bypass online filters, for roles that match or exceed their current pay and responsibility, and align with their separation timeline?

This is what a targeted, quality-driven search looks like. A broad search gives you the power of comparison, helps you gather facts and real data, and puts you in a strong position when it is time to choose between offers.

We know transition is tough. It is full of uncertainty, and it is natural to lean toward a traditional search. Well-meaning advice from family and friends can sometimes miss the mark if they lack expertise.

There is also the temptation to choose what is familiar, like a job close to home or with a recognizable title. But those options might not deliver the long-term growth you deserve.

Stay focused on your long-term goals: fit, opportunity, and leadership growth.

Prioritize getting in front of companies that view you as a high-potential leader, not just another résumé.

Remember: The thing you want most often lies on the other side of what you do not want to do. That expanded, non-traditional search is where your future is.

If you are ready to explore your options, clarify your goals, and build a personalized plan, let’s connect. We are here to help you move forward with confidence and a clear understanding of how Cameron-Brooks can assist in your transition.

Brock Dudley, Associate Principal

As a Junior Military Officer, your military experience has shaped how you think, lead, and solve problems. But when it comes to your next step, developing an investment mindset for a military transition can be just as important as your skill set.

That’s why Transition Rule #2 is: Develop an Investment Mindset.

At Cameron-Brooks, we’ve seen this mindset make all the difference. It’s about shifting your focus from the short-term to the long-term, from immediate comfort to future growth. In our recent episode, I sat down with Joel Junker and Tim Kirchner to dig into this idea and explain why it’s so valuable.

Joel explains that an investment mindset means viewing your career the same way you’d approach a financial investment. You wouldn’t expect instant results from your retirement savings. Instead, you plan, stay patient, and make steady progress toward long-term returns.

The same thinking applies to your career. You may need to pass on the “perfect” location or initial title if it means taking a role with greater development potential. It’s about trusting the process, being intentional, and playing the long game.

During our conversation, Tim emphasized the importance of delayed gratification. It’s tempting to focus on what feels good right now, like a higher starting salary or a shorter commute. But these short-term wins don’t always lead to long-term success.

Instead, think about where you want to be in five or ten years. What roles and experiences will help you get there? An investment mindset encourages you to choose a path that stretches you and helps you grow.

We also discussed how the transition from the military to business can feel uncertain. The military offers structure, clarity, and control. Civilian careers often feel more open-ended.

That uncertainty can trigger a need for control. Some JMOs rush into decisions simply to regain a sense of stability. However, these emotional decisions can work against your long-term goals.

Joel pointed out that the key is preparation. When you understand your options, you can make confident, well-informed decisions. That lowers stress and leads to better outcomes.

To help you develop this mindset, we’ve outlined a few practical steps:

Create a long-term career plan with goals that guide your short-term decisions.

Prioritize growth opportunities over short-term comforts like location or salary.

Educate yourself by reading books like Mindset by Carol Dweck and The 5 Patterns of Extraordinary Careers.

Work on your communication skills, including how you share your story and goals.

Be open to multiple career paths, and evaluate each one objectively.

Talk to mentors who can guide you through the process and offer honest advice.

As we wrapped up, Tim encouraged JMOs to look at the transition as an adventure. This mindset adds a sense of curiosity and energy to the process. Instead of seeing the unknown as something to fear, view it as a chance to explore, grow, and discover your next chapter.

Joel added that growth takes time. With a strong plan and consistent effort, the results will come. Every challenge is a step forward when you’re building toward something greater.

Are you ready to think long-term and approach your transition with confidence? Developing an investment mindset for your military transition is a great place to start.

To learn more, check out our podcast, Cameron-Brooks: PCS to Corporate America. You can also visit our website at cameron-brooks.com or follow us on LinkedIn.

If you’d like to talk through your goals and build a plan, I’d love to connect. Let’s take the next step together.

Brock Dudley
(210) 874-1495 | [email protected]
Brock Dudley | LinkedIn

When talking about the transition, why did we make Transition Rule #1 -Don’t Do It Alone?  At Cameron-Brooks, we’ve spent nearly 50 years helping Junior Military Officers (JMOs) make this transition successfully. A lot has changed in 50 years, and there is one thing for certain: There is so much information out there. There are a lot of resources and people out there who want to help you.

We’ve developed 6 Rules for the JMO Military to Business Transition to help break through the vast amounts of information and organize it for you. These rules provide a framework and a structure to help you gather information, plan, prepare and help educate you on your options outside of the military.

In this episode, we’re joined by Tim Kirchner, who has spent 20+ years in the recruiting Industry. He’s a key team member and leader at Cameron-Brooks. What is unique about Tim is that he’s seen both sides. He’s been at Cameron-Brooks for the last six years and has helped thousands of JMO’s learn about their options and helped communicate how companies view and understand them. He’s spent the majority of his professional career communicating with Hiring Managers and helping them find, build, and retain talent.

Tim was the main driver behind organizing these rules. He’s a wonderful teammate and leader, and we value that he’s seen a lot, and he brings a fresh perspective and a “different frame” of viewing things.

In this episode, we dove into the crucial first step: finding the right guide. We discuss key insights, practical strategies, and the value of a guide in the transition to help you build a plan, develop a strategy, and start building the foundation for your transition.

It will highly increase your chances of being successful in the transition, based on how you define success.

When starting something new, the most important thing to do is gather information and get educated on that topic. So naturally, how do we do that? We find information and people who know things that we don’t. We learn from people who have gone before us and from people who have experience.

The first thing that’s important when you find a guide is choosing one that you trust. With trust comes open, candid communication, that goes both ways.

For the JMO, it’s about communicating what’s important to you and thinking about your objectives in the transition. For the guide, it’s about listening and being honest about the realistic nature of achieving those goals based upon the proposed strategy.

We discussed the importance of trust, which stems from the book Trust by Dr. Henry Cloud. The five components of trust:

1. Does the guide understand what is important to you?

Joel left us with some closing thoughts. Our mission at Cameron-Brooks is about transformation, not transaction. We don’t just place JMOs in front of Hiring Managers and Decision Makers for open developmental positions. It goes further than that. We strive to be Counterculture to help JMOs grow, reflect, and step into the next phase of their careers with confidence. We strive to provide confidence in your choice to find a guide.

Are you ready to follow Transition Rule #1 – Don’t Do It Alone? Want to learn more? Check out our podcast, Cameron-Brooks: PCS to Corporate America, follow us on LinkedIn or check out our website. 

If you want to chat and learn more about your options, let me know. Always happy to set up a no pressure conversation.

Brock Dudley

(210) 874-1495 | [email protected]

Brock Dudley | LinkedIn

Our January 2025 Post Conference Review is live, and I always look forward to the weeks following a Career Conference and visiting with our recent alumni. It’s the culmination of an incredible amount of effort both from the candidates and our team. Seeing these talented JMOs, some having spent over two years in the Cameron-Brooks Development and Preparation Program, receive offers and make career decisions is nothing short of inspiring.

It’s not just about the job offers; it’s about the journey. The relationships built. The challenges overcome. The lessons learned. Watching LinkedIn light up with posts from our alumni celebrating their new careers, surrounded by the support of their community, is one of the best parts of my job.

To all the JMOs, client companies, and the entire Cameron-Brooks team—thank you for making another Career Conference a success! And most importantly, congratulations to the January 2025 Candidates and Companies!

In this episode, I sat down with three recent Cameron-Brooks alumni who shared their firsthand experiences from the Career Conference and the critical “follow-up” process. They pulled back the curtain on what it was really like—insights, surprises, and everything in between. Meet the panel:

The “follow-up process” refers to the structured steps that take place after their Career Conference, where candidates interview with multiple companies in person or on-site with the objective to go deeper and learn more, and then secure offers. Once offers are in hand, they have the ability to evaluate options, compare, and then make the best decision for them based on:

Here’s a sneak peek of what we discussed and questions that were asked:

And much more!

Some of the key themes that emerged from our conversation were:

1.) The Power of Relationships – Your network is everything. Having a community that sharpens you, pushes you, and walks alongside you through this transition is invaluable. Study Groups, the Discord platform, follow-up trips—these relationships make all the difference.

2.) Applying the Reading Program – Books like Integrity Selling and Financial Intelligence weren’t just theory—they shaped how these candidates approached their interviews and careers. Learning, applying, and operationalizing these concepts set them apart.

These Career Conference recap conversations are a goldmine for those preparing for their own transition. Whether you’re deep in the Development and Preparation Program or just starting to explore your options, learning from those who’ve walked this path before you is invaluable.

If you’re a JMO looking for answers, we’re here to help. Cameron-Brooks has spent over five decades guiding military officers through one of the biggest transitions of their careers. I’d love to meet with you one-on-one to help define your marketability and explore your options along with answering any questions you have from our January 2025 Post Conference Review!

Let’s start the conversation. You can learn more at our website, on YouTube, or on LinkedIn.

Best of success,

Brock Dudley | [email protected] | (210) 874-1495

Leaving the structured world of the military for the uncertainty of civilian life can be a daunting task. In this episode of the PCS to Corporate America Podcast, I speak with Mike Sweeney, a former Army junior military officer (JMO) who successfully navigated this transition over 20 years ago. Mike shares his insights and experiences on how defining goals, embracing preparation, and learning lead to career success.  He offers invaluable advice to those currently preparing for their own transition.

The Importance of Preparation

Mike emphasizes the importance of preparation, particularly when it comes to interviewing. Drawing parallels to the meticulous practice routine of comedian Jerry Seinfeld, Mike stresses the need for JMOs to practice and rehearse their interview responses and specifically highlights the need to master the answer to “Tell me about yourself.” This preparation helps build confidence and allows one to be authentic in the interview.

Defining Your “Good Employment Offer”

Beyond acing interviews, Mike encourages JMOs to define what constitutes a “good offer“ for them. Rather than solely focusing on salary, he suggests considering factors like company culture, values, learning opportunities, team dynamics, and work-life balance. This personalized approach helps ensure alignment between individual aspirations and the chosen career path. Today, as a Leadership Coach, Mike encourages his clients to think about their career opportunities similarly.

Embracing Lifelong Learning

A key theme throughout the conversation with Mike is the importance of continuous learning and development. Mike is an avid reader and champions reading as a way to gain new perspectives, develop leadership skills, and cultivate a reflective mindset. He also says that, unlike when he and I transitioned 20+ years ago, to use other mediums like podcasts and videos for learning and self-development. The key is to be intentional and directed in consuming information that fosters growth.

Mike’s career is an excellent example of a successful transition from military to civilian life. His emphasis on preparation, thoughtful decision-making, and continuous learning provides valuable guidance for current JMOs navigating this significant life change. By engaging with resources like those offered by Cameron-Brooks and embracing a mindset of continuous growth, individuals can confidently embark on their post-military careers.

Thank you for listening, and I hope you enjoy the podcast!

To stay connected, we encourage you to check out our website and YouTube Channel and follow us on LinkedIn.

If you want to learn more about your transition options, please get in touch with us.

You can also check out our Transition Guide on “3 Game-Changing Strategies for JMOs Making the Jump to Business” for additional transition tips.

To stay connected, I recommend subscribing to our YouTube Channel and following us on LinkedIn.

Joel