As military members, professionals at arms, reintegrate back into the civilian workforce, they’re told X things to do in their 3-day transition class.
Things like “Write a resume”, “Target your resume”, “Find a mentor”, and “Stop speaking military/your military occupation”.
They’re well meaning indeed, and heck, even necessary. But often lacking in detail how to do them. Instruction.
That’s why I wrote How To Speak Civilian Fluently!, a book that walks the reader through these things, along with how to translate your military occupation experience into the capability to solve problems in their environments, the key to a successful reintegration. It helps the military veteran and the organization that hires them. It enhances competitive advantage, productivity, and profitability for the organization, and self-esteem, confidence, mission and purpose, and positive mental health for the veteran.
Let’s get it into every HR shop in Corporate America and every TAP class DoL puts on across DoD’s forts, posts, camps, stations, and bases.
Well, more like Peter Parker. He was bit by a radioactive spider and it changed his DNA. He now shoots webs, swings on said webs, fights wrong-doing and the bad actors doing it, defends the weak, has super-human strength, agility, and Spidey Sense, and sticks to walls. He looks like
Merriam Webster Online defines “human capital” as “the skills, knowledge, and qualifications of a person [or] group considered as economic assets”. To us at Vets2PM, “persons” and “group” mean “military members reintegrating back into the workforce” (Wright, 2024). Related to our human capital mission to help military members land meaningful,
In National Security terms, “Recruiting” means attracting qualified citizens into the military Branches of the Army, Navy, Marine Corp, Air Force, Space Force, and Coast Guard; “Readiness” means that each Branch is ready and capable of carrying out its specific mission; and “Retention” means the ability to retain our Soldiers,
