Career Transition Support Mechanisms

From "I Can Do Anything" to "I Know What I Want to Do" At Veterans Bridge Home (VBH), we work with thousands of transitioning service members each year. One of the most common responses we hear when asking, "What do you want to do next?" is: "I don’t know, but I can do anything." This mindset reflects the incredible adaptability of veterans, but it also highlights a challenge: translating military experience into a fulfilling civilian career. The reality is, the job market doesn’t operate like the military. Employers seek specialists, not generalists, and veterans must articulate their skills in a way that resonates with hiring managers. So, how do we bridge this gap and help veterans move from uncertainty to clarity? 1. Career Reflection – Veterans must identify what they enjoyed most in the military and where they thrived. 2. Translating Skills – Using tools like O*Net, Oplign, and industry mentors to connect military experience to civilian careers. 3. Testing and Targeting – Fellowships, internships, networking, and job shadowing can refine a veteran’s direction before they commit to a new career. Organizations Helping Veterans Find Their Career Path The good news? You don’t have to do this alone. There are incredible organizations dedicated to career transition support for service members, veterans, and military spouses. Here are some that we at Veterans Bridge Home regularly partner with: Hiring Our Heroes (HOH) – Corporate fellowships, hiring expos, and direct employer connections. Hire Heroes USA – Free career coaching, resume writing, and job placement support. NextOp Veterans – Specialized placement in skilled trades, energy, and construction careers. 50strong – Virtual networking events connecting veterans with hiring managers. Oplign, LLC – AI-powered career matching platform for veterans. RecruitMilitary – Career fairs and veteran-focused job boards. LinkedIn Military & Veterans Program – Free LinkedIn Premium and job networking tools. Veteran Jobs Mission – A coalition of 300+ companies dedicated to hiring and retaining veteran talent. The Got Your 6 Network – Aligns career readiness resources with veterans’ transition needs. VOWS Veterans on Wall Street – Career pathways for veterans in the finance industry. U.S. Department of Labor (ENPP) – Government-sponsored career coaching and employment services. Military Spouse Employment Partnership--MSEP – Connecting military spouses to vetted employers. American Corporate Partners (ACP) – One-on-one corporate mentorship for veterans. FourBlock – Nationwide career readiness program with coaching and networking opportunities. At VBH, we are committed to guiding veterans from "I can do anything" to "I know exactly what I want to do." Just ask: https://lnkd.in/ecN3cdpU #bethebridge #strongertogether

Overcoming Career Break Challenges and Supporting Women Back to Work Returning to the workforce after a career break is more than just clocking back in—it’s reconnecting with a version of yourself that’s been through changes, reflections, and new priorities. It’s a moment to: ● Rethink your values ● Rediscover your purpose ● Reflect on what you truly care about ● Realign your energy to where it matters most Yet, this transition is often marked by self-doubt, anxiety, and the pressure to prove your worth all over again. Quoting Serena Savini, Founder of I'm Back!: "Women are more likely to have low self-esteem after a career break. They are ashamed to speak about their experience and often they lose career opportunities." Companies need to step up. Here’s how they can better support women returning to work: 1.) Provide Mentorship Programs ↳ Pair returnees with mentors who guide them through the initial phases, boosting confidence and acclimation. 2.) Offer Flexible Work Arrangements ↳ Understand that returning professionals may have new responsibilities; provide options that make balancing work and life easier. 3.) Implement Tailored Onboarding Processes ↳ Don’t treat returning employees like new hires—acknowledge their past experience and adapt onboarding to reflect their skills and expertise. 4.) Foster an Inclusive Culture ↳ Create a space where sharing past experiences isn’t met with judgment but with curiosity and encouragement. 5.) Recognize Transferable Skills ↳ Value the skills gained during career breaks, whether through caregiving, volunteering, or personal growth. 6.) Normalize Conversations About Breaks ↳ Encourage open dialogue so that career breaks are seen as chapters of growth, not gaps to hide. 7.) Invest in Confidence Workshops ↳ Support with resources aimed at rebuilding self-esteem and battling imposter syndrome. 💡 Questions to reflect on: ● What’s guiding your return? ● Where will you invest your energy? Coming back after a career change is often layered with mixed emotions. According to a Journal of Vocational Behavior (2024) study, career changers experienced an average 30% drop in self-esteem during the early stages of their transition. How do you feel after your career change? Let’s open up about it. Your story matters and might just be the spark someone else needs. ID: "A soft-toned graphic with a quote reading: 'Career changers experienced an average 30% drop in self-esteem scores during the early stages of their transition.' The words '30% drop in self-esteem' are highlighted in bold. In the top left corner, a small circular design features abstract swirls with 'I'm back' written inside. The bottom right corner reads 'Coming back after Career Change' in a complementary font." Image Credit: Serena Savini, Founder I'm Back

Through years of guiding professionals in career and business transitions, I’ve learned this: 👉 The ones who thrive don’t control more. They control differently. Most people waste energy trying to control the uncontrollable - market timing, restructures, client decisions, hiring freezes. The ones who land faster, pivot smoother, and stay resilient? They know exactly what belongs in Control, Influence, and Accept, and they anchor themselves with resilience traits that keep them steady in the storm. 𝗠𝘆 𝗴𝗼-𝘁𝗼 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸: 𝘁𝗵𝗲 𝗖.𝗜.𝗔. 𝗺𝗼𝗱𝗲𝗹 Control → What’s 100% in your hands. ✔ Updating your LinkedIn profile. ✔ Sending that proposal. ✔ Practising your interview. Influence → What you can’t control, but can shape. ✔ How a recruiter perceives you. ✔ Whether a client trusts you. ✔ How your brand lands. Accept → What you must let go of. ✔ Hiring freezes. ✔ Market downturns. ✔ Budget cuts. 𝗛𝗼𝘄 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝘁𝗵𝗶𝘀: List your current challenges. For each one, ask: Control, Influence, or Accept? Put 80% of your energy into Control. (Daily actions, skill building, consistency). Dedicate 20% to Influence. (Relationships, reputation, storytelling). Release the Accepts. (They free you to move forward instead of staying stuck). 𝗔𝗻 𝗲𝘅𝗮𝗺𝗽𝗹𝗲 𝗶𝗻 𝗿𝗲𝗱𝘂𝗻𝗱𝗮𝗻𝗰𝘆: Map your situation. Write down everything that’s on your mind. Label each: Control, Influence, Accept. Double down on Control. (Daily actions → profile, outreach, interview prep). Play the long game with Influence. (Relationships, positioning, visible thought leadership). Release the Accept. (You don’t need to carry the company’s decision with you). 𝗪𝗵𝘆 𝗶𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗶𝗻 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻𝘀 Transitions are when this mindset is tested most. ➡️ Into a new role: You can’t control when the perfect job opens. But you can control your preparation, influence how decision-makers perceive you, and anchor yourself with resilience traits that keep you steady in the wait. ➡️ Into a business: You can’t control every market force. But you can control your clarity of offer, influence your audience through consistent visibility, and rely on resilience anchors to keep you moving when progress feels slow. P.S. If you’re in a transition right now (new role, new business, or both), where are you putting your energy: Control, Influence, or Acceptance? P.P.S. And see comments for 6 resilience anchors needed during transitions - which do you lean on most? ♻️ Repost if you found this helpful

“24,000 people” is not just a headline Recently, Intel announced another round of layoffs involving 24,000 employees. To some, that number is simply another sign of economic uncertainty. After years in outplacement and layoff planning, I have learned to see more than the number. I see 24,000 different career paths suddenly changing direction. Families recalculating their plans. People are wondering what comes next, including those who still have their jobs. A recent report showed that job uncertainty is one of the top causes of stress for young professionals today. That stress does not just affect mental health. It impacts performance, creativity, and collaboration. This is why I believe leaders cannot stop at severance packages. Real responsibility means preparing people for what comes after. > Career transition coaching so they know how to re-enter the market > Resume, interview, and networking support to shorten the gap between jobs > Access to training or re-skilling programs so they remain competitive in a changing economy From January to May 2025 alone, 75,000 tech jobs were cut. That is 75,000 opportunities for companies to either protect trust and dignity or damage them permanently. When leaders invest in career transition support, they send a clear message: “Even if you are not staying with us, we still care where you land next.” Layoffs will always be hard. But how we handle them can turn a moment of loss into a bridge to a new chapter. In the long run, employees remember that, and so does the market.

A couple of weeks ago, I asked you all to take a Qualtrics survey for me as part of my capstone project for the Texas A&M University Executive MBA program. I'm keeping the survey open for a few more days if anyone else would like to participate at https://lnkd.in/gNivGQnf Survey Results: Key Insights on Military-to-Civilian Career Transitions I recently conducted a survey with 111 veterans and transitioning service members to better understand their experiences and challenges when moving from military service to civilian careers. The responses provided valuable insights that highlight critical areas of focus for both veterans and organizations supporting their transitions. Key Findings: Mentorship is critical: 92% of respondents indicated that mentorship from veterans who have successfully transitioned is very or extremely important. Top challenges include: Networking and professional connections (57%) Identifying suitable job opportunities (56%) Translating military experience into corporate skills (55%) Resources that matter most: Networking events with corporate leaders (54%) Personalized career coaching (48%) Resume writing and interview preparation support (38%) Career interests: The majority are focused on Project Management (47%) and Operations & Logistics Management (41%) roles. Alignment with military experience: 48% believe their post-military roles will align somewhat or closely with their military training, while 39% expressed uncertainty or noted a shift to different fields. Implications: These results underscore the need for continued comprehensive transition programs that emphasize mentorship, networking opportunities, and support in translating military skills to civilian roles. I appreciate the input from all participants and will continue using this data to enhance our programs and better serve the veteran community. #Veterans #CareerTransition #ProfessionalDevelopment #Mentorship #Networking #MilitaryToCivilian

Considering a Career Transition? Doing this one thing can make the difference between being overlooked or being selected for an interview and landing an offer. ✅ Be the obvious choice – Don’t assume recruiters will connect the dots. They’re often scanning for an exact title match. Your job? Bridge the gap for them. Translate your past experience into the language of your target role so they see you as a natural fit. Example:  Transition from a Project Manager → Product Manager Let’s say you’ve been a Project Manager for years but want to move into a Product Manager role. A recruiter or hiring manager might not immediately see the connection because they’re looking for candidates with direct Product Management titles. Instead of listing: ❌ “Managed project timelines, budgets, and stakeholder communications.” Reframe it to match Product Management language: ✅ “Led cross-functional teams to deliver customer-focused solutions, prioritizing features based on business impact and user needs.” Why this works: “Led cross-functional teams” aligns with how product managers work across engineering, design, and marketing. “Customer-focused solutions” signals an understanding of product development, not just project execution. “Prioritizing features based on business impact and user needs” shows a product mindset—something critical for a PM role. ✨ Bonus: 📎📄 Attached is an in-depth example of how to identify your transferable skills and effectively highlight them as relevant experience. This can be a tool that assists you with your resume, interviewing and negotiating. 💡 Need guidance? Assisting clients with career pivots and transitions is something I excel at. Plus - I’ve successfully navigated several transitions in my own career, so I’ve lived it. Let’s connect! #CareerChange #CareerAdvice #JobSearch #CareerTransition #Laidoff #CareerDevelopment #CareerGrowth #JobSeeker #CareerPivot

Transitioning from military service, especially after a long career, is a major life shift. While the military offers the Transition Assistance Program, I found that it was really just the bare minimum of what service members need when preparing for life after the military. The program is designed to introduce key aspects of civilian life, things like job searching, resume building, and VA benefits, but in my experience, it fell short in fully equipping me for the next chapter after serving for three decades. This is where the SOTF - Special Operators Transition Foundation came in. This organization is specifically designed to help special operations veterans navigate the complexities of transitioning into civilian careers. SOTF provides tailored coaching, business connections, and mentorship, things that go beyond the basics and truly help veterans find meaningful opportunities post-service. Their approach is not one-size-fits-all; instead, they work closely with each Fellow to craft a transition plan that aligns with their unique skills, goals, and aspirations. Joshua Johnson and the outstanding team of coaches and mentors create a personalized roadmap, ensuring that each individual is set up for success. For me, the biggest takeaway from my transition journey, something I always share with others who are preparing to leave the militar, is the importance of starting early and taking full ownership of the process. Many service members underestimate just how much planning and self-reflection go into a successful transition. It is not just about finding a job; it is about understanding what you want out of your next phase in life and taking proactive steps to get there. Whether it is networking, skill-building, or seeking mentorship through programs like SOTF, the earlier you start, the more options and confidence you will have when the time comes. At the end of the day, transitioning out of the military is inevitable, and whether it is on your terms or not, it will happen. The key is to be prepared, seek out the right support, and approach it as an opportunity for growth rather than just a career change. I am incredibly grateful to SOTF for helping me make that shift successfully, and I strongly encourage others in the military community to take advantage of similar resources. https://sotf.org/