Charting Your Course: A Guide to Finding Your Next Career After the Military

More often than not, the question that can derail a military-to-civilian transition is deceptively simple: What do you want to do next? It's perfectly normal to feel uncertain at this junction. After all, you're either on the cusp of a significant life change or you're already navigating the early stages of it. Clarity about what's next doesn't always come easily, and everyone's journey is unique. Before you can embark on the next chapter of your career, there are essential questions to consider and situations to resolve. These range from significant concerns like 'Where will I live?' to practical considerations such as 'Do I need a new wardrobe now that I'm no longer wearing a uniform for 12 hours a day?' Remember, the sooner you can define what the next chapter looks like, the smoother and more successful your transition from military to civilian life will be.

Before we dive in, it's important to recognize that you may fall into one of the following categories: School, Continuation of Career (based on your Military Occupational Specialty), Continuation of Career (based on your pre-military life), or New Career (a fresh start). These categories are not exhaustive, so don't feel pressured to fit into a specific box. In this article, we'll focus on the 'New Career' category. I'll cover the other categories in future articles.

Now, let's set the scene: you're 90 days away from your discharge date. Ideally, you should have started planning earlier, but life happens, right? As the clock ticks, you realize you're still unsure about your next steps, and it's weighing on you. Every time you browse job boards, you're overwhelmed by thousands of options, unsure where you fit in. It all feels daunting. But here's the good news: you've tackled daunting tasks during your military career. This time, it just requires some patience, a pen and paper, and a bit of time.

As a career coach, military transition coach, and recruiter, one of the first questions I always ask is, 'What do you want to do next?' It's important to note that this question is relevant at every stage of your career, whether you're a recent graduate or aiming for a C-suite position. Keeping this question in mind is crucial, not just when you're job hunting, but throughout your career journey. By doing so, you'll consistently make smart choices that propel your career forward.

Let me clarify something important: finding a job and growing your career are not the same thing. While you can certainly find a job that provides the skills and experience needed to advance your career, and that's fantastic (and the goal!), sometimes a job is simply a means to pay the bills. If you find yourself in the latter situation, it's okay. It just means that you'll need to work on your career progression on a slightly different timeline."

Returning to the question, it's extremely common to get an 'I don't know' response. If this is your answer, then we would start with the following three questions. Take your time answering them while also conducting a self-inventory. This will allow us to have a good starting point:

1.      What are my strengths and skills? Excellence in our professional endeavors is something we all aspire to. Reflect on the abilities and talents that set you apart. Which tasks do you consistently excel in? Consider the unique skills honed during your military career or in previous roles—these are invaluable.

2.      What ignites my interests and passions? Delve into the activities and subjects that truly excite you. What captures your curiosity or makes time fly when you're engaging with it? Identifying these can lead you toward a career that not only fulfills but also invigorates you.

3.      What values and priorities drive me? Understanding what you value most in your work life is crucial. From work-life balance to making a societal impact or achieving financial stability, pinpoint what matters most. I encourage you to rank these in order of importance, as it will greatly inform our next steps together.

Alternatively, you might have a more general idea in mind, such as 'supply chain,' 'operations,' or 'computers.' While having a starting point is beneficial, it's just that—a beginning. We've pointed the compass; now, it's time to embark on the journey. Let's take 'supply chain' as an example. This term encompasses a vast network that includes producers, vendors, retailers, transportation companies, and distributors. But that's not all. The supply chain is supported by various roles in operations, marketing, product development, distribution centers, finance, and even customer service.

Consider three major companies like Ford, Amazon, and UPS. Each interacts with the supply chain in a distinct way. Ford relies on a vast network of vendors and suppliers for manufacturing of parts, transportation of vehicles and even dealerships to sell their cars, while UPS plays a crucial role in moving goods within the supply chain. Amazon, on the other hand, is a prime example of a company that both uses and owns an extensive supply chain network.

The complexity of the supply chain field can seem overwhelming, but remember, you don't have to 'eat the cake in one bite!' Breaking it down into manageable pieces will make it easier to navigate and find your place within this expansive industry. How do we begin to narrow it down?

Once you've selected your field, it's important to determine where you fit within it. A common mistake is to immediately target a specific company, often a well-known Fortune 500. While the appeal is understandable, it's too early in the process to narrow your focus to a single company. Instead, break down the different aspects of the field. For example, in supply chain, consider whether you're interested in a support role (such as marketing or manufacturing/production) or a specific component within the supply chain (like logistics or purchasing). As you refine your focus, you can then explore roles within that area. It's crucial to remember that roles are not the same as jobs. For instance, the role of an analyst could translate into various jobs, such as a distribution analyst, financial analyst, or fleet analyst.

Next, we need to address job titles. This is where another significant mistake often occurs: not aligning your civilian job title with the equivalent of your military position. As a rule of thumb, consider the span of command. In the civilian sector, you'll encounter titles like individual contributor, team leader, supervisor, manager, senior manager, assistant director, director, vice president, and senior vice president. Not every company will have all these titles for each job. While a prestigious title may be appealing, keep in mind that the questions asked and the level of responses expected in an interview can vary significantly from an individual contributor to a director.

Here's a quick example of how responses to the question 'What is your strategy for dealing with difficult employees?' might differ based on job title:

Individual Contributor: ‘As an individual contributor, my strategy for dealing with difficult employees is to approach the situation with empathy and open communication. I try to understand their perspective and what might be causing their behavior. I believe in addressing issues directly and respectfully, seeking common ground, and finding solutions that benefit both parties. If the situation doesn't improve, I would escalate the matter to my manager for further guidance and support.’

Manager: 'As a manager, my strategy for dealing with difficult employees involves a combination of clear communication, setting expectations, and providing support. I start by having a one-on-one conversation to address the behavior and understand any underlying issues. I then set clear expectations for improvement and provide the necessary resources or support to help them succeed. If the behavior persists, I implement a performance improvement plan and, if necessary, take disciplinary action in accordance with company policies.'

Director: 'As a director, my strategy for dealing with difficult employees is to foster a positive and inclusive work culture that minimizes such behaviors. When issues arise, I work closely with managers to ensure they have the tools and training to address the situation effectively. I emphasize the importance of clear communication, setting expectations, and providing support. If the behavior continues to be problematic, I oversee the implementation of a structured approach, such as a performance improvement plan, and ensure that all actions taken are consistent with our company's values and policies.'

This question might seem straightforward, but the 'question tree' diverges significantly with each job title, leading to more complex discussions as you move up the ladder. It's also important to note that not all job titles are created equal. For example, a director at a 500-person company may not have the same responsibilities as a director at an international company with 50,000 employees. Furthermore, not all titles reflect direct management of people; some roles, like program manager, project manager, or commodity manager, involve managing processes rather than teams.

So, in conclusion, you now have a structured approach to guide you toward the answer to the pivotal question, 'What do you want to do next?' Start with a self-inventory/assessment, decide on a field, identify a segment within that field, pinpoint a component within that segment, determine a role within that component, select a job within that role, and finally, choose a job title within that job. The next step is creating a master resume to kickstart your job search. Armed with this clarity and strategy, you are well on your way to successfully transitioning into the civilian workforce. Remember, the skills and discipline you've honed in the military are invaluable assets in this journey, so leverage them as you navigate this new chapter.