By Ken Cates, Speaker | Consultant | Veteran
Let’s talk about leadership, the real kind. Not the sort that hides behind an email signature with “VP of Synergy” stamped on it, but the kind that builds unstoppable teams, drives results, and earns genuine respect.
Too often, corporate leaders confuse longevity with competence. Hard pill to swallow: just because you’ve been sitting in the same chair for ten years doesn’t mean you know how to lead. It just means you’ve survived. Veterans, on the other hand, understand leadership in a way most civilians never will. They’ve led under pressure, made decisions with incomplete information, and inspired teams when failure wasn’t an option. This isn’t just about combat; it’s about leading a diverse group through complex challenges, whether it’s on deployment, during a weekend drill, or navigating life after service.
That’s why companies love to say they hire veterans – because who wouldn’t want that kind of leadership? Yet, many of those same companies turn around and bury these high-impact leaders, including Guard and Reserve members, and even veteran spouses, under layers of bureaucracy and meaningless titles.
The Corporate Leadership Complacency Trap
Complacency is the death of great teams. If your company is stuck in the “we’ve always done it this way” rut, congratulations – you’re training your employees to disengage. Veterans know that mission success requires adaptability. If the plan fails, they adjust. If a leader fails, they step up.
In the civilian world, leaders often hesitate to disrupt the status quo. Even when the status quo is actively killing productivity.
Veterans entering the corporate world, or those still serving in the Guard/Reserve, here’s your warning: you’ll run into leaders who are comfortable, not competent. You’ll hear a lot of talk about innovation but see very little action. Your challenge? Don’t let their complacency become your limitation.
How to Break the Cycle and Ignite Teams
- Stop Confusing Management with Leadership.
A manager ensures the trains run on time. A leader makes sure they’re going in the right direction and with the right equipment. If you’re just clocking in, holding meetings, and reporting numbers up the chain, you’re managing. But are you actually leading? - Demand Ownership, Not Excuses.
In the military, passing the buck isn’t an option. Civilian workplaces, though? Excuse factories. “We missed the deadline because marketing didn’t give us the data.” “We lost the client because IT was slow.” Here’s a thought… own the problem, find the solution, and lead your team through it. Remember, the corporate team incorporates ALL sections, fields, and departments working together to accomplish the mission. - Build Resilient Teams, Not Just Employees.
A paycheck shouldn’t be the only reason someone works for you. Great leaders create teams that thrive under pressure, adapt to change, and push limits. If your employees aren’t growing, neither is your company. This is especially true for veterans and their families, who are inherently resilient and constantly seeking growth. - Recognize and Reward Action, Not Just Tenure.
Veterans are used to promotions based on ability, assessments/evaluations, and proven skills – not time served. The corporate world loves to dangle career advancement like a carrot, often rewarding those who “stick around” rather than those who actually produce results. If you’re not rewarding your best people, someone else will. It’s a simple truth: talent, especially veteran talent, will go where it’s valued.
The Challenge: Step Up or Step Aside
Corporate leaders: it’s time to ask yourself a hard question: Are you leading, or just maintaining the status quo?
Veterans – don’t expect civilian workplaces to run exactly like the military. But do expect to bring the same fire, adaptability, and leadership that made you successful in uniform. This includes active duty transitioning out, Guard and Reserve members balancing military and civilian life, and even military spouses who bring incredible organizational and adaptable skills.
The bottom line? If you’re in a leadership position, act like it. If you’re in a workplace that values comfort over results, challenge it. And if you’re stuck under a leader who refuses to lead – well, either outwork them or outlast them.
For organizations truly ready to integrate and elevate this caliber of leadership, remember that understanding and translating military experience can be a challenge. That’s where connecting with experts like Major Talent can be a game-changer, helping you bridge that gap and truly ignite your teams with proven leaders.
