WHO WE ARE.
Travelers Recognized for Military-Friendly Culture
The Travelers Companies, Inc. (NYSE: TRV) recently announced it has once again been named a Best for Vets Employer by Military Times, as well as a Military Friendly® Employer and Military Friendly® Spouse Employer by VIQTORY.
“These recognitions demonstrate our steadfast commitment to creating a welcoming environment for the military community,” said Diane Kurtzman, Executive Vice President and Chief Human Resources Officer at Travelers. “Service members and their families add incredible value to our workforce, and we’re proud to support them.”
Travelers offers a robust suite of military-friendly programs and benefits, including:
- An employee resource group focused on building awareness of veterans’ skills and experiences. Since its launch in 2013, the Military and Veterans & Allies Diversity Network has grown to more than 3,100 members.
- A recruiting initiative designed specifically to help military spouses. Since 2020, the company has hired more than 200 military spouses and recently created a forum where they can come together to share tips, exchange resources and offer support to one another.
- A partnership with American Corporate Partners, a national nonprofit that helps veterans discover their next careers. Since 2010, Travelers employees have mentored hundreds of post-9/11 veterans.
- Comprehensive benefits for employees deployed on active duty, which include full benefits that are in addition to supplementing employees’ military pay for up to five years of their deployment.
The company has also signed the Statement of Employer Support of the Guard and Reserve at both state and national levels and is part of the Department of Defense Military Spouse Employment Partnership. In addition, Travelers was named a 2021 Employer for Outstanding Support by the U.S. Navy Reserve.
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WHO WE ARE.
Travelers Leaders Get First-Hand Look at Military Day In the Life
Travelers has a long-standing history of honoring and supporting its military employees. While we understand the unique skillset and experience that our service members bring to careers at Travelers, those who hire, manage and support military employees rarely get to see their military skills in action.
Recently, two Travelers leaders got the chance to view some of the capabilities and tasks our Reserve Component Service Members perform while on duty with the Connecticut National Guard (CTNG) through the Employer Support of the Guard and Reserve (ESGR) Bosslift Program.
The Bosslift Program, also referred to as “Employer Day” by the CTNG, allows civilian employers to understand the missions, skills, experience, education and knowledge that service members bring to the defense of our nation and our civilian workforce. Ricky Jones, Regional President, Enterprise Distribution Management, and James Forshey, Senior Vice President, Field Management, Bond & Specialty Insurance, and a group of other employers toured Connecticut Army and Air National Guard facilities in Windsor Locks and East Granby, Connecticut, where Travelers employees proudly serve.
While some Bosslift transportation took place on a military bus, an anticipated UH-60 Blackhawk helicopter flight over downtown Hartford treated the Travelers team to another unique perspective for the day: the sky view of the iconic Travelers tower.
“Hiring from this community of people strengthens our reputation as a military and veteran-friendly company as well as extending our commitment to diversity in our workforce,” James said.
“The people we met have diverse backgrounds, experiences, viewpoints and knowledge representing all dimensions of diversity. We are a better company when we incorporate those multiple dimensions into our workforce.”
“I’ve always had a tremendous respect for the men and women who serve our country and make sacrifices to keep us free,” Ricky said.
“The Bosslift not only showcased the multiple talents of the service members we met, but it also reinforced pride in one’s country over oneself in work performed each and every day.”
The ESGR is an office of the Department of Defense that promotes understanding and cooperation between reservists and their employers. Travelers signed a Statement of Support with ESGR in 2016, further solidifying our company’s commitment to supporting our nation’s National Guard and Reserve units through providing employment opportunities, advocacy and awareness.
“I feel proud and fortunate to be a Travelers employee and I’m struck by how our company values align with that of the military – ‘integrity first, service before self, excellence in all we do’* sounds exactly like us,” said James. “And as much as we, as people and a company, appreciate the service of our armed forces, they appreciate us and our support as much.”
* “Integrity First, Service Before Self, and Excellence In All We Do” are the core values of the U.S. Air Force.
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WHO WE ARE.
You Got the Interview! Now What?
By Lynn Simon-Thomas
Manager, Diversity Engagement
Talent Acquisition
I often get calls from friends, colleagues, and family members seeking advice on how they should prepare for an interview after they’ve already scheduled it. Usually, the beginning of the conversation is loaded with anxiety because the mere thought of interviewing makes many people uncomfortable and nervous. On one hand, I can understand because some interviewers put candidates through an experience similar to a Senate confirmation hearing. On the other hand, I find it confusing because when you apply for a job, that usually means you believe you’re qualified to do it based on your experience. And who knows your experience better than you?
That question is the basis for one of the first questions I often ask when interviewing a candidate which is, “Why did you apply to the position?”
- Are you seeking a more challenging role due to a lack of growth opportunity within your current organization?
- Are you feeling stagnant as you watch other co-workers and friends climb the corporate ladder?
- Are you looking for a significant salary increase?
- Or are you just exploring possibilities because a recruiter reached out to you?
Point blank, why are you seeking another job? And particularly, why this job?
I always ask this question because it forces people to take a step back and really investigate the “why” behind their job search. It also inspires honest introspection and self-reflection, which can help determine whether a position may be the right opportunity. When you unequivocally understand your “why” and you are self-aware enough to know your strengths, as well as the things you need to improve upon, you become a much stronger and appealing candidate.
In addition to knowing your “why,” it’s also important that you have a solid understanding of the current job description. Do you clearly understand the tasks you will be asked to complete if given the role? One way to obtain this clarity is to ask the recruiter to share some insights into what the hiring manager seeks in a candidate. Armed with that information, be sure to ask yourself if you truly have the proper skills needed to succeed in the role. If you don’t, that can be okay if you consider the opportunity a “stretch” role and you have the desire to obtain those needed skills.
If and when the opportunity presents itself, be sure to ask potential co-workers to describe the culture within the company and department, as departmental culture can sometimes differ from the overall company culture. Enjoying what you do, and with whom you do it, is extremely important for your emotional well-being. It can impact your daily motivation, drive, and overall contribution to your job and the company. Take an honest look within yourself to uncover what makes you happy in your current job. Try to identify those things that bring you joy at work and make you excited to start your day. The ability to explain what you need from a job, as well as the opportunities you see in your next role, can go a long way towards ensuring the role is right for you.
Finally, once you have a better understanding of the role and what the hiring manager may be looking for in a candidate, you should be able to clearly articulate what you bring to the table through relevant examples of how your current skill set makes you an ideal candidate for the position. Perhaps you helped to improve a vital process that saved your current department a significant amount of money. Or maybe you were instrumental in turning overall customer sentiment from negative to positive. Regardless, when you can demonstrate that you have the expertise and experience to help a potential manager solve the problems they’re currently facing, you dramatically improve your chances of landing the role.
To help you remember these guidelines, I’ve created a short list of tips that can help you ace your next interview.
Interviewing Tips:
- Know yourself.
- Understand why you want the job and how it will help you achieve your professional goals. Be able to clearly state the skills you possess that would benefit the organization, as well as those which you’re working to improve to ensure you’d be successful in the position.
- Understand the opportunity for growth/the career path the position could offer.
- If you can’t visualize how you can advance your career beyond the role, be sure to ask about the potential career path and available support structures that can guide you towards success.
- Attempt to obtain insight into the departmental culture.
- Emotional well-being is vital to success in the work world. Be sure to inquire about the working dynamics within the team to help determine if the opportunity and environment is right for you.
- Always treat the recruiter with respect.
- Never view the recruiter as a simple hurdle to clear en route to the hiring manager. As the “first line of defense,” the recruiter can be the most important person in the interviewing process.
Concentrating on these four things can help you navigate your next interview successfully and remove some of the pre-interview anxiety many people experience. Good luck!
Lynn Simon-Thomas is Manager, Diversity Engagement within Talent Acquisition. Lynn has over 15 years of experience in recruiting and diversity engagement. She serves as the diversity and inclusion subject matter expert focused on the execution of targeted diverse talent sourcing strategies.
Connect with Lynn Simon-Thomas and other Travelers leaders on LinkedIn.
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WHO WE ARE.
The Importance of Networking
By Lynn Simon-Thomas
Manager, Diversity Engagement
Talent Acquisition
For some people, making professional connections can be a rather challenging and intimidating task. Then, when you throw in extraordinary times like those in which we’re currently living, the fear factor goes from, “What if I blow this because I say something silly?” to “What if I blow this because I look a mess on camera?” I know, I get it. Been there, done that, got the t-shirt.
One thing to keep in mind when you’re networking, whether virtually or in person, is that the other person is just that: a person. Just like you, they are a human being who has dreams and goals, family and friends, strengths and weaknesses, likes and dislikes, and, of course, quirks and idiosyncrasies that make them unique and interesting. Who knows? You may have something in common, but you’ll never know if you don’t accept the invite, phone call or email to connect.
Once you’ve made a new connection, it’s important to stay connected, even when you are unable to do it face-to-face. It’s no secret we’ve all had to get used to having more Zoom conversations than we care to count and learning how to “show up” in a virtual environment is an art in and of itself. But just about anything is possible when you focus and commit adequate time and effort.
If you stop to think about it, everyone (yes, even you) has a network. Starting with family and friends, you probably have people you can count on to help guide you with sound advice, as well as those who may periodically seek your advice. Professional networks are no different. They’re just as, if not more, important than personal ones, as they can impact the trajectory of your career path. And just like any living thing, they need to be fed and nurtured to remain healthy. As a Diversity Recruiting Manager, I regularly share articles or just send a note to my connections to say, “Hello.”
In 2021 we started a program called Just Coffee at Travelers to help facilitate network building. The goal was to connect several passive candidates with leaders at Travelers for an informal, yet professional, conversation via Zoom. To ensure both parties remained at ease, we reminded them that the conversation was not an interview, but really an opportunity to make a new connection and build their respective networks. Just Coffee has been well-received by both candidates and Travelers’ leaders, which has shown me that many people are still open to the idea of spending 30 minutes with another human, simply for the sake of getting to know someone new. That’s networking at its finest.
Networking is an art that must be practiced regularly. Below I’ve included a few tips to help you improve your networking skills.
Lynn’s Top 4 Networking Tips:
- Don’t reach out to your network only when you need something. It’s important to stay in contact with your network often, even if you are just saying, “Hello” or sharing an article.
- When someone reaches out to you, do your best to respond in a timely manner. I say “do your best” because I know we’re all busy and sometimes cannot afford to log on to LinkedIn regularly.
- Send a brief follow-up note if you haven’t received a response from someone in a few weeks. I can’t tell you how many times I’ve learned that my message was not received because the person was on vacation.
- Always be authentic with your outreach. Remember to relax, be yourself, and enjoy the meeting, whether with a new connection or an old friend.
Lynn Simon-Thomas is Manager, Diversity Engagement within Talent Acquisition. Lynn has over 15 years of experience in recruiting and diversity engagement. She serves as the diversity and inclusion subject matter expert focused on the execution of targeted diverse talent sourcing strategies.
Connect with Lynn Simon-Thomas and other Travelers leaders on LinkedIn.
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WHO WE ARE.
THE ROAD TO DATA SCIENCE CAREERS AT TRAVELERS
An Interview with Kevin Mahoney, Vice President of Data Science, Travelers
Have you ever considered a data science career within the insurance industry? This may not have crossed your mind before, but you may want to think again.
Kevin Mahoney, Vice President of Data Science at Travelers, understands the data and analytics that drive business decisions within the insurance industry and appreciates the innovative technologies used by our teams at Travelers that help provide the right solutions for the lives and businesses of the customers we’re privileged to serve.
Kevin appeared on an episode of The Data Standard Audio Experience podcast to answer the question: “What is data science like in the insurance space?” He described how the law of large numbers and predictive modeling connect to the world of insurance.
“I don’t have to predict exactly what will happen to any one customer, but I really have to be able to accurately predict what will happen in aggregate to millions of customers so I can adequately price insurance policies,” Kevin said during the interview.
He also shared his unique career path from serving in the U.S. Coast Guard to working as a math instructor at the U.S. Coast Guard Academy, and then onto his 15-year career in data science at Travelers.
“I remember having a conversation with a recruiter at Travelers and he asked me what I wanted to do, and I said I want to do something with statistics,” Kevin recalled.
He went on to say he wasn’t initially sure how statistics fit into insurance but has since learned that data and analytics are central to the industry and having the ability to apply his skills to practical applications has provided a rewarding career path at Travelers.
“You know when it all comes together: the math, the theory, the programming skills, the business challenge, that can be very gratifying to bring all those together and apply your skills to real-world problems.”
Are you a data scientist or a future data scientist considering an insurance career? Listen to the full podcast to learn more about the intersection between data science and insurance at Travelers.
Join our technology & analytics talent community to receive job alerts.
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WHO WE ARE.
Meet Travelers Hiring Our Heroes Fellow, Glen C.
Since 2018, Travelers has hosted more than a dozen military fellows through the Hiring Our Heroes (HOH) Corporate Fellowship Program. HOH is a U.S. Chamber of Commerce Foundation program devoted to connecting service members with career opportunities that lead to on-the-job experience and, in many cases, full-time employment.
We are excited to introduce you to one of our fellows, U.S. Army Col. Glen Chancellor, who participated in our 2021 fall HOH Fellowship Program cohort.
Glen is beginning a new chapter in the civilian corporate world after his 34-year career, serving in both the active and reserve components. While at Travelers, Glen split his time between Bond Underwriting and Talent Acquisition to create a hybrid experience that will tap into his human resources and recruiting background as well as his business and insurance experience.
“Because I enjoyed working in and had a good understanding of the insurance industry, I chose to look for opportunities that would incorporate my military and civilian work experience in a position that would be meaningful and rewarding,” said Glen.
During his military career, Glen served in many roles, most recently with the U.S. Army Cadet Command at Fort Knox, Kentucky. There, he was the primary advisor responsible for all aspects of commissioning Reserve Officer Training Corps (ROTC) Cadets into Army National Guard officers for all U.S. states and territories.
Previously, he served in the Army National Guard in a Reserve status and worked full-time in property and casualty insurance as a Loss Control Inspector and Premium Auditor.
Glen learned about Travelers by participating in the American Corporate Partners Mentorship Program. His positive mentee experience helped him learn about our inclusive workplace culture and provided networking opportunities that led him to his current HOH role.
“When the time came for me to apply for the Hiring Our Heroes Fellowship, Travelers was the first and only company that I requested to sponsor me as a military fellow.”
While on our team, Glen provided valuable insight into military recruiting efforts and engaged with military members and spouses during virtual career fairs. He shared various opportunities that suit those transitioning into civilian careers.
“Travelers is much more than insurance sales. While sales are vital to keeping the business opportunities growing, most current openings are in business operations and directly connect to military occupations and skills.”
In addition to helping make the transferable skill connection, identifying skills as a military member and matching them to a role is only part of the equation. According to Glen, marketing those specialized skills while connecting with employers is also key.
“Veterans have many skills that most non-veteran populations have never developed. Many employers desire that talent to enable their workforce to achieve the company goals. Learn to ask for help in connecting with employers and endorsing those talents that you bring to the table.”
If you are interested in connecting with a member of our team, join our military talent community.
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PREPARING FOR A VIDEO INTERVIEW
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Preparing For a Video Interview
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Video interviewing is becoming more common in the hiring process. Advanced technology and the accessibility of video chat apps and programs give job seekers and employers face-to-face interaction without having to meet in person.
Although your job interview may take place in a casual atmosphere, that doesn’t mean you should have a casual attitude about it. It is still a job interview, with the same implications as an in-person office meeting.
Preparation and set up for the video interview is crucial. Consider this advice as you set up, dress up and take on your next video interview.
Set the stage: Choose a quiet space where you can control the surroundings. If you can, try to avoid public places or spots with background activity. Ensure that your backdrop is simple, clean and well-lit. Face a window to take advantage of natural light or set up a lamp behind your camera. Facing the light will help eliminate distracting shadows from your face and background.
Avoid distractions by cleaning off your desk and keeping a glass of water, a pen and paper and a copy of your resume handy. Close applications that may be running on your computer or phone and set all notifications to “do not disturb.”
Tech check: Find out beforehand what app or video platform the employer would like to use and download if need be. Test the application with your internet, audio and video connections, to ensure its stability. It is a great idea to test with a friend to ensure that everything works properly.
Set up your camera at eye level, leaving 10-20% of the screen above your head empty. If your computer is too low, use books to prop it up. If using your phone or tablet, you can also use books or something stable to prop it up.
Using headphones will help prevent echos in the audio and a microphone will help your voice come through clearly.
Dress the part: You may be in your bedroom or kitchen, but you still need to look like a professional. Wear what you would wear to an in-person interview at the company, from head to toe. You will feel and act more professionally if you look the part.
Steer clear of very bright, distracting colors or prints, like stripes, that may cause a visual glitch on camera. Avoid jewelry that makes noise or causes a glare.
During the interview: Similar to an office interview, you want to convey optimism and positive body language. Maintain good posture with your feet on the floor and your back straight, with arms rested on your desk or lap.
Eye contact is essential. When you are talking, make sure you are looking at the camera and not the screen. When listening, smile and nod to show you are engaged. Use hand gestures when it feels appropriate, keeping your movements small and close to your body. Avoid fidgeting, touching your face or looking away from your device.
At the end of the interview, be sure to thank the interviewer for their time and follow up the next day with a thank you email.
If things don’t go to plan: Make sure you have a secondary way to contact your interviewer. If you lose audio, video, or internet connection, call your interviewer and see if you can continue by phone or reschedule.
If an unexpected noise or disruption occurs, simply apologize for the interruption, ask for a moment to step away, or wait for the noise to subside. Mute your microphone and secure the space before beginning the interview again.
With these tips, along with your traditional interview prep, you will be well on your way to making a great first impression.
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WHO WE ARE.
The Three P’s of Career Navigation
By Hansford Johnson
Assistant Vice President, Human Resources
Enterprise Diversity & Inclusion, Talent Management & Talent Acquisition
Managing your career can be an arduous task, but a very necessary one. While managing one’s career is a priority, I find that many people will exhale after landing a job, settle into it and then stay in that job even after years of frustration or doubts about their career path. Who says you have to stop pursuing a “career” that is meaningful, gratifying and has some semblance of what you dreamed of or dressed up as during Career Day in elementary school?
There is something powerful about transferring what is in your head, what you dream about and what you envision, to what is on a piece of paper. A study done by Dominican University psychology professor, Dr. Gail Matthews, shows that those who write out their goals are 42% more likely to achieve their goals. You know what is even more powerful than writing down your goals? Following through with them. And it all starts with how you see and manage the 50 or so hours you spend working each week. I don’t have the exact answer because we are all uniquely different, but I hope these three principles can serve as maintenance or help you start managing you career – I call them The Three P’s of career navigation.
Passion
Passion is what gets you going. It is that “thing” you do until your brain hurts. It keeps you up at night, and then you wake up only to do it again. Steve Jobs famously said, “The only way to do great work is to love what you do.” The best way to accomplish this is by starting with your passion. Otherwise, you will waste a lot of time trying to find it.
Now you are probably asking yourself, “How do I find it?” Again, I do not have a “one size fits all” answer, but you can start with these questions:
- What would I do if I didn’t have to work?
- What issue in society do I want to solve?
- What comes easy to me?
Purpose
Often, we hear the words “passion” and “purpose” used synonymously. However, I like to think of passion as the catalyst and purpose as the totality. If passion is what gets you started, then purpose is what keeps you going. If we organize our life around our passion, we can turn our passion into our story, and then turn our story into something bigger – something that matters and is purposeful. The concept of purpose can be difficult, however here are some building blocks to figure it out:
- Who are you? What do you stand for and what qualities, beliefs and personality traits make you authentically you?
- What do you do? Your default answer may be to describe your occupation, but I am asking about your calling. Another way to phrase the question is, what is the one thing you feel supremely qualified to teach others?
- Who do you serve or who do you do it for? Who are the people you’re helping to achieve happiness, fulfillment and significance?
- What do they want or need that they come to you for? How can they benefit from your skillset, network or/and knowing you?
- How do others change or transform as a result of what you give? What impact do you want to create?
Preparation
The Roman philosopher Seneca said, “Luck is when preparation meets opportunity.” If passion is your “what” and purpose is your “why,” then preparation is your “how.”
However you define success, and whichever ladder you choose to climb, it’s inevitable that you will face some adversity and setbacks in your professional pursuits, but it should not be for a lack of preparation. Here are a few tools that have helped me along the way:
- Conduct informational interviews with as many people as you can to learn about their career journey, secrets to success, influences and inflection points. Never stop learning.
- Operate in your current job as if you are already in that next job. Stay a step ahead of the “game.”
- Block out time at the end of the week to review meetings and deliverables for the next week. Dedicate a max of 15 minutes to each future meeting to go over the audience, purpose and meeting agenda.
Put your career in the right perspective. Breaking your career plan down into small action steps will keep your focus on your passion and your goals. Your career is a journey with many inflection points. Put pen to paper, begin with an end in mind, and start by figuring out your what (Passion), why (Purpose) and how (Preparation).
Here are a few more resources to help you figure out your what, why and how:
- The ONE Thing by Gary Keller and Jay Papasan (Book)
- Fixed vs Growth: The Two Basic Mindsets That Shape Our Lives by Maria Popova (Article)
- Start With Why – TEDx by Simon Sinek (Video)
Hansford Johnson is Assistant Vice President, Human Resources for Enterprise Diversity & Inclusion, Talent Management & Talent Acquisition. Hansford has over 15 years of experience in human capital management and higher education leadership. He serves as the diversity and inclusion subject matter expert focused on the execution of targeted enterprise-wide diverse talent sourcing strategies.
Connect with Hansford Johnson and other Travelers leaders on LinkedIn.
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Crafting Your Career Comeback
A career pause for family obligations, military commitments, or relocation can be challenging to overcome, even for the most qualified and experienced professional.
When faced with this very issue after two career breaks, Ginny Brzezinski found herself ready to reboot her career but was unsure how to do so, especially at the age of 52. Ginny reached out to her sister-in-law, MSNBC’s “Morning Joe” co-host Mika Brzezinski, founder of the women’s empowerment community, Know Your Value. The two dug deep into the topic and, in January 2020, published “Comeback Careers: Rethink, Refresh, Reinvent Your Success – At 40, 50, and Beyond.”
Crafting Your Comeback: An Interview with Ginny Brzezinski, moderated by Joan Woodward, President of the Travelers Institute, was featured on the Wednesdays With Woodward Travelers Institute Webinar Series.
Joined by Comeback Careers co-author Mika Brzezinski and Ashley Wilson, creator of the U.S. Chamber of Commerce’s “Women Taking the Lead,” the team shared insights from their research and job market trends for professionals thinking about revaluating, reinventing, or relaunching their careers.
The three women shared a wealth of career advice to empower the job-seeker, even amidst a pandemic. Key points focused on personal assessments, updating social media accounts, reaching out to former colleagues to up your network game and adapting to the new norm – video meetings and interviews.
Watch the full webinar to learn more about Ginny and how her career and life experiences encouraged her to educate and inspire women and men looking to relaunch their careers.
Wednesdays With Woodward Travelers Institute Webinar Series interviews thought leaders about topics that impact us both personally and professionally. Travelers created the Travelers Institute to engage in public policy dialogue on issues relevant to the insurance market.
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VETERAN MENTORSHIP THROUGH AMERICAN CORPORATE PARTNERS
For the past ten years, more than 200 Travelers employees have upheld the Travelers Promise to take care of our customers, our community and each other by mentoring veterans through American Corporate Partners (ACP).
ACP is a nonprofit organization that focuses on helping transitioning veterans and active-duty spouses find civilian careers by matching them with mentors from a broad range of industries. Travelers Community Relations signed on with ACP as its thirteenth corporate partner in 2010 as a way to expand leaders’ and managers’ mentoring options.
Since 2010, more than 200 Travelers employees have engaged in about 600 mentoring relationships with veterans, transitioning military members and active duty military spouses through ACP. To celebrate the partnership’s 10-year milestone, read the first-hand experiences of seven Travelers employees who accepted the mentoring challenge.
Hina, Senior Director, B.I. Technology Analytics, St. Paul, MN
“I’m working with my fifth protégé. One of those protégés served 20 years in the U.S. Army and already had an MBA. During his transition, I helped him gain knowledge about skills he could acquire for the current job market in his field. He was very driven and rapidly was Certified as a Scrum Master and received his Scaled Agile (SAFe) certification. Within six months, he was offered a program management position at a Fortune 500 technology company in Seattle. I get immense satisfaction from sharing my knowledge and experience with others. I help my mentees translate and map their skills from their military background – organizing and executing, dealing with conflicts, evaluating risks, etc. – to the corporate world. I take them through the journey of writing effective resumes and preparing them for interviews. I’ve become a big advocate of hiring veterans. They’re resilient, strong, rigorous and in some ways, I learn from them as much as they learn from me. It’s a truly rewarding experience.”
Daniel, Field Director, BI Construction Risk Control, Chicago, IL
“Having 13 U.S. Marines in my family – including my younger brother – compels me to help veterans. I’ve completed five mentoring relationships through ACP. What all my protégés have had in common is a feeling of uncertainty that their transition to civilian life is really happening. I put myself in their shoes and do a lot of listening. The greatest barrier they learn to work through is adapting to a civilian world that can be ambiguous and full of uncertainty. Their military careers were more ‘black and white’ and involved receiving and following orders. Once they figure that part out, the rest is easier.
I focus on building trust and a personal connection before progressing to giving advice or developing action plans. There’s no better opportunity to give back to the military. It’s very meaningful and provides
opportunities for me to learn something from them.”
Al, Associate Group General Counsel, Hartford CT
“I never served, so this provides me an opportunity to give back to the military. I’ve mentored three protégés so far. I bring them plenty of luck, with two out of the three securing jobs within months. The ACP pairs me with veterans who are interested in attending law school or seeking legal careers. I help with their resumes, letters of intent, how to study in law school, career options and preparing for the bar exam.
I’ve learned it’s helpful to research before meeting with my protégés to understand what they’ve done in the military that can contribute to a successful transition. Helping a military member transition is very satisfying; you’re doing a good deed for someone who has sacrificed so much for our country. Given veterans’ discipline and attributes, you know they’re likely to succeed in whatever career they choose.”
Rob, CAT Team Unit Manager, Denver, CO; U.S. Army & Army National Guard Veteran
“When I got out of the military, I had to assimilate how I acted and how I led others and I also needed to learn a whole new vernacular. It took me a while to adjust to civilian work, so I understand how to help vets, which allows me to continue my contribution to the military.
One of my protégés was a Command Sergeant Major. He had multiple Bronze Stars, but he was fearful about getting out of the military. I helped him build confidence and understand how his resourcefulness, knowledge and experience would serve him. He ended up getting a job in his hometown as the head of recreational tourism.
I invite each of my protégés to be a part of the process, which helps them gain a broader perspective about their own development while transitioning. ACP has been a great way for me to help veterans and to be a part of something bigger.”
Chris, BI Middle Market Business Architect, Hartford, CT; U.S. Air Force Veteran
“ACP’s ‘secret sauce’ is their hands-on engagement; they stay engaged, so that
mentors get as much, or more, out of the experience than protégés do. I’ve mentored at least ten protégés, who have had a wide range of skills and needs. One protégé was an Air Force Academy graduate who was attending the University of Chicago School of Business. I helped him evaluate several offers for summer internships, including one at a large retail chain. I helped him to think about the company behind the scenes, that any large corporation is about data and analytics. It opened his eyes to how many possibilities exist behind the company and job title.
Mentoring has also helped me grow in my career. As I’ve learned more about how large organizations work, I’ve become more confident in understanding what other companies might be looking for in candidates.”
Lisa, Senior Paralegal, Law Office of William J. Ferren & Assoc., Blue Bell, PA
“I’ve mentored eight ACP protégés since 2013. My most memorable was in the military for eight years. She had ‘Ivy League intelligence,’ but still needed encouragement to learn not to settle, to stop doubting herself and to understand her first job didn’t have to be her last. She took that advice and has succeeded in many ways. She earned a scholarship and went on to work on her doctorate. Another protégé had 20 years in the Navy but had never experienced civilian work. She was used to being given and acting on orders. Through mentoring, she learned an enormous amount about herself and how to find a setting that fit her mindset and task-orientation. As a mentor, I listen first and speak second. I try to understand where they are coming from, then guide them into the civilian world in a way that makes sense to them.”
Eric, PI Cloud Architect, Hartford, CT; U.S. Navy Veteran
“I wish ACP had been available when I got out of the military in 1998. I’m currently engaged in my fourth mentorship. My first protégé was a fascinating guy. He came out of the Army and was working on a Ph.D. in computer science. I was able to help him out personally and professionally.
My second protégé needed more help when he got out of the Navy. We did a lot of mock interviews, and I threw him curveball questions. He moved along to a position in computer science support.
As a mentor, I’ve also learned things, like the importance of setting ground rules during the initial meeting. ACP is a fantastic program and lets me give back. It’s a good feeling. I’d advise anyone interested in mentoring to go for it.”
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