Topic: Emotional Intelligence – Leadership, Transition & Impact

Key Concepts & Definitions

• Emotional Intelligence (EQ) is the ability to:
  1. Understand and regulate your own emotions.
  2. Perceive and influence the emotions of others.
  3. Use emotional insight to guide behavior toward mutually beneficial outcomes.

• Common alternate terms: soft skills, charisma, people skills.

• EQ is trainable but requires self-awareness, feedback, and deliberate practice.

The Four Quadrants of EQ (Fretz Model)

1. Self-Awareness
   • Know your strengths, triggers, and emotional tendencies.
   • Be open to feedback.

2. Self-Management
   • Regulate reactions, resist impulses, act with intention.
   • Set personal “rules” to manage triggers.

3. Social Awareness
   • Empathy and perception: understand others’ emotions and perspectives.
   • Recognize that others’ behaviors often reflect their inner struggles, not you.

4. Relationship Management
   • Build trust, resolve conflict, and influence effectively.
   • Support others based on their individual needs and values.

Military Transition and EQ

• Veterans often struggle in transitions due to ingrained behaviors (e.g., authoritative leadership, strict hierarchy).
• Success in civilian sectors often depends more on EQ than command presence or technical ability.
• “Degreening” = the cultural shift required when leaving the military.

Example Stories:

• Briefing an Army colonel like a professor → learned to adapt to direct communication norms.
• Culture shock in corporate America when civilian colleagues failed to meet deadlines with no consequence.

Leadership and EQ in Practice

• Great leaders (e.g., Capt. Daniel Bowler, Adm. Ben Hacker) demonstrated high EQ by remembering names, personal details, and showing care.

• Leaders with low EQ create toxic environments, high turnover, and morale issues.

• People quit bosses, not jobs – emotional intelligence is a key retention factor.

EQ, Perspective, and Bias

• Perspective-shifting is essential: people experience and interpret situations differently.

• Examples using visual illusions and real-life analogies highlight how perception varies.

• High EQ means being curious rather than judgmental.

Assessment and Growth

• 360-degree feedback (from superiors, peers, and subordinates) is critical.

• EQ Rubric developed by Dr. Fretz asks:
  • How do others feel around you?
  • Would they want to work for you?
  • Would they want to be stuck in an elevator with you?

• EQ assessment results can be sobering but vital for self-growth.

Cultural and Cognitive Bias

• Cultural background, education, and upbringing influence how EQ manifests.
• Be aware of cognitive biases that distort perception and behavior.
• Example: men often overestimate their EQ; women underestimate it.

Emotion Vocabulary & Granularity

• Better emotional vocabulary = better emotional regulation.
• Use tools like the Emotion Wheel or Periodic Table of Emotions to name emotions precisely (e.g., “frustrated” vs. “furious”).

Final Insights

• “Be curious, not judgmental.”
• “Name it to tame it” – identify emotions clearly to control them.
• EQ fosters longevity, health, and personal and professional success.
• Feedback, humility, and intentional practice are the keys to increasing EQ.
  

Main Topics Covered

1. Power of LinkedIn for Career Transition

• LinkedIn is used by 9 out of 10 employers during hiring.
  
• It is the most trusted professional social network, offering safe, professional engagement. 

2. LinkedIn Profile Optimization

• Your LinkedIn profile acts like a live, dynamic resume that works for you 24/7.
  
• Headline is critical: It’s the most heavily weighted part in recruiter searches.
  • Avoid terms like “transitioning veteran” and use your desired professional title. 
• About section: Use this to humanize your profile. Share your story, key achievements, and career goals.
  
• Experience section: Add detailed job descriptions and list relevant skills repeatedly.
  • Ensure correct logos (e.g., Air Force, Navy) appear. 
• Skills section: You can add up to 50. Use all 50 to boost search visibility. 

3. How Recruiters Use LinkedIn

• Recruiters filter candidates based on:
  • Location
    
  • Job title
    
  • Skills
    
  • Veteran status
    
  • Engagement (e.g., profile updates, activity) 
• The more relevant keywords (like “project management”) in your profile, the higher you appear in search results. 

4. LinkedIn Premium for Veterans

• Veterans and military spouses get 1 year free LinkedIn Premium through linkedin.com/military
  • Access to 20,000+ LinkedIn Learning courses
    
  • AI-driven profile building and job matching
    
  • See who viewed your profile
    
  • Interview prep tools with real-time AI feedback 

5. Job Search & Networking Tips

• Signal interest in specific companies; this dramatically increases visibility in recruiter searches.
  
• Use LinkedIn’s advanced search filters:
  • Combine current/past employers, military background, and job titles to find people to network with. 
• Networking strategy:
  • Connections lead to opportunity, but second-degree connections (friends of friends) often open doors.
    
  • Send brief, respectful notes when reaching out.
    
  • Ask for advice rather than jobs; it creates more positive responses. 

Key Takeaways

• Build your LinkedIn profile with intention: it should reflect who you are and what you’re aiming for.
  
• Use the platform actively: connect, post, comment, and engage.
  
• The LinkedIn algorithm favors relevance and repetition: don’t shy away from using job-related terms throughout.
  
• Premium tools are powerful: learning, visibility, and prep all in one place, free for the military community. 

Final Thoughts

This fireside chat emphasized that LinkedIn is a critical tool for transitioning service members, veterans, and spouses. It’s not just about having a profile—it’s about optimizing it to attract opportunity. With intentional use, networking, and the support of premium features, members of the military community can connect to meaningful, fulfilling careers.

Background

• Service Record: Nearly 27 years in the Marine Corps as a Harrier pilot and cyber warfare leader.
  
• Last Assignment: Commander, Marine Corps Cyberspace Warfare Group at U.S. Cyber Command.
  
• Education & Training: Degrees from the Merchant Marine Academy and Naval War College; fellowships and executive programs at MIT, Harvard, Wharton, Columbia, and SANS. 

Transition Journey Overview

Oz focused on his intentional and strategic transition to the private sector, using a combination of:

• Long-term career planning via personal tools (e.g., a career tracker spreadsheet),
  
• Mentorship and sponsorship,
  
• Networking and informational interviews. 

He emphasized the importance of early preparation and viewing transition as a multi-year process.

Key Lessons and Frameworks

1. “You Are in Charge of Your Own Career”

• Oz stressed ownership of professional development, leveraging every assignment as a stepping stone.
  
• Built a visual time chart throughout his Marine Corps career to track progress and target future roles. 

2. Mentors, Advisors, and Sponsors

• Advisors help solve problems.
  
• Mentors offer career guidance from personal experience.
  
• Sponsors advocate for you when you’re not in the room.
  
• All three roles are vital; sometimes one person plays multiple roles. 

3. Four Essential Questions for Transition

From years of networking, Oz distilled transition prep into these guiding questions:

1. Where do you want to live?
   
2. What do you want to do?
   
3. How much money do you want to make?
   
4. Who do you want to work for? 

These questions clarify priorities and help navigate the complexity of post-military options.

4. Strategic Decision-Making

• Family and personal life heavily influenced decisions.
  
• Accepted an unaccompanied tour and declined early retirement to align professional opportunities with family needs. 

Entering the Private Sector

• Oz joined Hewlett Packard Enterprise after being personally recruited by a VP who recognized his leadership potential.
  
• He valued a strong mentorship commitment from his new employer and sought opportunities for growth, not just placement. 

Initial Challenges:

• Adjusting to remote work culture.
  
• Understanding matrix organizations with fewer direct reports than in military units.
  
• Translating military leadership to corporate language. 

Long-Term Success:

• Promoted three times in six years.
  
• Leads strategic IT solutions for the Intelligence Community in Northern Virginia. 

Advice for Those Transitioning

• Start early: Plan 3–4 years out.
  
• Talk to many people: Treat each conversation as valuable data.
  
• Tailor your resume: Avoid mass submissions; hand it to trusted contacts.
  
• Think beyond MOS: Leverage broader leadership and problem-solving skills.
  
• Understand civilian lingo and metrics: Translate military experience into business terms. 

“Footprints and Fingerprints”

• Your past experiences and influence leave marks that shape both your reputation and trajectory.
  
• Be intentional with every step and maintain high performance and relationships.They may open unexpected doors. 

Audience Engagement & Reflections

• Participants included transitioning officers and veterans seeking insights.
  
• Several questions explored:
  • Timing of entry into cyber.
    
  • Role of peers and subordinates in mentorship.
    
  • How unexpected opportunities and visibility shape career direction. 

Closing Notes

• Colonel de Haiti’s story is a case study in disciplined preparation, leveraging networks, and aligning purpose with opportunity.
  
• The session concluded with a recognition that transition is ongoing, not a one-time event, but a continuous process of growth. 

Key Themes and Takeaways:

Military Background:

• Graduate of the U.S. Naval Academy, Class of 1986.
  
• Commissioned into the Marine Corps; served in multiple capacities including logistics, hazardous waste management, and fiscal officer roles.
  
• Participated in Operation Desert Shield/Storm and served in Japan, Korea, the Philippines, and Thailand.
  
• Retired in 2016 after a successful career in both active duty and reserves.

Transition to Civilian Career:

• Left active duty in 1995 to support family stability and joined the Marine Corps Reserve.
  
• Began transition planning 2 years before separation, emphasizing early preparation as critical.
  
• First civilian roles centered around environmental engineering and program management due to a unique blend of technical and military contracting experience.
  
• Held senior roles at Weston Solutions, Fluor Daniel, HDR Engineering, Brown and Caldwell, and others.

Keys to Successful Transition:

1. Start Early – Begin planning 18–24 months out.
   
2. Pursue Education – Supplement military experience with additional learning (e.g., night school in Environmental Engineering).
3. Network Actively – Leverage:
   • Alumni associations
     
   • Fraternities (e.g., Alpha Phi Alpha)
     
   • NNOA
     
   • LinkedIn and in-person career conferences (e.g., SACC)
4. Seek Mentors – Especially those in your career field, regardless of background.

Career Flexibility and Growth:

• Career path evolved from project management to strategic sales and business development, especially in infrastructure.
  
• Roles included managing multi-million dollar federal and local contracts, often tied to water/wastewater and environmental compliance.
  
• Advocated for pursuing leadership roles and not fearing lateral or vertical moves to find a better fit.

Insights on Reserve Duty:

• Highly recommends staying in the Reserves as a bridge to maintain military connection and benefits.
  
• Found Reserve experience enhanced promotion opportunities and broadened professional skills.
  
• Served in unique billets such as FEMA emergency liaison and Marine Corps Recruiting Command Chief of Staff.

Advice to Junior Officers (e.g., Medical Service Corps):

• Promotions in the Reserve/Active components are achievable with performance, involvement, and strategic assignment choices.
  
• Leverage mentors and be open to roles beyond your core specialty.
  
• Consider how civilian and Reserve roles can complement each other to build a well-rounded professional profile.

Final Encouragement:

• Organizations like NNOA provide powerful networks—engage actively and give back when possible.
  
• The path may not be linear, but with adaptability, preparation, and leadership, a rewarding civilian career is well within reach.

Background and Military Transition

• Naval Service (1985–1993): Served as a surface nuclear officer on the USS Arkansas; spent 18 months in a shipyard overhaul—physically and mentally draining work.
  
• Pentagon Internship: After sea duty, transferred to the Joint Chiefs of Staff (J-8) and later Crystal City; used this period to prepare for civilian life.
  
• Transition Decision: Exhaustion from operational tempo and desire to explore law/business led to his decision to separate.

 Education Path

• UVA Dual Degree: Initially pursued law school with intent to go into intellectual property law. Discovered a deeper interest in business and added an MBA, extending his time in school but broadening career options.

   

 Civilian Career Journey

• Management Consulting: Joined A.T. Kearney, gaining exposure across industries (e.g., pharmaceuticals, energy, CPG).
  
• Startup Experience: Transitioned to a tech startup during the dot-com boom—gained insight into business planning, sales, and execution.
  
• Energy Industry: Entered the electric utility sector as a plant manager; leveraged his Navy nuclear background and transitioned into multiple leadership roles in operations, construction, and regulatory affairs.
  
• Current Role: Advising a private equity group building a biomass-to-renewable-fiber manufacturing facility in Texas—integrating energy, sustainability, and innovation.

Core Lessons from Christopher K. Burke

1. Guard Time & Health: These are finite and critical for longevity and impact.
   
2. Mentorship Matters: Don’t navigate transitions alone. Seek mentors deliberately.
   
3. Take Advantage of Resources: Use VA benefits, educational opportunities, and networking to prepare.
   
4. Prepare Early: Take classes before separating—e.g., accounting, business basics.
   
5. Interests Evolve: Your passions may shift. Stay curious and open to new paths.
   
6. Be Mindful: Embrace reflection and self-awareness—important for aligning purpose and energy.
   
7. Culture is Key: Civilian workplaces lack military structure—learn to build or shape culture.
   
8. Be an Autodidact: Lifelong learning is essential. Teach yourself, then use mentors as guides.

 Discussion Highlights

• On Social Media and Mindfulness: Participants discussed the tension between staying digitally visible and preserving deep focus and creativity.
  
• On Networking: Emphasis was placed on keeping professional relationships “fresh” and using informal networks to access opportunities.
  
• On DEI & Industry Entry Points: Burke confirmed the presence of DEI roles in the energy industry and emphasized that technical degrees are helpful but not essential—business, regulatory, and legal roles are also accessible.

Closing Thoughts

Christopher K. Burke’s story resonated across generations. Whether entering or exiting a career, his message underscored intentionality, mentorship, and curiosity as the foundations of meaningful transition. He remains committed to giving back through mentorship and supporting NNOA’s mission.

Key Themes & Takeaways:

1. Purpose-Driven Career Transition:

• Transitioned from Navy pilot to test pilot at Gulfstream after deciding he wanted to continue flying but not as a commercial airline pilot.
  
• Valued mission, purpose, and working with high-performing teams.
  
• Sought meaningful, team-oriented work post-military and found it in experimental aviation testing.

2. The Power of Networking:

• Job at Gulfstream came from a Naval Test Pilot School classmate’s referral—first and only job interview post-retirement.
  
• Reinforced the importance of maintaining positive relationships throughout one’s career—“don’t burn bridges.”
  
• Recommends reaching out early, even if informally.

3. Preparation for Transition:

• Began planning two years out—started a LinkedIn profile and began organizing his experience.
  
• Used old FITREPs and resumes to build a detailed LinkedIn and resume base.
  
• Worked with peers who transitioned earlier for resume feedback.

4. Compensation and Negotiation:

• Knew people at Gulfstream who helped him understand the pay structure.
  
• Negotiated relocation benefits, despite rigid HR rules, by making a business case and leveraging internal advocates.
  
• Emphasized looking beyond salary: housing costs, taxes, insurance, and relocation assistance matter.

5. Medical & VA Disability:

• Started VA disability process as early as permitted (six months before retirement).
  
• Worked with a knowledgeable VA rep to file claims accurately and comprehensively.
  
• Having his disability rating finalized on retirement day saved him $16,000 in VA loan funding fees when buying a home.
  
• Emphasized the benefit of having all medical records organized before separation.

6. Life After the Military:

• Found civilian work culture less focused on mentorship and professional development.
  
• Missed the military’s team-oriented leadership style and investment in junior personnel.
  
• Highlighted significant tax impacts post-retirement, including property and income taxes.
  
• Encouraged proactive tax planning, particularly around dual income during terminal leave and first year out.

7. Benefits Strategy:

• Strongly recommended considering the Survivor Benefit Plan (SBP)—it’s irrevocable if declined at retirement.
  
• Urged discussion and decision-making with spouses.
  
• Used Tricare for health and company-provided dental/vision coverage.
  
• Advocated for life and long-term care insurance early in career, while still healthy.

Notable Advice:

• Start your transition prep two years out.
  
• Keep medical documentation up to date and under your control.
  
• Know that VA disability is likely, and even a low rating can have major financial benefits.
  
• Plan for taxes—retirement income is taxable in some states, and dual incomes (e.g., during terminal leave) can be a surprise.
  
• Don’t rely on finding a job post-retirement; secure one before you exit, if possible.

Discussion and Q&A Highlights:

• Clarification that SBP elections require spousal consent and are typically irreversible if declined.
  
• Importance of knowing your state’s military tax benefits (e.g., South Carolina no longer taxes military retirement).
  
• Strategies for handling your medical records during base transitions—get digital copies before you leave.
  
• Pitfall: Civilian organizations may not prioritize leadership development or mentorship like the military does.
  
• Strong encouragement for young service members to get life and long-term care insurance early.

Closing Message:

Captain Jones reinforced that networking, preparation, and seeking help are critical to a smooth transition. He credited much of his success to mentors, timely advice, and maintaining strong personal and professional relationships throughout his career.