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The United States Marine Corps awards the right to carry the “Mameluke” Sword (Seen in Chrome and Gold) to Commissioned and Warrant Officers.  The Marine Officer’s Sword commemorates the jeweled Mameluke sword that was awarded to Lt. Presley O’Bannon after leading a small Marine Detachment to march over 550 miles through the desert before attacking and retaking the enemy’s, heavily-fortified, Derna, Tripoli position.

The Commissioned Officers' Mameluke Sword and the Marine Enlisted's "NCO Sword"

The Commissioned Officers’ Mameluke Sword and the Marine Enlisted’s “NCO Sword”

Today we focus on the Junior Military Officers [JMOs]:

So, let’s briefly go over the profile of a Jr. Military Officer.  I have to admit – I am not as excited about this group as I am the Jr. Military Enlisted – but that doesn’t make them ANY less valuable to the workforce.  On the contrary, my reduced enthusiasm is because JMOs are SO well positioned to take on roles in Corporate America!

First – the hard numbers.  When I refer to JMOs, I am referring to the bell of the curve for officers that:
–          Commissioned after earning a degree and have not had prior military experience as a JME
–          Served honorably for 4-12 years (considering those under 4 years doesn’t help as they are under obligation to serve for a minimum of 4 years, and frequently longer).
–          Previous salary ranging from $66k-$101k/yr (Tax adjusted equivalent: $74k-$115k/yr)
–          Make up less than 10% of the Active Duty Military

JMOs Typically
–          Directly responsible for Assets and equipment usually ranging in Millions to hundreds of millions of dollars.
–          Responsible for 5-150 personnel
–          Have had unparalleled leadership training, and leadership-development training to include proper implementation of performance evaluations, and performance evaluation systems.
–          Have hands on experience in organizational change and change management
–          Have “Employee Relations” and Human Resources expertise regardless of their military specialty
–          Have at least a SECRET DoD security clearance

Depending on the service, many JMOs will have a degree that is relative to their career field.  The Navy is the service where this is most common.  The Marine Corps would be on the opposite spectrum, as Military Occupational Specialties (jobs) for Marine Officers are assigned based on the needs of the Service, with respect to the Marine’s most desired role, and their performance.  At the same time, The Marine Corps is the only service that requires ALL Officers regardless of job, to attend the world’s highest rated leadership course, known simply as “The Basic School” [TBS].

From every civilian organization I have had conversations with, I hear a common theme – It is not so difficult to find someone great at their job; it is ever-difficult to find an effective leader that develops members of the organization at the team level.  In civilian organizations, the logic follows “I’m the best at what I do, and I have earned the right to be promoted into a Sr. role”.  That may be true – but technical expertise and leadership are far different.  JMOs are taught to lead FIRST.  Then they are given the tools of their trades.  Marine Officers spend 6 months, 60-100 hours per week, training with peers – solely on LEADERSHIP, refining their ability to develop OTHERS.  They are the Michael Jordan of corporate employees.  When they are on the court, the rest of the team plays better!

JMOs have experience in developing and being held responsible for the development of protégés, and the junior members of their organization.  Their measure of performance is based on their team.  This is a trait normally reserved for very senior and C-suite executives.    It doesn’t have to be – a JMO is willing and able to fill the void your organization has in developing it’s young talent, creating organizational loyalty, commitment, and efficacy.

When reviewing the resume of a JMO, or interviewing them and you notice a specific job skill they don’t have enough “experience” with – ask yourself:  Which will cost my organization more, teaching him how to use Salesforce, or sending my Salesforce Admin to six months of leadership training and a following 3 years of practical application?  You can hire one technical expert, and you’ve gained one savvy technical expert for your job field.  You hire a JMO, and you gain a team of motivated members of the organization; all constantly being challenged to perfect and grow their technical expertise.

How to Create a Veteran Associate Program (Hiring and Program Guides for Managers and Veteran Profiles included along with an incredible study conducted by the Institute for Veterans and Military Families out of Syracuse University.

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