As the US winds down from many years of war, new veterans are returning to the civilian workforce. With them they bring leadership skills honed by years of war. Their skills will be a tremendous asset to their civilian employers, but they must first adapt their leadership style to a style that is more palpable to civilians.

1. About Face
Adapting Military Style Leadership to a Civilian
Organization

2. A Nation at War
 Approximately 2.5 million veterans have served in
Iraq or Afghanistan
 Roughly 250,000 veterans leave the military each
year
 These veterans must reintegrate into the civilian
world
 Will these veterans “fit” in a civilian organization?

3. Thesis
 Though military and civilian leadership styles may be
different in some ways, they are similar in others, and
these veterans’ leadership skills will help them to
succeed in the civilian workforce.
 These new veterans will be strong assets to civilian
organizations, but they will need to adapt their
leadership styles to civilian society.

4. Areas of Comparison
 Structure
 Hierarchy of command and accountability
 Communication
 Transferal of information from one individual to
another
 Performance Management
 Defining, measuring, and improving performance

5. Military Command Structure
Very
hierarchical
Position
applies across
organization
Each member
of work team
has a specific
job
Manager has
complete
control of team
Not much
autonomy or
empowerment
Teams very
diverse

6. Civilian Organizational Structure
More flat command structure
Less lower level managers
Position doesn’t necessarily apply
company wide
More autonomy and
empowerment
Less diverse due to geographic
hiring process

7. Aspects of Communication
MILITARY
 Mostly direct communication
 Proxemics
 In your face!
 Paralanguage
 Rough tone
 Kinesics
 Military courtesies
 Facial and Eye Behavior
 Direct eye contact meant to show
intimidation
CIVILIAN
 Mostly two-way
communication
 Proxemics
 Social distance
 Paralanguage
 Calm cool tone
 Kinesics
 Comfortable posture
 Facial and Eye Behavior
 Direct eye contact meant to
show interest

8. Performance Management
MILITARY
 Written or verbal
counseling
 Define subordinate’s roles
 Discuss performance issues
 Define goals
 Create a plan of action to
correct issues and reach goals
 Monitor performance
 Periodically reassess
performance
CIVILIAN
 Performance evaluations
 Define subordinate’s roles
 Discuss performance issues
 Define goals
 Create a plan of action to
correct issues and reach goals
 Monitor performance
 Periodically reassess
performance

9. Correcting Poor Performance
MILITARY
Physical
exercise
Loss of pay
Loss of rank
Extra duty
during time
off
Extra training
CIVILIAN
Dismissal
Verbal
warning
Written
counseling
statement
Disciplinary
meeting
Probationary
period

10. Why Are Military Leaders So Harsh?
 In a time of war, decisions must be made
quickly
 Quick decisions necessitate direct
communication
 Individuals’ lives rely on following orders
 Following orders in peacetime means
discipline in wartime
 Leaders and subordinates develop strong
relationships due to military lifestyle

11. How CanVeteran Leaders “Fit” In?
 First, understand that in a civilian organization,
rank doesn’t matter
 Second, use two way communication and
encourage feedback
 Third, focus more on mentoring, less on
punishment
 Lastly, strive to establish strong and trusting
relationships with peers and subordinates

12. Questions?