Transitioning from military to civilian life can be challenging, but with the right mindset and preparation, it can also be a fulfilling experience. With May being Military Appreciation Month, we spoke to three veterans, Amber Rodgers (Maj.), Angela Burd (MSG), and Jerome Simmons (SGM), about their experiences transitioning to civilian life and how their military background has helped them in their current roles at Magellan Federal.

They each offer valuable insights on overcoming challenges and making the most of the transition, including setting attainable goals, building new habits, and staying connected with the military community. Whether you’re a veteran, caregiver, or spouse, their advice can help you navigate this exciting but daunting time in your life.

Q: Are you a veteran, caregiver, or spouse?

Amber Rodgers: Veteran and spouse
Angela Burd: Veteran
Jerome Simmons: Veteran

Q: What’s your branch of service?

Amber Rodgers: Air Force
Angela Burd: U.S. Army
Jerome Simmons: U.S. Army

Q: How many years of service do you have?

Amber Rodgers: 10
Angela Burd: 27
Jerome Simmons: 30

Q: What was your experience transitioning from military to civilian life leading up to your role at Magellan Federal?

Amber Rodgers: It was a quick 3-week transition from active duty to civilian life and my Magellan role!

Angela Burd: I retired in 2021, and the transition was smooth. I had a lot of time to prepare. The military sets you up for success through the transition assistance program. I researched employment in the civilian sector because I believed I wanted a drastic change from the military in my second career. But after a few months as a civilian, I realized I greatly missed the military community. I knew I still had a desire to “serve” in some capacity. Then I came across the job posting for MFLC recruiting, and it felt like an amazing opportunity to put my military experience to great use!

Jerome Simmons: My transition has been tough to the point that I’m still up at 04:00 a.m. every day. I took a break for the first 90 days, which did not last because I ran out of things to do. I started working a contract job at Fort Bliss, TX, to stay active and still give back to the Soldiers. The job that I currently have is a true blessing allowing me to give back once again.

Q: What challenges did you face during your transition, and how did you overcome them?

Amber Rodgers: I initially struggled with not feeling busy enough, I was overwhelmed during active duty and trying to be present for my family, and then it all stopped when I got out. I couldn’t remember when I’d only worked an 8hr day. I focused on spending that “extra” time with my family, being outside, and finding hobbies.

Angela Burd: My greatest challenge was transitioning from being a leader and expert in my field to starting over and learning civilian aspects of the workforce. I needed to recognize that I would not initially come into the workforce at the “rank” I previously held; that I needed to establish myself as a valuable employee and learn, grow, and challenge myself to work toward new goals.

Jerome Simmons: The first challenge I faced was not being in charge anymore. I did a lot of cycling and CrossFit to take my mind off the pressure of not leading Soldiers!

Q: How do you think your military experience has prepared you for your role at Magellan Federal?

Amber Rodgers: The military prepared me to lead people, problem-solve, and think strategically.

Angela Burd: I can appreciate the mission and recognize the value of Magellan Federal from the angle of the service member. Additionally, I recruit Military and Family Life Counselors. I feel that my prior service lends to the credibility of who we are and what we do. I appreciate the counselors because so many times throughout my years of service, I now recognize that I could have used an MFLC!

Jerome Simmons: My experience with the Army has made it easy for me to network with Green Suiters (Army) and other organizations on the installation.

Q: What skills did you learn in the military that you feel are particularly valuable in your current position?

Amber Rodgers: Time management, setting goals, communicating expectations, giving and receiving feedback, and accountability.

Angela Burd: Adaptability. I have learned to make the best of plans but be ready at any time for a change in mission. All candidates are different and the ability to adapt can assist in keeping great candidates interested in our roles and ultimately filling our ranks with the right employees to serve our service members and their families.

Jerome Simmons: Leading and patience are two great skills that I’ve learned.

Q7: How do you stay connected with the military community while working in a civilian role?

Amber Rodgers: I serve in the Air National Guard.

Angela Burd: I had a great bond with my team of Soldiers, my leadership, and their families. Many have become lifelong friends who still come to me for advice from when I was in their positions. It is a great feeling to know that my work remains valued and worthy of recognition even after being gone for two years.

Jerome Simmons: I have a ton of old Soldiers, civilians, and leaders that stay in touch with me monthly for mentorship and mentee.

Q8: What advice would you give to someone who is currently transitioning from military to civilian life?

Amber Rodgers: Acknowledge that “it’s different,” normalize the transition of old habits, and explore how to build new habits. Find the similarities and find excitement in the differences. Take time for yourself and recognize that this is a transition for your family, too, don’t forget them!

Angela Burd: Start planning early. Set attainable goals for yourself with realistic timelines. Include your family in your plans. Ask questions, build connections, and network! Be realistic about what you want in a role. You may fail a time or two and need to reassess your goals, but that’s OK! The military community is always there to pick you up, and your training taught you to be resilient so you will eventually succeed!

Jerome Simmons: Please, please establish some type of support channel, whether it be military or civilian, that would push and motivate you!

Military Caregiver Month is a time to recognize and honor more than 5.5 million spouses, parents, children, relatives, friends, coworkers, and neighbors who provide care and assistance while warriors heal from their injuries. The caregiver’s dedication can lead to swifter recovery times for their loved one, a better quality of life, and saves the United States billions of dollars in health care costs.

The month of May is when the nation formally recognizes a caregiver’s dedication. It’s an understanding and appreciation that caregiving can sometimes come at a cost to their emotional, physical, and financial well-being. One of the goals of Military Caregiver Month is to get the word out regarding the life-changing work that caregivers are doing every day to support our nation’s wounded warriors, but also to take the time to spotlight resources that are available for Military Caregivers and advocate for additional resources to fill any gaps that have been identified.

Available Resources for Military Caregivers

Veterans’ Affairs

These caregiver support programs within Veterans’ Affairs (VA) are open to all caregivers regardless of the warrior’s years of service.

• VA Caregiver Support Program—based out of local VA Medical Centers, this program supports military caregivers with one-on-one and group coaching, mobile/telephone support, skills training, information regarding online programs, and referrals to available VA and community resources.
• Caregiver Support Line (1-855-260-3274)—Military caregivers can call to learn more about navigating barriers to accessing care and community resources available to help the veteran and receive supportive counseling for themselves from licensed social workers. Caregivers can also use the Support Line to network and obtain advice by participating in monthly telephone education groups where they can ask questions and learn additional skills regarding their own self-care.
• VA Peer Support Mentoring Program—New military caregivers are matched with more experienced caregivers to obtain ongoing monthly support and consultation with the National Peer Mentoring Support Program Managers. Through this supportive program, the military caregiver can socialize and create supportive friendships with individuals who understand the issues faced by caregivers and can provide support and advice.
• VA Comprehensive Assistance for Family Caregivers—This program is specifically geared towards those providing care for veterans with serious injuries who have served on or after 9/11. It provides approved caregivers support options, including a monthly stipend, respite care, payment of approved travel expenses, health insurance, and mental health services.

The Department of Defense

The Department of Defense (DoD) provides resources and information exclusively for military caregivers who assist wounded, ill, or injured Service members with activities of daily living.

• Military Caregiver PEER (Personalized Experiences, Engagement, and Resources) Forum Initiative—This initiative utilizes Military Family Life Counselors to organize and conduct forums that provide non-medical counseling opportunities for military caregivers. At these forums, attendees discuss topics they would like to focus on, such as managing stress, nutrition, financial wellness, and employment, among other issues. The Military Caregiver PEER Forums aim to reduce stress, provide emotional support, and be a resource for valuable information through guided discussion among military caregivers, allowing them to share practical, accurate, and thorough information based on their personal experiences.
  
• Caregiver Resource Directory (CRD)—The CRD is designed to help empower military caregivers with information about national and local resources and programs specifically for them. Topics include helplines, advocacy and benefits information, career transitions and employment, military caregiver support, children’s needs, education and training, financial support, rest and relaxation, and more.

You can access the 2022 CRD online or request a CRD at OSD.Caregiver@mail.mil.

• National Resource Directory – The NRD is an online database containing thousands of validated Federal, State, and local level resources that support recovery, rehabilitation, and reintegration for service members, veterans, family members, and caregivers.
• Virtual PEER Forums—Military caregivers may join their peers through virtual teleconference lines during forums scheduled on the first Thursday of every month at 11 a.m. ET and the fourth Thursday at 2 p.m. ET. Virtual Peer Forums allow caregivers to share their expertise and network with others who are experiencing similar challenges. Click here to RSVP.
• Warrior Care Recovery Coordination Program – A Defense Health Agency program where caregivers can learn more about navigating the various DoD programs developed for Wounded Warriors.
• Military Caregiver webinars, events, and specialized resources.

While caregiving is rewarding, it can also be challenging and overwhelming. That’s why spending awareness about the resources available to military caregivers is essential.

Hard work, dedication, love, and resilience weave together an extraordinary tapestry that is the military spouse. We are strong, independent women and men fiercely supportive of each other. We care wholeheartedly about all associated with the military and work tirelessly to support those who support us through serving our country.

Military Spouse Appreciation Month recognizes the spouse’s contributions to the military and the community. Those in the military took an oath to serve our country and receive medals, salutes, and commendations for their commitment. The sacrifices of the families, while not as evident, should also be applauded and recognized for their commitment to the service of our country through their support of the service member. Often these sacrifices go unnoticed and can create challenges, such as maintaining a job or career.

The Struggle of Finding Employment as a Military Spouse

On many military installations, spouses volunteer thousands of hours for the cause of the community and the military services. One can find a spouse volunteering at thrift stores, schools, Community Action Centers, Military Spouse Clubs, and the American Red Cross, to name a few. The spouse’s work is visible and needed. When the service member knows that the family is stable and receiving the required support within the community, they can focus on serving their mission without hesitation.

Along with the usual marital stresses, most non-military spouses are near support systems of family, lifelong friends, and resources known to them. We learn to make friends quickly, and those people become our family. The resentment and loneliness this lifestyle brings can be hard to understand. The sacrifice, commitment, and the stress of many domestic roles can be lonely and isolating at times. We can sometimes lose our identity – known only as someone’s spouse or someone’s parent. Many opportunities present themselves, such as worldwide travel, educational benefits, and excellent schools, but with these opportunities there can be just as many, if not more, sacrifices.

So much of our military lifestyle is beyond our control. Affordable childcare options are a major concern for military spouses. It is a primary family expense and the main reason many spouses choose not to work outside the home. At one point in my career, I worked 40 hours a week and cleared less than $600 monthly after childcare expenses, transportation, lunch, hair, nails, etc. I was exhausted and felt enormous guilt for allowing my children to be cared for by strangers while I earned a mere pittance.

Military spouses sometimes “Suffer in Silence,” fearing that speaking up may impact our service member’s career.

Qualities of a Military Spouse

We cover family milestones, holidays, and events alone, often finding ways to make up for the missing service member. In many cases, giving birth is a prime example. Thanks to my husband’s battalion chaplain (and his wife who made him do it), Gary was able to sneak away for a couple of hours (in full camouflage paint and an odor to match!) from field exercises to visit our newborn son and me in the neonatal intensive care unit in Fayetteville, NC.

Charlene Austin, the wife of Secretary of Defense General Lloyd Austin, has always been a working military spouse. She gave me this advice years ago when I became despondent during my job search. “This [military] experience is guaranteed to be like no other. Remain open to options and alternatives. Grow to be happy with yourself and work to realize your needs and goals.” That is good advice, but so much easier said than done.

Military spouses often sacrifice a stable career with their active-duty partner. The constant moving makes it hard to have career progression since you are not in any position long enough to have forward momentum. For example, my dear friend, Ivy, has multiple graduate degrees. Yet, she decided not to work for nearly twenty years because it was difficult to secure positions with growth and one that would work with her schedule of raising children and supporting her military service member.

Military spouses are adaptable, flexible, punctual finance managers, organizational managers, schedule managers, and residential physician assistants. They serve as Girl Scout leaders, Boy Scout leaders, piano teachers, sports coaches, and tutors. We are located in an area for 12-36 months. Within the first two weeks of arrival, the spouse has unpacked and arranged the house, registered students in new schools (who is my emergency contact when I don’t know anyone?!), obtained new doctors and a dentist, scheduled sporting activities and other extra-curriculum activities, and planned the summer vacation with fun activities.

Why Companies Should Hire Military Spouses

Securing positions and establishing a career have changed within the last 10 years for military spouses; however, it can sometimes still be difficult for a spouse to secure a position if they are not a teacher or working within the medical field. Many employers hesitate to hire a military spouse because they focused on the spouse leaving and not the skills the person was contributing to the overall mission.

An organization would benefit from having a military spouse who can work independently and collaboratively to complete tasks without supervision. A military spouse has likely managed a household and children and settled conflicts—from submitting damage claims to advocating for the best classes for their child. Military spouses are often highly educated and experienced; therefore, they meet the requirements for many positions. They should not be discounted simply because they may be at a temporary station. There are a lot of remote work options these days that may result in continuity beyond service location.

Carolyn Shelton, the spouse of General Hugh Shelton, former Chairman of the Joint Chiefs of Staff, shared an interesting story concerning her job search in the Washington, DC, area. She was submitting applications but had very little previous employment. She added her volunteer experience as a military spouse instead. A hiring manager reviewed her application and said, “Anyone who would volunteer this much at no pay has to be reliable. You’re hired!” Never discount the strength of your volunteer experience. You gain marketable skills needed in the business community.

When I met Carolyn, she had moved 24 times in 29 years. She humorously described her first experience as a military spouse (although I am sure humorously was not how she would have described it then).  They arrived at Ft. Benning, Georgia, where her husband was to attend Ranger School. He told her, “I’m going to sign in with the unit, then I’ll be back.” He didn’t make it back for two days! This happens more often than we care to admit.

It is past time that companies provide childcare assistance or subsidies. A flexible spending account should be one of many benefits companies offer employees. I hope the future holds affordable options for all companies that will foster a healthier work-life balance.

Companies like Magellan Federal have already taken giant steps in supporting military spouses in the workplace. Our Talent Acquisition team is superb at keeping the company recognized as a Military Friendly Top 10 Spouse Employer. Our President and CEO, Anna Sever, is the spouse of an active-duty military service member. I do not doubt that under her leadership, we will continue to build on the foundation the company was founded on – care for surviving spouses of the fallen. I applaud Magellan Federal for the emphasis placed on mental health and access to resources.

I encourage other corporations to provide more opportunities for military spouses. Hire them because they get the job done and allow them to manage at the highest positions!

“Oh my! It’s raining cats and dogs out there!” A second-grade girl remarked as she stared out of a classroom window. Another child, wide-eyed and twirling her braid, turned and stared in shock and disbelief at the raindrop scattered windowpane. “What do you mean, those poor puppies!?” she cried. “Nooooo….” scoffed another classmate, “There are NO ANIMALS. She means it’s raining REALLY HARD.” The concerned child saddened about the well-being of the possible tumbling animals outside, slumped down in her chair, trying to avoid the gaze of everyone. Her eyes welled with tears, and she remained silent throughout the rest of the class. She continued to twirl her hair with more vigor. Soon the sun began to shine via the droplets on the windowpane, and she stopped twirling her hair to stare at the beautiful array of light. “This is a prism, a spectrum of light.” She whispered to herself.

Children with Autism Spectrum Disorders have their own unique struggle. Like the spectrum of light, Autism diagnosis defines a broad range of conditions that demonstrate marked struggles with language (expressive/receptive), repetitive/restrictive behaviors, social skills, and nonverbal communication. This vignette of an interaction between three 8-year-old children provides an example of a receptive language issue. For this little girl, she struggled to understand an idiom likening the raindrops to “cats and dogs falling from the sky.” Dr. Stephen Shore stated, “If you met one person with Autism, you have met one person with Autism.” He is an author, a professor of Education, and a member of the board of Autism Speaks, an organization created to educate and advocate for those affected by Autism throughout their lifespan. His quote incites awareness that while a child may be diagnosed with autism, their presentation and needs will be unique. (APA, 2013)

Autism Speaks shares statistics and trends that have shown a steady increase in the diagnosis of autism spectrum disorders (ASD). Diagnosis has become more comprehensive in recent years. Awareness and early detection have been associated with an increase in the frequency of diagnosis. The Centers for Disease Control (CDC) reported in 2021 that 1 in 44 children was diagnosed with an autism spectrum disorder in the United States. Autism affects children across all socioeconomic statuses and minority groups. Minority groups are diagnosed at a later age and at a lesser frequency than other demographic groups. Families face multiple challenges after diagnosis. These include parents having difficulty maintaining ‘out of the home’ employment while becoming full-time advocates for their children. The additional cost of providing treatment and care per child with ASD is approximately $60,000 per year (Autism Speaks, 2017).

Risk Factors of Military Children with Autism

While 1 in 44 children in the general population is reported to be diagnosed with Autism, the statistics are not entirely clear for military children. In 2020, TRICARE reported that across all branches of service, 34,361 military children were diagnosed with an autism spectrum disorder, with about 60% being children of active-duty Service members. It is suspected that these numbers are underreported (Klin et al., 2015). Military children with Autism and their families face unique stressors and struggles compared to their civilian counterparts. Military families must secure a treatment provider and participate in testing, diagnosis, treatment, and educational support while remaining mission-focused.  Stress is escalated with uncertainties about deployment, war, and geographic separation from their support systems in permanent changes of duty station (PCS) (OAR, 2019).

Case Study/Expertise

Although there have been many systemic improvements in services for military children, there are still barriers that exist due to the high mobility nature of military life. Most military families move every 2-4 years, requiring parents to establish new care providers for their children once they arrive at their new location. For children who require specialized care, it is even more daunting. After months of treatment in their current duty station, they are required to “go back to the end of the line” once they locate a new service provider. High frustration levels were also reported due to a lack of satisfaction with the quality of the care their child receives at their new provider. Families not only geographically isolated from their previous providers, but military parents with children with autism reported higher stress levels and social isolation across qualitative research after relocation and during separation (Klin, et al, 2015).

Deployment cycles lead to increased behavioral and emotional issues for military children. Parents have reported that once their child’s problematic behaviors have stabilized after their parent has deployed, their behaviors may increase once again once the parent returns from deployment. Children exhibit increased emotional withdrawal and repetitive behaviors when their Service member parent is deployed. It has been reported that the parent left behind to manage the care of the entire household can experience feelings of guilt and worry about providing adequate parenting alone (Davis and Finke, 2015).

Permanent Change in Duty Station (PCS) also takes a unique toll on the military child with autism. Friendship and social interaction are protective factors and good for overall mental health. Military children move frequently and must make new friends in their new hometown and school. Autistic children innately struggle with making social connections, making it harder to establish new positive social connections with peers. Autistic children were reported to be lonelier and more withdrawn after relocating to their new location (Davis and Finke, 2015).

Magellan Federal Best Practices

As mission partners, Magellan Federal Military & Family Life Counselors (MFLCs) can become the help multiplier for these special families. MFLCs may serve as referral linkages, connecting families to the life-changing services locally or at their next duty station before moving. MFLCs may create an Autism Resource Connect (ARC)—a smooth connection to autism resources for military families from one base to the next. This proposed program component can partner with base resources to maintain an updated roster of local providers to ensure that before, during, and after the process of permanent changes of duty station (PCS), families can ensure a comprehensive and smooth transition to local support. Utilizing the current Military Family Life Counseling network of counselors, resource lists can be maintained locally and can be shared with their counterparts at other installations.

Although MFLCs do not provide direct support for the child diagnosed with autism, their families may benefit from the non-medical counseling support. MFLCs can provide support through individual, marriage, and family counseling. MFLCs can also connect with local Exceptional Family Members Programs (EFMPs) to provide MFLC briefings/presentations to families currently within the program advising of support that can be provided to the family unit. Although the child with exceptional needs is out of the MFLC program scope, the parents and siblings are not.

Another gap that appears to exist in care for these military families is the support of the siblings of children with autism. School MFLCs have particularly great advantages in identifying and serving these unique children. Siblings of children with autism, particularly older siblings, tend to externalize stress and frustration through negative behaviors. MFLCs situated in middle schools and high schools may be instrumental in providing support for these children. These siblings empirically have shown higher tendencies to experience loneliness, academic struggle, and aggression (Walton & Ingersoll, 2015).  MFLCs can create spaces of peer support in the groups.

In April, we celebrate the Month of the Military Child. We wear purple in support and solidarity-creating awareness of the unique challenges of the military child. Military children and families affected by autism experience these challenges compounded by navigating life’s daily routine challenges. While awareness is wonderful, awareness is the first step. Magellan Federal supports children diagnosed with an autism spectrum disorder and their families by bridging gaps in support and care. Specifically, MFLCs provide briefings and psychoeducation regarding available services to supportive base programs. Autism is a life-long disability. With support, every individual can reach their potential. The outcomes for children are exponentially better with early diagnosis and intervention. MFLCs can make a difference. One Team. One Mission.

Resources

OAR. A Guide for Military Families(2019) https://operationautism.org/wp-content/uploads/2019/12/A_Guide_for_Military_Families.pdf

Autism Speaks www.autismspeaks.org

Exceptional Family Member Program https://www.militaryonesource.mil/special-needs/efmp/

References

American Psychiatric Association. Diagnostic and statistical manual of mental disorders. 5th ed. Arlington, VA: American Psychiatric Association; 2013.

Autism Speaks(2019). Autism and Health Report https://www.autismspeaks.org/sites/default/files/2018-09/autism-and-health-report.pdfb

Davis, J., & Finke, E. (2015). The Experience of Military Families with Children with Autism Spectrum Disorders During Relocation and Separation. Journal of Autism and Developmental Disorders, 45(7), 2019-2034.

Klin A, Wetherby AM, Woods J, Saulnier C, Stapel-Wax J, Klaiman C, Jones W, Rubin E, Scahill L, Call N, Bearss K, Gunter C, Courtemanche CJ, Lemieux A, Cox JC, Mandell DS, Van Decar JP, Miller RA, Shireman CL. Toward innovative, cost-effective, and systemic solutions to improve outcomes and well-being of military families affected by autism spectrum disorder. Yale J Biol Med. 2015 Mar 4;88(1):73-9. PMID: 25745376; PMCID: PMC4345541.

OAR. A Guide for Military Families(2019) https://operationautism.org/wp-content/uploads/2019/12/A_Guide_for_Military_Families.pdf

Walton, K.M &Ingersoll, B.R. (2015) Psychosocial Adjustment and Sibling Relationships in Siblings of Children with Autism Spectrum Disorder: Risk and Protector Factors.

Those that raise their right hand to serve our country in the military, make a minimum of two huge transitions during their lifetime; the transition in by taking an oath to support and defend the Constitution of the United States against all enemies, foreign and domestic; and the transition out. Personally, I remember my transition into service being filled with a spectrum of emotions and above all, the feeling of being proud—proud to be able to make the commitment to my country; proud to say I was a member of the most elite military in the world; proud to become part of something bigger. Though each experience is unique, I believe feelings of pride are common with those that make the commitment to serve their country. Military members are immediately immersed in an unfamiliar world with new rules, language, friends, and many new opportunities. It is a time filled with excitement, change, growth, and fear of the unknown. Many military members look back on this time with fond memories—many with a yearning to go back, like the common wish to reunite with childhood. In contrast, the transition out of the military, also a huge transition point in one’s life, is not the same. I’d like to offer my unique personal experience of what I found most challenging and provide some excellent resources that are available to all veterans and family members through the Transition Assistance Program and Military and Family Life Counseling Program.

The Challenges of Transitioning Out of Service

For me, the “transition out time” was a period filled with excitement and opportunity for growth, but it was not at all easy to navigate. Although I had always had a plan in my head for what I would do once I was discharged, the guidance and resources were not as formulaic as the transition into military life. I was excited to become a civilian free to take any job I wanted, but it was overwhelming not to have concrete steps for how to get there.

It is widely known that the military has a way of building its members up to feel as though they can accomplish anything and believe that they have a step up when it comes to the civilian population. While this may be true, it can be harmful to solely rely on this expectation. It is better to be aware of the potential challenges in advance so you can arm yourself with available resources and tools to navigate a successful transition.

In my experience, these are the top three challenges when transitioning back into civilian life:

1. Unrealistic expectations

• It will be easy to get any job I want.
• I will get paid more as a civilian doing the same thing.
• Working 40 hours a week will be east compared to being on call 24 hours a day.
• My experience will be respected; everyone loves military members.

I will get paid enough retirement that I won’t need to work.

2. Loss of identity

• No longer a leader or looked up to by others daily
• Loss of purpose
• No one really understands what you did in the military
• Bored with the new job
• Loss of connection to your familiar support system
• Work no longer makes a difference on a large scale
• Communication style in the civilian world is not the same

3. Limited immediate support 

• Just a number to the VA
• No longer have a chain of command to help
• Waiting list to get support
• Navigating resources alone

Combat Veteran’s Careers states, “The military provides a sense of purpose, well-defined roles and hierarchy, camaraderie, honor and mission—things that can be hard to find or define in the civilian world.” In my experience, this could not be more true. Although I planned and prepped for my exit, I still fell victim to some of these common beliefs and challenges. So, if you have a plan—or even if you don’t—I encourage you to take advantage of the programs and resources available to you while you are still in service to get a jump start on your transition to a successful civilian career. Here are a few I found helpful, and that Magellan Federal assists in delivering.

Available Career Resources

Transition Assistance Program (TAP)
The Department of Defense TAP provides lots of information, tools, and training to share tips on everything from resume prep to financial planning. For example, I remember them bringing in models to our installation from a local suit store to help us prepare for business dress. TAP is available to all transitioning service members and has a wealth of eLearning guides, trainings, and workshops. Connect with your local Transition Assistance Office or view more information on the DoD TAP website.

Military and Family Life Counseling Program (MFLC)
Military and Family Life Counselors (MFLCs) are on the ground at installations around the world providing confidential non-medical counseling to service members and their families to address issues such as improving relationships, stress, parenting, and grief. MFLCs are also armed with a plethora of training resources specific to making the transition from the military to civilian life. I highly suggest connecting with an MFLC at least a year out from your final separation date, even if it is just to help you organize your thoughts and help you more clearly define the path to your future. Contact your installation’s Military and Family Support Center to get started.

Education and Employment Initiative (E2I)
E2I is a Department of Defense program that assists wounded, ill, and injured Service members with education and career opportunities as part of their recovery and transition to civilian life. E2I’s Regional Coordinators work with Service members to identify skills and match those skills to a desired career path. Contact your Regional Coordinator to request an application, or visit the E2I website.

Tips for Successful Transition
While these programs and other resources will help you build a good foundation, it is ultimately up to you to put a detailed plan in place and complete the necessary steps to prepare for your civilian career.

1. Learn about careers—complete a self-assessment, compare occupations, and research industries
2. Find training—research basic adult education, apprenticeships, certifications, and scholarships
3. Network—connect with professionals in your career of choice to help with advice, job leads, and contacts; inform them of your skills and employment goals

It’s never too early to get a head start on preparing for a career that’s best for you and your family after service. I hope these tips will get you started planning today with confidence.

References
• CombatVeteranstoCareers.org, “5 Reasons Veterans Struggle to Transition to the Civilian Workforce,” view article
• Military OneSource

April is the Month of the Military Child, which celebrates and acknowledges the children of our service members. While living with a military family member can make children resilient and strong, this lifestyle can sometimes make them more susceptible to bullying in a school setting.

The Army’s Adolescent Support and Counseling Services (ASACS) program is a wonderful resource for military families looking for bullying awareness and prevention tactics. The ASACS program provides confidential counseling for adolescents and families to help them thrive while supporting a loved one stationed overseas.

Magellan Federal provides 23 ASACS counselors and four Clinical Supervisors at 22 Department of Defense schools worldwide and is intimately familiar with bullying issues that are prevalent within the military adolescent population. If you are a teacher, counselor, parent, or caregiver, here are some effective techniques our counselors have used to educate and help safeguard military children against bullying.

Educate with Games with Prizes

Create a bullying awareness event to open a discussion about what bullying looks like and how to take action. Have students write down what they would do if their friend was bullied on a sticky note wall and participants spun a wheel to answer questions about bullying scenarios to win a prize. This helps children understand how to identify bullying and actionable skills they can call upon to get help.

Encourage Role Play
We have also found success with conducting lessons on healthy communication through role play. Ask kids to create skits to demonstrate different communication styles. These will help participants identify assertive, aggressive, passive-aggressive, and passive communication, body language, and appropriate social filters to promote healthy communication and dialogue.
Then discuss how other communication styles could be hurtful and why social filters help to improve relationships and decrease instances of bullying.

Organize a Kindness Event
Organizing a school-wide prevention activity can help promote kindness and gratitude on a greater scale. Encourage students to write notes to friends, students, teachers, and staff about what they appreciated about that person. One of our recent events had about 700 messages written!

Schedule Ongoing Discussions
Conduct mini lessons on topics such as bullying prevention and empathy building. Setting aside a scheduled time to chat about bullying-related topics will keep it top of mind and build trust. These talks can also be used as an alternative to detention.

Bullying is a serious issue for military children, who may be more vulnerable in school settings due to their unique lifestyle. As caregivers, educators, and advocates, we must collaborate to provide resources and support to create a safe and inclusive environment for all children. By implementing these effective techniques, such as educating through games, encouraging role play, organizing kindness events, and scheduling ongoing discussions, we can equip military children with the necessary skills to identify and stand up to bullying. Let’s continue to prioritize the safety and well-being of our military children, not just in April — but every day.

Nikki Walker is the director of Federal Program Management with a focus on business innovation for the Magellan Federal Military and Family Life Counseling (MFLC) program. Walker, who has been with Magellan since 2012, oversees innovation projects and pilot initiatives that are either directed by our government customer or in collaboration with Magellan Health. Currently, Walker is working on the NeuroFlow pilot and the Arammu Relationship Checkup, a web-based counseling tool that allows military couples to check the status of their relationship health. They also learn how to manage strengths and challenges in their relationship with help from MFLC counselors. Continue reading to learn more about other innovative projects and pilot initiatives Walker is working on at Magellan Federal.

What sort of innovation projects are you currently working on at Magellan Federal?

I’m currently working on two exciting pilots that are moving the MFLC program forward into a digital dimension. The NeuroFlow wellbeing application is part of Magellan Healthcare’s eMbrace employee assistance program. Magellan Federal has also collaborated with NeuroFlow on a pilot program tailored specifically for the military population that incorporates additional safety features. Our relationship with the NeuroFlow team has allowed for a successful rollout at three military installations.  This is truly innovative work within the Magellan Federal business, and we’re excited to be able to offer this type of resource to our military members.

Another pilot we’re working on is the Arammu Relationship Checkup. It’s a digital-based questionnaire that allows military couples to rate their relationship health. Couples can go online and confidentially complete the questionnaire. The results of the questionnaire are immediately presented to the couples and provides concrete techniques to help them enhance their relationship wellbeing. The Relationship Checkup has had a positive impact on how we conduct non-medical counseling. Our MFLC counselors can use the Relationship Checkup in their non-medical counseling sessions to talk with couples about their strengths and any challenges they may work on to build their relationship. The pilot has been successful, and military couples have been very receptive of the checkup.

Why is Magellan Federal the best place to do these projects?

I believe Magellan Federal emphasizes collaboration as well as delivery. We deliver what’s expected of us when innovative programs are requested. Also, when we are working on business development, we are very good at identifying its key partners and stakeholders who are critical to successfully execute and deliver the product or the service that is expected. This collaboration is at all levels and within different arenas: government, military, community, greater Magellan Health, and internal Magellan Federal teams. We’re good at collaboration and building relationships, which help us deliver value to the customer.

What are your thoughts on the culture at Magellan Federal?

The Magellan Federal culture thrives on precision and accuracy. Getting things done right is very important. That supports what I’ve said about delivery. Our culture is about getting it right, which speaks to our professionalism, attention to detail, and the quality of the work we deliver. It’s that high level of professionalism that’s really rooted in delivering consistently. This is engrained in our culture. It speaks to the high level of quality work that our partners, the government, and the military want to see and why they continue to come back to us.

What exciting trends in the healthcare industry, related to military healthcare, have you noticed? In what direction do you see healthcare going? What lessons are there to learn in other industries that can be applied to healthcare?

One of the biggest trends is self-directed wellbeing or self-directed care. Many of our military members and families want something at their fingertips that allows them to easily access and navigate their healthcare. It’s mobile first. Cell phones and the web are readily available to service members, so being able to deliver wellbeing and healthcare services by phone or web gives them the opportunity to get the care they need, when and where they need it. This is especially important with our younger service members and spouses.

Lessons from other industries we can learn from include how to diligently explore the best way to operationalize research-based work. Pilot programs are often based on clinical and research studies, which is good because you do want evidence-based work. But we must also have due diligence in properly translating evidence-based work into daily operations. That takes time and skill. We must be able to think through how to manage and mobilize the workforce to be able to deliver the product and the service. Being able to successfully transition from a clinical study to operations is a big task. Having a plan of action on how to mobilize your team and how to operationalize that clinical study is especially important.

Learn more about the various solutions provided by Magellan Federal here.

The role of being a leader is one that is of foremost importance to Paul Messier. As Senior Director of Federal Program Management, Messier, who has been with Magellan Federal since April 2014, works on programs that provide HR services to military members and their families. He is one of three Senior Directors assigned to the Human Readiness Division (HRD), where he leads six contracts that include 310 people located at 75 Army and Navy military bases around the world.

Messier shows pride in his leadership role by pointing out that everything in the Federal service delivery contracts is designed to ensure the human readiness of Service members and their families. He also points out that the same elements of human readiness that apply in delivering operational excellence to customers are relevant when engaging with Magellan’s own employees in a culture of servant leadership. “Just as military members and their families are serving our Nation; our federal employees and their families are also serving our Nation in their respective military communities. If we expect our employees to address the human readiness needs of their customers, then we as leaders have an obligation to attend to the basic human readiness needs of our work force. From that perspective, human readiness has a double meaning to me – one is operational and the other is organizational.”  Continue reading to learn more about Messier’s work with the Human Readiness Division and what being a leader means to him.

What cool, innovative projects are you currently working on?

Right now, I’m focused on developing a new leadership model for our division. This is a reality-based, relationship-driven leadership approach that emphasizes bringing our most authentic selves to the workplace and creating more welcoming environments for our employees that foster trust and transparency. It’s an intentional effort to promote the health, well-being, and overall human readiness of our employees by integrating leadership principles and practices across four key domains:

• Practicing authentic servant leadership that emphasizes emotional and cultural awareness.
• Promoting a healthy work environment that fosters unity and cohesion for world-class service delivery.
• Providing continuous professional development through mentoring and coaching of the workforce.
• Encouraging shared governance that empowers employees to inquire, innovate and make decisions to the maximum extent within their professional scope of practice, and recognize them for their achievements.

I think there is a need for a model that offers a framework and training tool for sharing these leadership principles with our mid-level and junior leaders.

Why is Magellan Federal the best place to do these kinds of innovative projects?

I believe that when we consider our overall strategy of bringing products and services to the marketplace, we should always focus on being compelling, contemporary, and competitive. So, when I think about our collective role as leaders, I think about how we can apply these same principles to leadership. In these uncertain times, employees are asking for more from their leaders and seeking a healthier work-life balance. If we want to reach the hearts and minds of our employees and retain our human capital, we’ve got to find the courage to show them our own hearts and minds…show them who we are and how much we care for them.  If we can do that, then our message will indeed be compelling, contemporary, and competitive.

What are your thoughts on Magellan’s culture? How has the culture impacted your projects?

Magellan Health and Magellan Federal leaders have enhanced our culture by opening an atmosphere of transparency. That culture will be propagated if leaders replicate positive messaging by flowing it down the chain and engaging with our employees. Leaders cope with change, and more change always demands more leadership. We have the right leaders in place and the messaging channels and mediums are fully evolved and robust.  The stars are aligned for a new leadership model that we can share with our junior leaders and employees. Our corporate vision emphasizes leading humanity to healthier, vibrant lives, so I believe our organizational culture should also emphasize leading our own employees to help them achieve healthier, vibrant lives.  That’s what gets me excited about leading my projects.

What trends are you noticing in the healthcare industry that are related to the work being done at Magellan Federal? Are there any lessons from other industries that can be applied to the work happening at Magellan Federal?

I see many positive trends, but I also see that the healthcare industry faces many of the same challenges as an industry in general. There are remarkable things happening with innovative technologies such as artificial intelligence and digital apps that show great promise to improve healthcare outcomes.  But there are also issues and trends involving burnout of physicians and caregivers, politicization of healthcare, and issues of diversity, equity, and inclusion. What I try to do is learn the lessons I can from what I see happening around me and apply what I’ve learned as best I can when I engage with my own employees. To me, the common denominator when we look at these issues always seems to circle back to the need for authentic, reality-based leadership.

Learn more about the various solutions provided by Magellan Federal here.