Cameron-Brooks

Beau Hughes – HF Sinclair: Corporate Procurement Leader It was an absolute pleasure to have my good friend, Beau Hughes, join me on the PCS to Corporate America Podcast. Beau works for HF Sinclair as a Procurement Supervisor in their Corporate Procurement team.  Find out how Beau went from JMO to Corporate Procurement Leader in our latest podcast. Beau was one of the first JMOs I had the opportunity to work with when I joined Cameron-Brooks in 2023. Since then, we’ve grown close, and I’ve enjoyed watching him build a successful life and career after the Army. A former U.S. Army Logistics Officer, Beau launched his corporate career in November 2023 with HF Sinclair in Tulsa, OK. Right after accepting the offer through the November 2023 Career Conference, Beau and his wife welcomed their son into the world. Since then, things haven’t slowed down. Within his first year, Beau earned a promotion and returned to a Career Conference as a hiring manager, where he hired another Cameron-Brooks Alumnus. Beau’s transition from the Army to a rising leader in corporate procurement is full of lessons for junior military officers. His story is inspiring, practical, and worth hearing. Transitioning to Civilian Life with Purpose With a baby on the way and a strong desire to be more present at home, Beau made the decision to leave the Army in early 2023. Like many officers, he started the job search on his own and quickly saw how challenging it can be to navigate the civilian hiring process. That’s when a friend pointed him to Cameron-Brooks. After connecting with our team in August, Beau attended the November 2023 Career Conference and landed a Procurement Specialist role with HF Sinclair. “Cameron-Brooks made the process easy. I just had to show up prepared.” Redefining Procurement: Strategy Over Purchasing At HF Sinclair, Beau learned quickly that procurement is far more strategic than most people think. “I get a little offended when people call it purchasing. We’re building partnerships to achieve the lowest total cost of ownership, not just buying stuff.” His responsibilities include managing sourcing events, writing contracts, and being a strategic partner to internal teams. He found success quickly, even leading one of the smoothest refinery turnarounds in the company’s recent history. Earning a Promotion and Managing Life Transitions The first year wasn’t easy, but it was worth it. In March 2025, a little over a year after starting, Beau was promoted to Procurement Supervisor and relocated to El Dorado, Kansas. Despite a steep learning curve and the demands of a new role, Beau felt supported throughout the process. “You’re not just thrown to the wolves. You’re challenged, yes, but supported the whole way.” During this time, Beau also navigated becoming a new dad, moving states, and buying a home. He also mentioned the value of having more predictability in his schedule. He’s not necessarily working less, but he has more control. Beau’s Advice for JMOs Beau had some solid advice for fellow officers considering a move to business: Be hungry and humble – Learn fast, ask questions, and show up ready to work. Own your learning – No one’s handing you a manual. Be proactive. Stay authentic – Companies want the real you, not a script. Trust the process – The Cameron-Brooks program works if you do the work. “It’s not instant gratification, but it works. You just have to grind, learn, and grow.” What Makes Cameron-Brooks Candidates Stand Out? Now that Beau is a hiring manager, he sees firsthand the quality of Cameron-Brooks candidates: They’re prepared. They present themselves well. They’re confident, not arrogant. They’re genuine. Beau shared a story about a candidate who wore a suit to a casual interview. He didn’t have to, but it made a lasting impression. Final Thoughts: Growth, Grit, and Giving Back

E223: Transition Rule #4 – Past Success ≠ Future Success Why do we say, "Past success does not equal future success?" This episode is for those transitioning JMOs who have experienced past success in the military and are working towards business leadership careers. Also, it is for those who have tasted success in the military and who want to avoid missteps in the transition. I teamed up with Tim Kirchner, and together we cover the following topics: Ego vs. Authentic-Self The ways past success can create a sense of comfort, control, and security. How it can make us feel like we've "arrived". How it can cloud our judgment and decision-making skills. Different ways we naturally tend to lose focus and get caught up in urgent and daily tasks, and how those things can get in the way of our goals. I share my experience and how I struggled with an unhealthy belief of "being owed" something in my next chapter. Being clear about your desired result and the value of seeking guidance and adopting a growth mindset, regardless of experience level. Past success is a very strong indicator of future potential. Encouragement on not losing focus, making the transition a priority, and how to stay a student in the transition. That’s why Transition Rule #4 is: Past Success ≠ Future Success—not unless you change how you think and prepare. What Does “Past Success Does Not Equal Future Success” Mean? In the military, many leaders have led teams, made critical decisions, and delivered strong results. Success often followed a clear structure and defined roles. However, the business world operates differently. Past achievements don’t automatically lead to future success in a new environment. There are two challenges that frequently show up during the transition: 1. EgoSome assume their accomplishments will speak for themselves. Yet, most hiring managers don’t fully understand military roles. It becomes important to connect the dots and clearly show how experience applies. 2. Lack of FocusTransition preparation often gets delayed. Busy schedules take over, and planning gets pushed aside until it’s nearly too late. Where Do These Challenges Appear Most Often? In Interviews:Even high-performing JMOs have received feedback such as, “Didn’t show enough business understanding.” In these cases, the leadership skills were there—but the candidate hadn’t prepared in the way business leaders expected. During Preparation:Some officers in our Development & Preparation Program (DPP) initially struggled to stay on track. On the other hand, those who began early and followed a clear plan arrived prepared—and it showed in their interviews. Why This Rule Matters Success in one setting doesn’t guarantee success in another. Military leadership typically involves giving orders and following a chain of command. In contrast, business leadership calls for influence, adaptability, and quick decision-making. To thrive, adapting to new expectations is essential. The Right Mindset Stay Focused:Clear career goals help guide daily decisions. Every step forward should move closer to that goal. Stay Hungry and Humble:A learning mindset is critical. Seeking advice from those who understand both military and business environments can make a big difference. Staying hungry to grow and humble enough to learn creates long-term success. What to Do Next Start early.Don’t wait to begin preparing. A strong plan—beyond just a resume—builds clarity and confidence. The earlier the process begins, the better the outcome. Simply put, early action leads to better results. The Big Takeaway Military experience builds a strong foundation, but it’s only the beginning. Growth in business comes to those who remain coachable, curious, and committed to learning. That mindset earns the next success. Let’s Take the Next Step Together If you realize past success does not equal future success,

April 2025 Post-Conference Review: Leadership in an Uncertain Market Our April 2025 Post-Conference Review is live! The officers who attended the Career Conference have officially completed the follow-up process and made important career decisions. Over the last four weeks, they met with hiring managers from companies across the country, both virtually and in person. These meetings gave them a deeper look at company cultures, job responsibilities, and long-term opportunities. We are incredibly proud of how each candidate showed up with strong preparation, professionalism, and leadership. Despite ongoing economic challenges, including inflation, tariffs, and supply chain issues, companies continue to invest in top leadership talent. Every company at the conference came ready to hire. The strong pursuit rate and average number of interviews per candidate reflect the high level of preparation and performance shown by our JMOs. Their ability to communicate clearly, think critically, and adapt quickly helped them stand out. To explore these trends and hear real stories from the field, check out our latest Cameron-Brooks Podcast episode. We spoke with recent alumni Chris Sharp, AJ Sotillo and Justin Martinez, who shared their personal experiences from the conference and follow-up phase. Each of them took a unique path, but common themes of resilience, clarity, and learning stood out. In this episode, you’ll hear: Key trends from the April 2025 Conference How candidates approached follow-up interviews How they evaluated companies and chose the right roles The hardest parts of the transition Actionable advice for JMOs preparing for their own career search Congratulations to the April 2025 candidates and the client companies who partnered with us. Your hard work, commitment, and willingness to grow continue to inspire our team and community. Brock Dudley 210.874.1495 || [email protected]

Transitioning from the military to business brings immense opportunities and new challenges. While you bring valuable skills from your service, focusing on personal well-being and the importance of self-care is crucial for effective leadership in your next career. In this podcast, I interview Sarah Draper about how learning to pause, meditate, and spending time in silence are tools for self-care.  Dr. Adrian Popa, podcast guest from Episode 213, introduced me to Sarah through her 2024 TEDx talk. Sarah is a former FBI agent, a graduate of West Point, and an Army veteran. Today, she operates her own leadership and consulting practice.  Sarah emphasizes that truly serving others as a leader requires taking care of yourself first. She notes a past belief in service-oriented cultures that self-care is selfish, but this leads to a cumulative negative impact of burnout. Burnout, characterized by exhaustion, lack of professional efficacy, and sometimes cynicism, is a real risk. When leaders neglect themselves, they can unintentionally push their stress onto their teams, hindering performance. Learning to recognize when something feels "off" internally is vital for adaptation and growth. Sarah shares tangible tools to build resilience and focus on the importance of self-care. Mindfulness meditation, even just 10-15 minutes daily, trains your mind to manage distractions and improves focus. A gratitude practice, like noting three good things, helps counteract our brain's negativity bias and fosters a more positive perspective. Intentional breath work offers quick techniques to manage stress and regulate your nervous system in challenging moments. Developing these "human skills" and fostering trusted relationships is key to continuous self-development and crucial for leaders navigating transitions. Prioritizing your well-being isn't selfish; it's essential for you to be your best leader in the business world. I am incredibly grateful to have met Sarah, and I appreciate her devoting her time and support to transitioning military officers and Cameron-Brooks. To learn more, check out our podcast, Cameron-Brooks: PCS to Corporate America. You can also visit our website at cameron-brooks.com or follow us on LinkedIn. If you’d like to talk through your goals and build a plan, I’d love to connect. Let’s take the next step together. Joel

This episode is for JMOs who are ready to transition and don’t want to take a step back in their next business career. In it, we: Define who this is for: JMOs aiming to lead and take on greater responsibility in a Business Leadership Career. Explain the "Traditional Career Search": Glassdoor, LinkedIn, Indeed, USAJOBS, etc. Define the "Non-Traditional Career Search." Explore why JMOs often default to the traditional approach. Share key takeaways and closing thoughts. JMOs are traditional candidates for defense-sector roles, but in the private sector, they are seen as non-traditional candidates. That is why Transition Rule #3 is: Throw Out the Traditional Career Search if you are aiming for upward mobility in business leadership. What is the "Traditional Career Search"? Searching based on past experience: “I have this experience in this industry,” or “I have this degree.” This focuses on what you have done, not your potential for leadership growth. Narrowing your options by what you know: Location or Career Field, or both. “I am a Logistics Officer, and my home of record is Dallas, TX, so I will pursue Logistics in Dallas.” Applying through job boards and online platforms: Glassdoor, LinkedIn, Indeed, USAJOBS. “Networking” that often feels vague or produces unclear outcomes. Important: The traditional search can work well for JMOs staying in defense, where their functional experience directly matches role requirements. But if you are making a hard pivot into business leadership, you need a different approach. The Reality of Online Applications in 2025 Job postings on LinkedIn attract 150 or more applicants. Popular roles see 300 or more. Indeed and Glassdoor listings often draw 200 to 500 candidates for a single role. Applicant Tracking Systems (ATS) filter out 75% to 90% of résumés before they reach a human. The result? A success rate of only 2% to 5% for landing an interview via online applications. What is the "Non-Traditional Career Search"? A non-traditional search takes a different approach. It focuses on: Highlighting your leadership experience, potential, and ambition as your key value. Embracing a Growth and Investment Mindset. Expanding and comparing multiple opportunities. This does not mean applying to 200 companies but making quality attempts. Consider this: Of the 168 million people in the U.S. workforce, only 1.3 million are active-duty service members. Of those, about 200,000 to 234,000 are officers. JMOs (typically O-1 to O-3, with some O-4s) make up about 100,000 to 140,000. That is less than 0.1% of the total U.S. workforce. JMOs are a specialized leadership talent pool. Their skills are highly valuable but often overlooked by traditional hiring methods. The key is getting in front of companies that recognize your unique potential. The Big Question If you are a JMO pivoting to business, ask yourself: Do you know anyone who has lined up 10 to 12 quality interviews over two days? Interviews with hiring managers and decision-makers that bypass online filters, for roles that match or exceed their current pay and responsibility, and align with their separation timeline? This is what a targeted, quality-driven search looks like. A broad search gives you the power of comparison, helps you gather facts and real data, and puts you in a strong position when it is time to choose between offers. Facing Transition Challenges We know transition is tough. It is full of uncertainty, and it is natural to lean toward a traditional search. Well-meaning advice from family and friends can sometimes miss the mark if they lack expertise. There is also the temptation to choose what is familiar, like a job close to home or with a recognizable title. But those options might not deliver the long-term growth you deserve.

Develop an Investment Mindset:  As a Junior Military Officer, your military experience has shaped how you think, lead, and solve problems. But when it comes to your next step, developing an investment mindset for a military transition can be just as important as your skill set. That’s why Transition Rule #2 is: Develop an Investment Mindset. At Cameron-Brooks, we’ve seen this mindset make all the difference. It’s about shifting your focus from the short-term to the long-term, from immediate comfort to future growth. In our recent episode, I sat down with Joel Junker and Tim Kirchner to dig into this idea and explain why it’s so valuable. What Is an Investment Mindset? Joel explains that an investment mindset means viewing your career the same way you’d approach a financial investment. You wouldn’t expect instant results from your retirement savings. Instead, you plan, stay patient, and make steady progress toward long-term returns. The same thinking applies to your career. You may need to pass on the “perfect” location or initial title if it means taking a role with greater development potential. It’s about trusting the process, being intentional, and playing the long game. Why Delayed Gratification Pays Off During our conversation, Tim emphasized the importance of delayed gratification. It’s tempting to focus on what feels good right now, like a higher starting salary or a shorter commute. But these short-term wins don’t always lead to long-term success. Instead, think about where you want to be in five or ten years. What roles and experiences will help you get there? An investment mindset encourages you to choose a path that stretches you and helps you grow. Facing the Challenges of Transition We also discussed how the transition from the military to business can feel uncertain. The military offers structure, clarity, and control. Civilian careers often feel more open-ended. That uncertainty can trigger a need for control. Some JMOs rush into decisions simply to regain a sense of stability. However, these emotional decisions can work against your long-term goals. Joel pointed out that the key is preparation. When you understand your options, you can make confident, well-informed decisions. That lowers stress and leads to better outcomes. How to Build an Investment Mindset To help you develop this mindset, we’ve outlined a few practical steps: Create a long-term career plan with goals that guide your short-term decisions. Prioritize growth opportunities over short-term comforts like location or salary. Educate yourself by reading books like Mindset by Carol Dweck and The 5 Patterns of Extraordinary Careers. Work on your communication skills, including how you share your story and goals. Be open to multiple career paths, and evaluate each one objectively. Talk to mentors who can guide you through the process and offer honest advice. Reframing the Transition as an Adventure As we wrapped up, Tim encouraged JMOs to look at the transition as an adventure. This mindset adds a sense of curiosity and energy to the process. Instead of seeing the unknown as something to fear, view it as a chance to explore, grow, and discover your next chapter. Joel added that growth takes time. With a strong plan and consistent effort, the results will come. Every challenge is a step forward when you’re building toward something greater. Let’s Take the Next Step Together Are you ready to think long-term and approach your transition with confidence? Developing an investment mindset for your military transition is a great place to start. To learn more, check out our podcast, Cameron-Brooks: PCS to Corporate America. You can also visit our website at cameron-brooks.com or follow us on LinkedIn. If you’d like to talk through your goals and build a plan, I’d love to connect. Let’s take the next step together. Brock Dudley(210) 874-1495 | bdudley@cameron-brooks.

Why Is Transition Rule #1 - Don't Do It Alone? When talking about the transition, why did we make Transition Rule #1 -Don't Do It Alone?  At Cameron-Brooks, we’ve spent nearly 50 years helping Junior Military Officers (JMOs) make this transition successfully. A lot has changed in 50 years, and there is one thing for certain: There is so much information out there. There are a lot of resources and people out there who want to help you. We’ve developed 6 Rules for the JMO Military to Business Transition to help break through the vast amounts of information and organize it for you. These rules provide a framework and a structure to help you gather information, plan, prepare and help educate you on your options outside of the military. In this episode, we’re joined by Tim Kirchner, who has spent 20+ years in the recruiting Industry. He’s a key team member and leader at Cameron-Brooks. What is unique about Tim is that he’s seen both sides. He’s been at Cameron-Brooks for the last six years and has helped thousands of JMO’s learn about their options and helped communicate how companies view and understand them. He's spent the majority of his professional career communicating with Hiring Managers and helping them find, build, and retain talent. Tim was the main driver behind organizing these rules. He’s a wonderful teammate and leader, and we value that he’s seen a lot, and he brings a fresh perspective and a “different frame” of viewing things. In this episode, we dove into the crucial first step: finding the right guide. We discuss key insights, practical strategies, and the value of a guide in the transition to help you build a plan, develop a strategy, and start building the foundation for your transition. We start with Transition Rule #1: Don’t Do It Alone. In other words, Find Your Guide. Why Should You Find a Guide? It will highly increase your chances of being successful in the transition, based on how you define success. When starting something new, the most important thing to do is gather information and get educated on that topic. So naturally, how do we do that? We find information and people who know things that we don’t. We learn from people who have gone before us and from people who have experience. What to Look for when You Find a Guide? The first thing that’s important when you find a guide is choosing one that you trust. With trust comes open, candid communication, that goes both ways. For the JMO, it’s about communicating what’s important to you and thinking about your objectives in the transition. For the guide, it’s about listening and being honest about the realistic nature of achieving those goals based upon the proposed strategy. We discussed the importance of trust, which stems from the book Trust by Dr. Henry Cloud. The five components of trust: 1. Does the guide understand what is important to you? 2. Does the guide have the expertise? 3. Does the guide have the Integrity and Character to do what they say they are going to do? 4. Does the guide have transparency in their motive to help you? 5. Does the guide have a clear track record? Transformation over Transaction Joel left us with some closing thoughts. Our mission at Cameron-Brooks is about transformation, not transaction. We don’t just place JMOs in front of Hiring Managers and Decision Makers for open developmental positions. It goes further than that. We strive to be Counterculture to help JMOs grow, reflect, and step into the next phase of their careers with confidence. We strive to provide confidence in your choice to find a guide. Ready to Take the Next Step? Are you ready to follow Transition Rule #1 - Don't Do It Alone? Want to learn more? Check out our podcast, Cameron-Brooks: PCS to Corporate America, follow us on LinkedIn or check out our website.  If you want to chat and learn more about your options, let me know. Always happy to set up a no pressure conversation. Brock Dudley

Our January 2025 Post Conference Review is live, and I always look forward to the weeks following a Career Conference and visiting with our recent alumni. It’s the culmination of an incredible amount of effort both from the candidates and our team. Seeing these talented JMOs, some having spent over two years in the Cameron-Brooks Development and Preparation Program, receive offers and make career decisions is nothing short of inspiring. It’s not just about the job offers; it’s about the journey. The relationships built. The challenges overcome. The lessons learned. Watching LinkedIn light up with posts from our alumni celebrating their new careers, surrounded by the support of their community, is one of the best parts of my job. To all the JMOs, client companies, and the entire Cameron-Brooks team—thank you for making another Career Conference a success! And most importantly, congratulations to the January 2025 Candidates and Companies! The Panel In this episode, I sat down with three recent Cameron-Brooks alumni who shared their firsthand experiences from the Career Conference and the critical “follow-up” process. They pulled back the curtain on what it was really like—insights, surprises, and everything in between. Meet the panel: Liam O'Hara, TransDigm Group, Inc. – Captain, Army Air Defense Frank Cebreros, Amcor – Captain, Army Armor Ty McAvoy, Civco Medical Solutions – LTJG, Surface Warfare Officer The "follow-up process" refers to the structured steps that take place after their Career Conference, where candidates interview with multiple companies in person or on-site with the objective to go deeper and learn more, and then secure offers. Once offers are in hand, they have the ability to evaluate options, compare, and then make the best decision for them based on: Fit! Career Goals Career Opportunities Nature of work Team Chemistry Culture Salary Location Topics of Discussion and Sample Questions Asked Here’s a sneak peek of what we discussed and questions that were asked: Career Conference Statistics – January 2025 data Sample Opportunities – What industries and roles were available Best Interview Prep Tips & Techniques – What works Salary Expectations – Did the opportunities align with expectations? Why Cameron-Brooks? – The value of our partnership Hiring Manager Conversations – What to expect The Impact of Study Groups – How they drove preparation and confidence The Power of Community – Why going through this with a network matters How to Ace Your Interview – Actionable insights for success And much more! Key Themes Some of the key themes that emerged from our conversation were: 1.) The Power of Relationships – Your network is everything. Having a community that sharpens you, pushes you, and walks alongside you through this transition is invaluable. Study Groups, the Discord platform, follow-up trips—these relationships make all the difference. 2.) Applying the Reading Program – Books like Integrity Selling and Financial Intelligence weren’t just theory—they shaped how these candidates approached their interviews and careers. Learning, applying, and operationalizing these concepts set them apart. 3.) The Follow-Up Team's Impact – There’s an entire engine behind the scenes—coordinating logistics, travel, and on-site interviews. Field rides, plant tours, site visits—these aren’t just meetings; they’re opportunities to connect, learn, and solidify decisions. Final Thoughts These Career Conference recap conversations are a goldmine for those preparing for their own transition. Whether you’re deep in the Development and Preparation Program or just starting to explore your options, learning from those who’ve walked this path before you is invaluable. If you’re a JMO looking for answers, we’re here to help. Cameron-Brooks has spent over five decades guiding military officers through one of the biggest transitions o...

Leaving the structured world of the military for the uncertainty of civilian life can be a daunting task. In this episode of the PCS to Corporate America Podcast, I speak with Mike Sweeney, a former Army junior military officer (JMO) who successfully navigated this transition over 20 years ago. Mike shares his insights and experiences on how defining goals, embracing preparation, and learning lead to career success.  He offers invaluable advice to those currently preparing for their own transition. The Importance of Preparation Mike emphasizes the importance of preparation, particularly when it comes to interviewing. Drawing parallels to the meticulous practice routine of comedian Jerry Seinfeld, Mike stresses the need for JMOs to practice and rehearse their interview responses and specifically highlights the need to master the answer to "Tell me about yourself.” This preparation helps build confidence and allows one to be authentic in the interview. Defining Your "Good Employment Offer" Beyond acing interviews, Mike encourages JMOs to define what constitutes a "good offer" for them. Rather than solely focusing on salary, he suggests considering factors like company culture, values, learning opportunities, team dynamics, and work-life balance. This personalized approach helps ensure alignment between individual aspirations and the chosen career path. Today, as a Leadership Coach, Mike encourages his clients to think about their career opportunities similarly. Embracing Lifelong Learning A key theme throughout the conversation with Mike is the importance of continuous learning and development. Mike is an avid reader and champions reading as a way to gain new perspectives, develop leadership skills, and cultivate a reflective mindset. He also says that, unlike when he and I transitioned 20+ years ago, to use other mediums like podcasts and videos for learning and self-development. The key is to be intentional and directed in consuming information that fosters growth. Mike’s career is an excellent example of a successful transition from military to civilian life. His emphasis on preparation, thoughtful decision-making, and continuous learning provides valuable guidance for current JMOs navigating this significant life change. By engaging with resources like those offered by Cameron-Brooks and embracing a mindset of continuous growth, individuals can confidently embark on their post-military careers. Thank you for listening, and I hope you enjoy the podcast! To stay connected, we encourage you to check out our website and YouTube Channel and follow us on LinkedIn. If you want to learn more about your transition options, please get in touch with us. You can also check out our Transition Guide on “3 Game-Changing Strategies for JMOs Making the Jump to Business” for additional transition tips. To stay connected, I recommend subscribing to our YouTube Channel and following us on LinkedIn. Joel

Learn how Fran Lawler went from JMO to C-Suite. This former officer is an incredibly successful leader. She is a 1995 West Point Graduate, served six successful years in the Army as a Medical Service Corps Officer, and transitioned to a business career in 2001 through Cameron-Brooks. She earned her MBA at Harvard and has held high-level human resources roles, including several Chief Human Resources Officer positions. She recently founded her own leadership consulting and coaching company, Harvest Cove Talent Partners. Fran is also the first officer I recruited to participate in the Cameron-Brooks program. I met her in Leesville, LA, just outside Fort Polk, LA (now Fort Johnson) in May 2000. She agreed to be a podcast guest to share her experience and leadership lessons. She shares her incredible story, filled with lessons on resilience, adaptability, and the pursuit of personal growth. Fran’s insights shed light on what it takes to lead with authenticity and impact. Identify Personal Purpose A pivotal moment in Fran’s career was crafting her personal purpose statement. This exercise helped her align her career aspirations with her deeper values, transforming her approach to leadership and teamwork. As Fran shares, finding purpose was a professional milestone and a personal breakthrough that shaped her trajectory. The Power of Coaching and Leadership Development Fran’s passion for coaching stems from her own transformative experiences. She highlights the importance of asking probing questions, fostering self-reflection, and empowering clients to discover their own solutions. As Fran emphasizes, the role of a coach is to guide, not to dictate, creating a safe space for others to explore and grow. In our discussion, Fran reflects on how coaching has enhanced her professional relationships and deepened her connection with friends and family. This underscores the broader impact of coaching—its ability to enrich lives beyond the workplace. Harvest Cove Talent Partners: A Vision for Growth and Community Fran recently took a bold step by launching her firm, Harvest Cove Talent Partners. Inspired by her commitment to growth and human connection, Harvest Cove aims to support leaders and teams in achieving their full potential. The firm’s name reflects Fran’s mission to create a “harvest” of blessings and opportunities, cultivating a space where vulnerability and authenticity thrive. Leadership Rooted in Purpose Fran Lawler’s journey from JMO to C-suite is a testament to the power of adaptability, purpose, and continuous growth. Her story reminds us that true leadership goes beyond achieving goals—it’s about fostering connection, empowering others, and staying grounded in one’s values. Through her coaching work and the creation of Harvest Cove, Fran exemplifies how leaders can inspire transformation while staying true to their purpose. Fran's story is an inspiration for anyone navigating transitions or seeking greater meaning in their work. Learn more about Fran’s journey and her insights on leadership and coaching by tuning into the full podcast episode. Thank you for listening, and I hope you enjoy the podcast! To stay connected, we encourage you to check out our website and YouTube Channel and follow us on LinkedIn. If you want to learn more about your transition options, please get in touch with us. You can also check out our Transition Guide on “3 Game-Changing Strategies for JMOs Making the Jump to Business” for additional transition tips. To stay connected, I recommend subscribing to our YouTube Channel and following us on LinkedIn. Joel