Welcome to the Blog

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Veterans are like…Spider-Man?

Well, more like Peter Parker. He was bit by a radioactive spider and it changed his DNA. He now shoots webs, swings on said webs, fights wrong-doing and the bad actors doing it, defends the weak, has super-human strength, agility, and Spidey Sense, and sticks to walls. He looks like

Human Capital Management

Merriam Webster Online defines “human capital” as “the skills, knowledge, and qualifications of a person [or] group considered as economic assets”. To us at Vets2PM, “persons” and “group” mean “military members reintegrating back into the workforce” (Wright, 2024). Related to our human capital mission to help military members land meaningful,


Our Nation’s Three Rs and How We Help

In National Security terms, “Recruiting” means attracting qualified citizens into the military Branches of the Army, Navy, Marine Corp, Air Force, Space Force, and Coast Guard; “Readiness” means that each Branch is ready and capable of carrying out its specific mission; and “Retention” means the ability to retain our Soldiers,

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It’s a powerful word.   It’s a combination of “capacity” and “ability”.   And it’s what hiring managers are looking for in new hire candidates. “Based on what this person has done, can they do what I need them to do to solve the problems that I am hiring them

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Key Questions to Determining Which Way…

I am often asked “How do I help my project teams select which planning and delivery method to use for each project Doc?”.   And I answer with the six simple questions that take about 10 or 15 minutes to answer.   And they are all about “capability”…   First,

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Imposter Syndrome

Clinical psychologists Pauline Clance and Suzanne Imes identified and named this phenomenon 1978. They defined imposter syndrome as a “condition of feeling anxious and not experiencing success internally, despite being high-performing in external, objective ways [which can] often result [in feelings of] feeling like “a fraud” or “a phony” and