Beyond the Uniform Blog

Women Veterans Interactive Foundation

Fri, 16 Oct 2026 19:37:17 GMT

Career development, crisis relief, and community for women veterans.

Founded in 2011 by Navy veteran Ginger Miller, the Women Veterans Interactive Foundation (WVIF) is a national 501(c)(3) that connects, engages, and empowers women veterans with the tools and resources they need for post-military success.

What they offer

Wellness: help enrolling in VA health care, understanding benefits, and filing claims.
Safety: Operation Safety Net helps women veterans in crisis with costs like utility bills, security deposits, and gasoline.
Transition: resume workshops, career coaching, mentorship, entrepreneurship, and leadership development through programs such as Beyond the Transition and the Women Veterans Transition Space.
Community: membership starts with a free tier, and local chapters meet in Washington, D.C.; Richmond, Virginia; Fayetteville, North Carolina; and Atlanta, Georgia.

Visit Women Veterans Interactive Foundation

SEA WAVES

Fri, 16 Oct 2026 19:36:00 GMT

Eating disorder education, care navigation, and advocacy for service members, veterans, and military families.

SEA WAVES is a 501(c)(3) nonprofit founded by retired U.S. Navy Senior Chief Leah Stiles. It focuses on eating disorders in the military community, where weight standards, trauma, transition, and fear of career consequences can make the problem harder to recognize or talk about. Support is offered without judgment.

What they offer

Support and care navigation: referrals, TRICARE navigation, and real-time help finding specialized care.
The Lighthouse Project™: free outreach, care navigation, and community programs.
MEDAL™ training: training for military leaders and providers to spot warning signs and connect people to care.
Advocacy: work with lawmakers and national coalitions so eating disorder care is treated as part of readiness.

Need support now? Text WAVES to 741741 for free, confidential, 24/7 support through Crisis Text Line.

Visit SEA WAVES

Being the “Only” Is a Superpower

Fri, 16 Oct 2026 17:49:02 GMT

Some of my most significant accomplishments were not achieved in spite of being the “only” — they were achieved because of it.

For years, I carried a deep frustration about being the "only." I was tired of being the exception... My perspective shifted profoundly after I had the honor of hearing Elizabeth Stephens speak at an ATLVets speaker series. She challenged my entire thought process. Listening to her, I began to realize that some of my most significant accomplishments in the military were not achieved in spite of being the "only" — they were achieved because of it.

If you served as a woman in the military, you know what it means to be the "only."

The only woman in the platoon. The only woman in the briefing room. The only woman at the table. Sometimes the only woman in the entire building.

That experience is exhausting. It is also — and I want you to hear this clearly — one of the most powerful leadership development experiences a person can have.

Renea Jones-Hudson (center) with Vernice "FlyGirl" Armour (left) and Elizabeth Stephens (right) at the ATLVets speaker series.

The Weight of Being the Only

Let us be honest about what the experience actually costs before we talk about what it builds.

A 2025 systematic review of 19 qualitative studies of veterans across five countries described how, as women attempted to assimilate into the masculine military culture, they paradoxically became "hyper-visible" as minority members — more conspicuous, not less [1]. Their gender was never invisible. It was always a variable in how they were perceived, evaluated, and treated.

The review also found that women felt continuous pressure to perform at a high level just to be seen as equal to men. Their mistakes were not treated as individual mistakes; they were seen as confirmation of inadequacy and as reflecting poorly on other women in uniform [1]. The stakes of every performance were amplified. There was no margin for the kind of ordinary failure that men were routinely permitted.

Alfred Adler would have recognized this dynamic immediately. He wrote extensively about what he called the masculine protest — the push, in a culture that devalues the feminine, to reject femininity and prove oneself by masculine standards [2]. He was clear that this pressure was not a reflection of women's actual capacity. It was a reflection of a social structure that devalued women by design.

The weight is real. The inequity is real. And naming it is not complaining — it is diagnosis.

What the 'Only' Builds

But here is what the research also shows, and what I now know from lived experience: the experience of being the "only" forges something that cannot be taught in a classroom or acquired in a comfortable environment.

It builds a calibrated self-awareness that most people never develop. When you cannot blend in, you are forced to know exactly who you are. You cannot coast on group identity or borrowed confidence. You have to find your own.

It builds the capacity to lead without validation. When you are the only one who looks like you in the room, you quickly learn that waiting for external approval is a losing strategy. You develop the ability to trust your own judgment, to act on your own conviction, and to move forward without consensus — which is, incidentally, exactly what the most effective leaders do.

It builds a perspective that is genuinely rare and genuinely valuable. Research on team diversity has found that diverse teams tend to be more creative [3]. The woman who has operated as the "only" brings a vantage point that homogeneous groups simply do not have. That vantage point is not a consolation prize. It is a competitive advantage.

And it builds resilience — not the performative kind, but the deep, structural kind that comes from having been tested and having held.

The OWNIT™ Framework: A Map for the Journey

Adler believed that the striving to overcome feelings of inferiority — when directed toward contribution rather than compensation — was the engine of human growth and achievement [2]. He called this healthy striving social interest, or Gemeinschaftsgefühl: the drive to contribute to the community, to use one's unique gifts in service of something larger than oneself.

For women veterans who have been the "only," this framework offers a powerful reframe. The very experiences that were meant to diminish you — the hypervisibility, the double standard, the pressure to prove yourself — are also the experiences that developed your capacity to lead in complex, ambiguous, high-stakes environments. That capacity is exactly what the civilian world needs, and exactly what most people have not been tested enough to develop.

O – Own Your Story: Your experience as the "only" is not a footnote. It is a chapter — and it is one of the most important ones. Own it. Tell it. Use it to connect with others who have felt the same weight and need to know it can be transformed.

W – Work Your Gift: The gifts that were forged in the fire of being the "only" — the self-awareness, the resilience, the perspective, the capacity to lead without validation — are rare. Find the environments where they matter most, and show up fully.

N – Navigate the Change: Transitioning from a world where you were the "only" to a world where you are one of many can be its own kind of disorientation. The skills you developed in isolation may need to be recalibrated for collaboration. That is not a loss — it is an expansion.

I – Ignite Impact: The "only" who becomes a mentor, a leader, a voice — that is where the superpower multiplies. Your investment in yourself is also an investment in every woman who comes after you.

T – Take Bold Action & Thrive: The legacy of the "only" is not built by waiting for permission. It is built by showing up, leading out loud, and refusing to make yourself small in rooms that were not designed for you.

The Legacy of the 'Only'

You were the "only" because you were the first. And because you were the first, someone else does not have to be.

That is not a burden. That is a superpower.

Own it.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

Smith, A., Rafferty, L., Croak, B., Greenberg, N., Khan, R., Langston, V., Sharp, M.-L., Stagg, A., Fear, N., & Stevelink, S. (2025). A systematic review of military-to-civilian transition: The role of gender. PLOS ONE, 20(2), e0316448. https://doi.org/10.1371/journal.pone.0316448
Cedeno, R., & Torrico, T. J. (2024). Adlerian therapy. In StatPearls. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK599518/
Stahl, G. K., Maznevski, M. L., Voigt, A., & Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of International Business Studies, 41(4), 690–709. https://doi.org/10.1057/jibs.2009.85

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

We Are Not Less Than

Fri, 16 Oct 2026 17:48:54 GMT

You are not less than. You are under-recognized — and the difference matters.

There is a particular kind of exhaustion that comes from spending years in a room where your presence is questioned before your performance is even evaluated. Women veterans know this exhaustion intimately.

We spent years—sometimes decades—in environments that were not built for us, operating under standards that were designed around someone else's body, someone else's history, and someone else's idea of what a soldier looks like. We led. We deployed. We made decisions under fire that most people will never face. And still, in too many rooms, we had to prove ourselves twice before we were taken seriously once.

When we take off our uniform and step into civilian life, we carry that weight with us. And sometimes — if we are honest — we carry the belief that maybe they were right. Maybe we are not enough. Maybe we are less.

That belief has a name. And it is not the truth.

What Alfred Adler Understood About Inferiority

Alfred Adler, the founder of individual psychology, argued that feelings of inferiority are a universal human experience. Every person, he wrote, begins life in a state of dependency and perceived weakness, and from that beginning develops a drive to overcome what he called the striving for superiority [1]. This striving is not about dominating others. It is about mastery. It is about becoming the fullest version of yourself.

Adler was also among the earliest advocates of women's equality in psychology. He recognized that social structures — not individual deficiency — were responsible for the particular burden women carried. He argued that if women had the same opportunities as men, they could deal successfully with feelings of worthlessness [2]. In other words, the problem was never the woman. The problem was the system.

For women veterans, this distinction is critical.

The inferiority complex that many of us carry into civilian life was not born inside us. It was cultivated in environments where we were told — explicitly and implicitly — that we did not fully belong, where our injuries were dismissed. Where our combat experience was questioned. We were expected to work harder than our male counterparts just to be perceived as equal.

Research confirms this is not perception — it is pattern. A 2025 systematic review published in PLOS ONE, examining 19 qualitative studies across five countries and 290 female veterans, found that women veterans consistently reported that their military service was minimized or unacknowledged by civilians and military healthcare providers [3]. The review found that female veterans faced persistent gender discrimination, misogyny, and the compounding effects of military sexual trauma—all of which shaped how they saw themselves long after they left service.

That is not a personal failure. That is a documented, systemic wound.

The Difference Between Inferiority and an Inferiority Complex

Adler was careful to distinguish between the natural feeling of inferiority—which is universal and can be a catalyst for growth—and the inferiority complex, which occurs when those feelings become fixed, exaggerated, and paralyzing [1].

The feeling of inferiority says, "I have more to learn." I have room to grow.

The inferiority complex says: I am fundamentally not enough.

Women veterans are particularly vulnerable to the complex—not because we are weak, but because we have been systematically exposed to messages that reinforced inadequacy. The research from Strong, Crowe, and Lawson (2018) found that female veterans often internalized societal attitudes that minimized their service, concluding that their needs and contributions were not important or severe enough to justify services [4].

That internalization is the inferiority complex at work. And it is a lie.

The OWNIT™ Framework: A Map for the Journey

The striving never stops. The question is not whether you will strive—it is what you will strive toward.

When the striving is directed inward — toward proving yourself to people who have already decided you are not enough — it becomes exhausting and self-defeating. But when the striving is directed outward, toward contribution, toward community, toward the work only you can do — Adler called this social interest, or Gemeinschaftsgefühl — it becomes the engine of a meaningful life [2].

Women veterans are not lacking in the capacity to strive. We have been striving our entire careers. What many of us need is a reorientation of that energy—away from proving ourselves to a world that undervalues us and toward building the life and the impact that our service prepared us for.

That is the work of the OWNIT™ Framework :

O – Own Your Story: Stop watering down your accomplishments. Stop competing with narratives that were never yours to begin with. Your story—all of it, including the hard parts—is the asset.

W – Work Your Gift: You were not trained to be average. The leadership, discipline, and resilience you built in uniform are transferable. The work is learning how to translate them.

N – Navigate the Change: Transition is not a detour. It is the road. Moving through it with confidence — rather than reaction — changes everything.

I – Ignite Impact: You were called to something. The question your coach, your mentor, or your own quiet voice is asking you is the same one I had to answer: Have you considered that you are right where you're supposed to be?

T – Take Bold Action & Thrive: Thriving is not the absence of fear. It is the decision to move forward despite it.

You Are Not Behind. You Are in Process.

You are not less than.

You are a woman who served in one of the most demanding institutions on earth, in an environment that was not designed for you, and you did not just survive it — you led in it. The fact that you carry wounds from that service does not diminish you. It is evidence of what you were willing to endure in the service of something larger than yourself.

Adler believed that the goal of human development was not the absence of struggle, but the transformation of struggle into contribution [1]. That transformation is exactly what Beyond The Uniform is built to support.

The uniform may be gone. The mission is not.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

Adler, A. (1927). Understanding human nature. Greenberg.
Cedeno, R., & Torrico, T. J. (2024). Adlerian therapy. In StatPearls. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK599518/
Smith, A., Rafferty, L., Croak, B., Greenberg, N., Khan, R., Langston, V., Sharp, M.-L., Stagg, A., Fear, N., & Stevelink, S. (2025). A systematic review of military-to-civilian transition: The role of gender. PLOS ONE, 20(2), e0316448. https://doi.org/10.1371/journal.pone.0316448
Strong, J. D., Crowe, B. M., & Lawson, S. (2018). Female veterans: Navigating two identities. Clinical Social Work Journal, 46(2), 92–99. https://doi.org/10.1007/s10615-017-0636-3

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

Stop Trying to Translate. Focus on Reframing.

Fri, 16 Oct 2026 17:48:45 GMT

The harder question is not who you were. It is who you are becoming.

Every transitioning veteran has heard the advice: "translate your military skills for civilian employers." And it is not wrong. But here is what no one tells you — translation alone will keep you stuck.

Translation is a backward-facing exercise. It asks you to take what you were and explain it in terms that someone else can recognize. It positions your military identity as the original text and civilian life as the target language. And when you spend all of your energy translating, you never get around to the harder, more important question: Who do you want to become?

That question is not a translation problem. It is a reframing problem. And there is a significant difference.

Translation vs. Reframing: Why the Distinction Matters

Translation says: I was a platoon leader responsible for 30 soldiers.

Reframing says: I am a leader who builds high-performing teams under pressure, develops people, and executes complex missions with limited resources.

Translation is past-tense. Reframing is present-tense and future-oriented. Translation describes a role. Reframing declares an identity.

This distinction is not semantic. It is psychological — and it has direct consequences for how women veterans navigate the transition from military service to civilian life.

Research on military-to-civilian transition consistently identifies identity disruption as one of the most significant barriers to successful reintegration. A 2025 systematic review of 19 qualitative studies (502 veterans, 290 of them women) found that both male and female veterans experienced a profound sense of identity loss upon leaving service — what researchers described as a "reverse culture shock" as veterans attempted to construct a new post-military identity [1]. For women veterans specifically, this challenge was compounded by the mismatch between the assertive, mission-driven identity cultivated in the military and the civilian feminine norms they were expected to re-adopt [1].

When we spend all of our energy translating — trying to make our military selves legible to a civilian world — we are not building a new identity. We are defending an old one. And that defense can become its own kind of prison.

What Alfred Adler Understood About the Creative Self

Alfred Adler believed something radical for his time: that human beings are not simply the products of their past. We are the authors of our future.

Adler introduced the concept of the creative self — the idea that each person has an innate capacity to shape their own personality, to interpret their experiences, and to chart a course toward a self-defined goal [2]. He called this goal fictional finalism: the imagined future ideal that guides our present behavior, not because it is guaranteed, but because it gives our striving direction and meaning [2].

This is not wishful thinking. It is a psychological framework for understanding how identity actually works. We do not simply discover who we are — we construct who we are, through the choices we make, the stories we tell about ourselves, and the goals we orient ourselves toward.

For women veterans in transition, this means that the most important work is not explaining who you were. It is deciding who you are becoming.

The OWNIT™ Framework: A Map for the Journey

Reframing is not about erasing your military identity. It is about expanding it.

It is about recognizing that the discipline, the leadership, the ability to function under pressure, the commitment to mission — these are not artifacts of a former life. They are the foundation of the next one. The question is not how to explain them to a civilian audience. The question is how to deploy them in service of a purpose that is entirely your own.

This is the work that the OWNIT™ Framework is designed to support:

O – Own Your Story: Reframing begins with ownership. You cannot rewrite a story you have not claimed. The experiences that shaped you — the leadership, the sacrifice, the identity shifts, the wounds — are yours. They are not a liability. They are the source material for a narrative that no one else can tell.

W – Work Your Gift: Reframing is not about becoming someone new. It is about identifying the gifts that have always been yours and finding new contexts in which to express them. What did you do in the military that felt like it was made for you? That is the thread to follow.

N – Navigate the Change: Reframing requires you to sit with ambiguity. The new identity does not arrive fully formed. It is constructed, piece by piece, through reflection, experimentation, and the willingness to let go of the need to have all the answers before you take the next step.

I – Ignite Impact: Reframing is an active investment. It requires education, community, mentorship, and the deliberate cultivation of a vision for your next chapter. This is not a passive process. It requires you to show up for yourself the way you showed up for your mission.

T – Take Bold Action & Thrive: The new narrative is not written in your head. It is written in your actions. Every time you step into a room and lead from your authentic self — not from a translated version of your military self, but from the full, integrated, forward-facing version of who you are becoming — you are reframing.

The Question Worth Sitting With

Translation asks: How do I explain what I did?

Reframing asks: Who am I becoming, and what am I here to build?

The first question is necessary. The second question is transformative.

You spent years executing someone else's mission with excellence. Now it is time to define your own. Stop translating. Start reframing. The most powerful version of your story has not been written yet — and you are the only one who can write it.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

Smith, A., Rafferty, L., Croak, B., Greenberg, N., Khan, R., Langston, V., Sharp, M.-L., Stagg, A., Fear, N., & Stevelink, S. (2025). A systematic review of military-to-civilian transition: The role of gender. PLOS ONE, 20(2), e0316448. https://doi.org/10.1371/journal.pone.0316448
Cedeno, R., & Torrico, T. J. (2024). Adlerian therapy. In StatPearls. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK599518/

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

She Has Always Been Here: A Women’s History Month Tribute to Women in the Military

Fri, 16 Oct 2026 17:48:36 GMT

Women have always been part of this story. We just stopped telling it fully.

Women's History Month exists because history, as it is typically told, leaves women out. Nowhere is that erasure more complete — and more consequential — than in the story of American military service.

The popular image of the American soldier is male. The monuments, the movies, the memorials — they have, for most of our history, reflected a version of service that did not include us. And yet women have been part of every major chapter of this nation's military history, from the Revolutionary War to the streets of Fallujah.

This is not a story that begins in 1948 with the Women's Armed Services Integration Act, though that was a landmark moment. This story begins at the founding of the republic — and it has never stopped.

From the Beginning: The Revolutionary War to World War II

Women were present in the Continental Army from its earliest days. They traveled alongside soldiers, tended wounds, cooked, and kept the army functioning. Some went further. Margaret Corbin fought at the Battle of Fort Washington in 1776 after her husband was killed in action, continuing to man his cannon until she herself was severely wounded. In 1779, the Continental Congress awarded her a lifelong pension — making her the first woman in American history to receive a military pension from Congress [1]. Deborah Sampson disguised herself as a man named Robert Shurtleff in 1782 and served in the Fourth Massachusetts Regiment of the Continental Army until her identity was discovered.

During the Civil War, approximately 3,000 women served as nurses for the Union Army. Clara Barton obtained a special pass from the Union Army Surgeon General to travel directly onto the battlefield, earning the name "Angel of the Battlefield." Dorothea Dix was appointed Superintendent of Army Nurses for the Union Army in 1861, overseeing the appointment of more than 3,000 women as military nurses. Historians estimate that between 400 and 1,000 women disguised themselves as men and fought on both sides of the conflict [2].

World War I marked the first time women were permitted to serve openly in the U.S. military. The Navy enlisted more than 11,000 women — nicknamed "yeomanettes" — in non-combat roles. The U.S. Army Signal Corps recruited women as telephone operators, the "Hello Girls," who worked within kilometers of the front lines in France. They would not be recognized as veterans until 1977, and the few survivors received honorable discharges in 1979 [3].

World War II transformed women's military service at a scale never before seen. Nearly 350,000 American women served in uniform across all branches. The Women's Army Corps (WAC), the Navy's WAVES, the Marine Corps Women's Reserve, and the Coast Guard's SPARs all mobilized women into roles that extended far beyond clerical work — from aircraft mechanics and parachute riggers to cryptologists and test pilots. Fifty-seven thousand women served in the Army Nurse Corps alone, many of them under direct enemy fire [3]. Army Colonel Ruby Bradley , a nurse stationed in the Philippines, was captured by Japanese forces in December 1941 and spent 37 months as a prisoner of war — continuing to care for patients throughout her captivity. She became one of the most decorated women in Army history, earning 34 medals including two Bronze Stars.

The Long Road to Full Integration: 1948 to 2013

The Women's Armed Services Integration Act of 1948 was a milestone — but it came with significant restrictions. Women could serve as permanent members of the armed forces, but they were capped at two percent of each branch, prohibited from commanding men, and barred from combat positions [3]. For the next three decades, women served within those constraints, building careers in the narrow lanes they were permitted to occupy.

The 1970s brought meaningful change. In 1976, the first women were admitted to the service academies — West Point, Annapolis, and the Air Force Academy. In 1978, the Women's Army Corps was dissolved and women were integrated into the regular Army. Promotions opened. Command opportunities expanded. But the combat exclusion remained.

Women deployed to Vietnam — more than 11,000 served there, the majority as nurses — and to every subsequent conflict. By the time of Operations Desert Shield and Desert Storm in 1990–1991, more than 40,000 women were deployed to the Gulf, serving in roles that brought them into proximity to combat even as official policy stated otherwise [3]. The fiction of the "front line" was already collapsing.

For her actions on March 20, 2005, Army Sergeant Leigh Ann Hester became the first woman since World War II to receive the Silver Star for direct combat action — and the first woman ever awarded it for direct ground combat — after leading her squad through an insurgent ambush on a supply convoy near Salman Pak, Iraq [4]. She was not supposed to be in combat. She was there anyway — because women in the military have always been where the mission required them to be, regardless of what policy said.

On January 24, 2013, Defense Secretary Leon Panetta officially lifted the Direct Ground Combat Exclusion Rule, opening all combat roles to women [3]. It was not a gift. It was a recognition of what women had already been doing for decades.

Pioneering Women Who Changed What Was Possible

Within this long arc of history, individual women have broken barriers that seemed immovable — and in doing so, changed what the next generation believed was possible for them.

Vernice "FlyGirl" Armour earned her wings in July 2001, becoming the first Black female pilot in the United States Marine Corps. Her grandfather had served in the original class of African American Marines in World War II — making her achievement a continuation of a family legacy of breaking barriers. In 2003, she deployed to Iraq as America's first Black female combat pilot, flying the AH-1W Super Cobra attack helicopter on two combat tours [5]. She did not just fly — she led. She did not just serve — she made history that her grandfather's generation made possible.

Elizabeth Stephens became the first Black female graduate of the U.S. Naval Academy to be selected as a Fleet Naval Aviator in the Marine Corps [6]. She was also the first Black woman to pilot the CH-46E Sea Knight and the first woman to pilot the MV-22 Osprey. In her own words: "When I became the first Black female Naval Aviator in the Marine Corps, I knew the eyes of many were on me. I navigated a culture steeped in tradition, where my presence was a disruption to the norm. With no one to guide me, I had to forge my own path, fueled by determination, resilience, and an unwavering belief in my abilities." [6]

These women did not simply occupy space in a male-dominated institution. They redefined what that institution was capable of producing.

The Women Veterans of Today

Today, women make up approximately 17.9 percent of the active-duty force — more than 227,000 service members [7]. They are serving in every branch, every specialty, and every corner of the world. They are pilots, special operations candidates, commanders, surgeons, and strategic leaders.

And when they come home — when they take the uniform off and step into civilian life — they carry with them a history rarely told, and a set of experiences rarely understood.

This Women's History Month, I want to name that clearly: the story of women in the military is a story of extraordinary service rendered in the face of extraordinary resistance. It is a story that deserves to be told fully, not in footnotes.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

National Women’s History Museum. (n.d.). Margaret Cochran Corbin. https://www.womenshistory.org/education-resources/biographies/margaret-cochran-corbin
Righthand, J. (2011, April 7). The women who fought in the Civil War. Smithsonian Magazine. https://www.smithsonianmag.com/history/the-women-who-fought-in-the-civil-war-1402680/
USO. (n.d.). Over 200 years of service: The history of women in the U.S. military. https://www.uso.org/stories/3005-over-200-years-of-service-the-history-of-women-in-the-us-military
U.S. Army. (n.d.). Women’s museum exhibit features GWOT Silver Star recipients. https://www.army.mil/article/13656/womens_museum_exhibit_features_gwot_silver_star_recipients
Armour, V. (n.d.). About Vernice “FlyGirl” Armour. https://vernicearmour.com/about/
Stephens, E. (2024). Remarks at the ATLVets speaker series [Talk]. See also Meet Elizabeth Stephens, Bold Journey. https://boldjourney.com/meet-elizabeth-stephens/
USAFacts. (n.d.). How many people are in the US military? A demographic overview. https://usafacts.org/articles/how-many-people-are-in-the-us-military-a-demographic-overview/

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

The 4 Stages Every Woman Veteran Goes Through After Separation

Fri, 16 Oct 2026 17:48:28 GMT

What you are going through has a name — and a path through it.

Women veterans. We served. We led. We transitioned into a world that had no map for us.

We spent years — sometimes decades — serving this country. We led soldiers. We made decisions under pressure that most people will never face. And then one day, we took the uniform off and stepped into a civilian world that had absolutely no idea what to do with us.

Not because we were not capable. We were — and still are — among the most capable leaders in any room we enter. But because the world we stepped into had no framework for what we carried, no language for what we had lost, and no roadmap for what came next.

What Transition Actually Looks Like

When most people think about veteran transition, they think about the practical stuff. The resume. The job search. The LinkedIn profile. The interview prep. Those things matter. But they are not the hardest part.

The hardest part is the identity shift that happens when the structure, the mission, the rank, the belonging, and the daily sense of purpose disappear — all at once. For many women veterans, transition is not just a career change. It is an identity crisis. And no one told us that was coming.

What the Research Found

In her 2023 doctoral dissertation, Dr. Kimberly Hardy conducted a grounded theory study — 23 semi-structured interviews with women veterans — to understand how women develop their civilian identities after separation [1]. Her data produced 343 initial codes, 23 categories, and six themes. What emerged was a four-stage theory of identity development that maps the psychological arc of transition.

Stage One: Longing for freedom. It begins before separation — a longing for civilian life that is more fantasy than reality. Seventeen of the 23 women described viewing civilian life as "relaxing" or free from the constraints of service. The reality, as most of them discovered, was far more complex.

Stage Two: Decoding civilian culture. Women in this stage are not passive. They are actively observing, studying, and trying to understand the unspoken rules of a world that was not built with them in mind. One participant described civilian life as "bizarro world."

Stage Three: "Who am I now?" This is where the identity crisis deepens. Fourteen of the 23 women explicitly asked "who am I now?" — both as an existential question and as a practical one about how to present themselves professionally and personally. Eleven spontaneously mentioned mental health concerns during this stage, including anxiety, depression, and PTSD, and the particular weight of feeling they could not ask for help.

Stage Four: Living authentically. Not all participants had reached it at the time of the study. Some were still working toward it. Hardy likened it to Maslow's self-actualization — the goal, not a guaranteed destination.

This is not a personal failure. It is a documented, predictable process that most transition programs never address.

I Lived Every One of These Stages

When I retired from the Army, I did not have a plan. I had a feeling. I was ready for something different. I had given more than two decades to this country — thirteen years enlisted, then Officer Candidate School, then commissioned service. And I was done. I thought that being done was enough.

It was not.

I opened a fitness studio. It made sense at the time. The military had trained me to execute, and I was executing. What I did not have was a business background, or a roadmap for what happens when the initial momentum fades and the hard questions start.

I fell into the comparison trap. I watched other fitness entrepreneurs on social media and measured my story against theirs. That was never my story. Focusing on what everyone else was doing made me water down my own accomplishments and question everything. Who am I? What am I good at? What am I supposed to be doing now?

When I read Hardy's research, I did not just recognize it academically. I recognized my own life. The longing for freedom before I got out. The disorientation of decoding a civilian world with no shared language. The identity crisis. And eventually, after doing the real work, the arrival at something authentic — a purpose that was mine, a voice that was mine, a direction that was not borrowed from anyone else's story.

That work became Beyond the Uniform.

What This Means for You

If you are somewhere in the middle of this right now — if you feel capable on the outside but lost on the inside, if you are questioning whether you made the right call — hear this: you are not broken. You are in a process. And the process has a path through it.

The gap in most transition programs is not information. Women veterans know how to research, plan, and execute. The gap is identity. The women who thrive beyond the uniform are not the ones who simply updated their resume. They are the ones who did the harder work of understanding who they are outside the structure that defined them — and who had support to do it.

If you know a woman veteran navigating transition right now, send her this. She needs to know that what she is going through has a name.

References

Hardy, K. (2023). Process of identity development among women veterans who are transitioning from military to civilian life [Doctoral dissertation, University of the Cumberlands]. ProQuest Dissertations and Theses. https://www.proquest.com/openview/124441d16692aebdf1f42ea8dfd2acc8

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

DSPII Waypoint

Fri, 16 Oct 2026 17:47:57 GMT

A one-stop veteran service center for benefits, housing, employment, and more.

Since 2015, DSPII Waypoint (Discovering Soldiers' Potential "the Second Time Around") has provided a one-stop center for veterans and their families. Veteran services are brought together in one place, so families can handle their transition needs without running from office to office.

What they offer

Case management: help connecting with the right resources and cutting through the red tape.
Benefits counseling: VA disability compensation, pensions, education benefits, insurance, VA health care enrollment, and state-level benefits.
Employment services: resume preparation, job coaching, and connections to employers hiring veterans.
Behavioral health and readjustment counseling: in-house services and referrals to outside agencies or the VA.
Legal services: low- or no-cost help with issues like employment, child support, guardianship, and eviction through community partners.
Financial counseling and coaching: tax preparation assistance, financial literacy, and personal money coaching.
Education support: benefit applications, choosing schools and majors, and financial aid planning.
Housing and emergency services: supportive services for veteran families moving into permanent housing, plus emergency help with food, clothing, and crisis needs.
Justice-involved veterans: guidance on VA benefits and reentry support.

Visit DSPII Waypoint

Renea Jones-Hudson serves as Board President of DSPII Waypoint.

ATLVets

Fri, 16 Oct 2026 17:47:57 GMT

Leadership development, community, and career pathways for veterans and families.

ATLVets (Advancing The Line for Veterans) is an Atlanta-based 501(c)(3) nonprofit founded in June 2023. Its focus is leadership development for veterans after service, picking up where the military left off. ATLVets reports reaching more than 16,000 veterans and family members in 2025.

What they offer

Leadership Institute: six tracks covering career acceleration (VetOPS), entrepreneurship (Senior Leader Track), the Advanced Manufacturing Pathway, women's leadership, men's development, and faith-based resilience.
Advanced Manufacturing Pathway: a 4-week credential program with OSHA 10 certification and employer connections, at no cost to veterans.
Monthly events: speaker series, Sweat with a Vet, networking, and workshops across Atlanta. Free to attend, with no membership required.
VETLANTA: free quarterly summits that connect veterans, military spouses, employers, schools, and nonprofits around education, employment, housing, entrepreneurship, and healthcare.
Career board: job openings from veteran-friendly employers.

Contact: info@atlvets.org or (404) 494-0557

Visit ATLVets | Visit VETLANTA

Renea Jones-Hudson is an ATLVets Brand Ambassador.

Camp Southern Ground

Fri, 16 Oct 2026 17:47:57 GMT

No-cost transition, wellbeing, and family programs for veterans in Fayetteville, GA.

Camp Southern Ground in Fayetteville, Georgia, offers veteran programs at no cost to veterans and welcomes participants from across the country. Its programs help veterans and their families find community, direction, purpose, and support after service.

What they offer

Warrior Week: a free, six-day program for transitioning service members and veterans. Using CliftonStrengths, Gallup's wellbeing framework, coaching, and peer connection, participants leave with clear values and a personal plan for career and life after service.
Warrior PATHH: a 90-day, peer-delivered posttraumatic growth training program for combat veterans and first responders. It starts with a 5-day residential initiation followed by three months of support. Women's and men's cohorts run separately, and no clinical diagnosis is required.
Warrior Family Camp: a weekend for families where at least one parent or guardian is a veteran or active-duty service member, or the spouse of a fallen or deceased service member. Children ages 5 to 17 attend with their families.
Military Kids Camp: a dedicated camp week for military children.

Program dates change each season, so check the website for current schedules and applications.

Contact: (678) 561-9600

Visit Camp Southern Ground Veteran Programs

VA.gov

Fri, 16 Oct 2026 17:47:57 GMT

The official home for VA health care, benefits, and services.

VA.gov is the U.S. Department of Veterans Affairs' official website. It is the place to apply for, manage, and track your VA benefits, and it is the best starting point if you are not sure what you qualify for.

What you can do there

Health care: apply for VA health care, refill prescriptions, schedule appointments, and message your care team.
Disability compensation: file a claim for service-connected conditions and check your claim status.
Education and training: use your GI Bill benefits and compare schools.
Careers and employment: Veteran Readiness and Employment (VR&E) and job resources.
Housing: VA home loan guaranty and housing assistance.
Life insurance, pension, and burial benefits for Veterans and their families.

If you need support right now

The Veterans Crisis Line is free, confidential, and available 24/7: Dial 988 then Press 1, text 838255, or chat online .

Visit VA.gov

VA Center for Women Veterans

Fri, 16 Oct 2026 17:47:57 GMT

VA advocacy, resources, and referrals made for women Veterans.

Congress established the Center for Women Veterans in November 1994 (Public Law 103-446). Its mission is to advocate for improved outcomes and access to VA benefits, services, and opportunities for women Veterans through education, outreach, and collaboration. The Center also serves as a resource and referral center for women Veterans, their families, and their advocates.

How they can help

Women Veterans Call Center: call or text 1-855-829-6636 for help finding VA benefits, health care, and resources.
Women Veteran Program Managers: every VA has a Women Veteran Program Manager who can connect you with resources and services.
Resources and opportunities: information on health care, benefits, employment, and community programs for women Veterans.

Email: 00w@va.gov

Visit the Center for Women Veterans | Resources for Women Veterans

CareSource Military & Veterans

Fri, 16 Oct 2026 17:47:57 GMT

A TRICARE Prime option for eligible military families in the Atlanta and Tampa areas.

CareSource Military & Veterans (CSMV) is part of CareSource, a nonprofit managed care organization. It works to improve health care access, delivery, and outcomes for service members, Veterans, and their families. In the Atlanta, Georgia and Tampa, Florida areas, CSMV offers the TRICARE Prime Demo.

TRICARE Prime Demo benefits

No referrals needed to see network providers (some services may need pre-authorization).
Care coordination and virtual health services.
A 24/7 nurse advice line.
Enrollment fees waived for the first 12 months for retirees, retiree family members, and survivors. Active duty family members pay no TRICARE Prime enrollment fees.

Who is eligible

People who live in the Atlanta or Tampa area and are an active duty family member, a family member of an activated National Guard or Reserve sponsor, or a retiree, retiree family member, or survivor who isn't eligible for Medicare. Active duty service members and people eligible for Medicare are not eligible.

How to enroll

Enroll after a TRICARE Qualifying Life Event or during TRICARE Open Season, online through milConnect or by calling the enrollment partner at 877-996-9333. For questions, call CSMV at 1-833-230-2080.

Visit CareSource Military & Veterans | TRICARE Prime Demo details

Pin-Ups For Vets

Fri, 16 Oct 2026 17:47:57 GMT

A nonprofit supporting hospitalized Veterans and celebrating women who served.

Pin-Ups For Vets is a 501(c)(3) nonprofit founded in 2006 by Gina Elise. It raises funds to improve Veterans' health care and donates to VA hospitals for medical equipment and program expansion. Its annual calendar features female Veterans posing as pin-ups; the 2027 calendar is its 21st edition.

What they do

Bedside visits: volunteers have visited 25,000 ill and injured Veterans at their bedsides in more than 135 VA hospitals, military hospitals, and State Veterans Homes in all 50 states.
Rehab equipment: donations of rehabilitation equipment to VA and military hospitals nationwide.
Homeless Veterans: clothing and gifts delivered to shelters.
Women Veterans and military wives: morale-boosting makeovers.
Deployed troops: care packages.

Visit Pin-Ups For Vets

The Real Reason Transition Is Hard

Fri, 16 Oct 2026 17:47:57 GMT

Everyone told me to update my resume. Nobody told me I was grieving.

When I got out of the Army after more than two decades, everyone had advice for me. Update your resume. Translate your military experience into civilian language. Practice your elevator pitch. Network. Apply. Repeat.

I did all of it. And I still felt completely lost.

Not because the advice was wrong, but because it was solving the wrong problem. What I was dealing with was not a skills gap. It was a grief I did not have a name for — and no resume workshop in the world was going to touch it.

What the Research Shows

The military does not just provide employment. It provides structure, community, purpose, rank, culture, and a sense of belonging so complete that leaving it can feel less like changing careers and more like leaving a country. The people who worked alongside you and shared the same sacrifices — gone. The daily sense of mission — gone. The rank that told the room who you were before you said a word — gone.

A 2025 systematic review of 19 qualitative studies found that, for many veterans, leaving service brought a profound sense of identity loss, and that some male and female veterans expressed a sense of bereavement at losing their military identity while struggling to build a new one [1].

That is not a resume problem. That is grief. And the transition system was not designed to address it.

The Extra Weight Women Veterans Carry

For women veterans, this loss carries an additional layer that most transition programs never acknowledge.

In civilian life, a woman veteran is frequently not recognized as a veteran at all. In a study of 33 Canadian women veterans, Dr. Maya Eichler found that women are expected to fit the male norm during service but are rarely recognized as veterans after it [2]. She is asked to prove her service. She is assumed to be a spouse or dependent. She is navigating a civilian culture with a very specific — and very male — image of what a veteran looks like.

On top of that, she is often expected to navigate civilian norms of femininity that the military largely suspended. The same research found that women veterans encounter challenges fitting into dominant norms of femininity after service, and the 2025 review found that adaptations women made in the military often clashed with civilian expectations of women [1], [2].

This is not a small adjustment. It is a fundamental dislocation of self. And it does not show up on any resume.

What Actually Helps

The research points to several things that genuinely ease the transition — and none of them are resume tips.

Community. In a grounded theory study of 20 women veterans, Burkhart and Hogan found that participants maintained their identity in civilian life by re-establishing connections with the military, friends from the military, and veteran groups [3]. Other women who share the experience are not just comfort. They are confirmation.

Structure. Research published in 2025 found that when people transitioning into a new job perceived greater structure in their organization, they reported greater confidence in their work and a stronger sense of belonging [4]. Clear expectations provide some of the scaffolding the military always supplied.

Naming the grief. Many women veterans have been told — by well-meaning civilians, by the system, and by their own internalized military stoicism — that they should be grateful to be out and should simply move on. In my experience, the women who move through transition most effectively are the ones who allow themselves to grieve the military world while building something new.

What I Know Now

You cannot navigate a transition you refuse to fully acknowledge. The real work of transition is not updating your LinkedIn profile. It is rebuilding your sense of self — your identity, your purpose, your understanding of who you are when the structure, the rank, and the mission no longer define you.

That work is hard. It takes longer than a few days of transition classes. And it deserves more support than most veterans ever receive.

That is exactly why I built Beyond the Uniform — because I lived this, and I know what it takes to move through it.

References

Smith, A., Rafferty, L., Croak, B., Greenberg, N., Khan, R., Langston, V., Sharp, M.-L., Stagg, A., Fear, N., & Stevelink, S. (2025). A systematic review of military-to-civilian transition: The role of gender. PLOS ONE, 20(2), e0316448. https://doi.org/10.1371/journal.pone.0316448
Eichler, M. (2022). Making military and Veteran women (in)visible: The continuity of gendered experiences in military-to-civilian transition. Journal of Military, Veteran and Family Health. https://doi.org/10.3138/jmvfh-2021-0077
Burkhart, L., & Hogan, N. (2015). Being a female veteran: A grounded theory of coping with transitions. Social Work in Mental Health, 13(2), 108–127. https://doi.org/10.1080/15332985.2013.870102
Gibbs, W. C., Ortosky, L., MacLean, A., Kay, A. C., & Sherman, D. K. (2025). Structure in transition: The role of structure in facilitating workplace efficacy and belonging for military veterans and civilians. PLOS ONE, 20(2), e0317575. https://doi.org/10.1371/journal.pone.0317575

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

How Your Mindset Predicts Your Transition Outcome

Fri, 16 Oct 2026 17:47:57 GMT

Two veterans. Same background. Completely different outcomes.

Picture two women veterans. Same rank. Same years of service. Same branch. Same separation date. Same general circumstances when they walked out the gate for the last time.

Eighteen months later, one of them has built a new career, found her footing, and reconnected with a sense of purpose. The other is still stuck in the same loop of frustration, confusion, and self-doubt she was in on day one.

What made the difference? Luck, connections, and the job market all play a part. But research points to something else as well — internal and social resources that every veteran can work on.

What the Research Shows

Researchers studying Canadian veterans have found that those with a high sense of mastery — a sense of control over their life circumstances — a strong sense of community belonging, low life stress, and moderate to high social support had a significantly lower prevalence of difficult adjustment to civilian life [1]. A 2023 study of veterans and their spouses found that veterans' social support and sense of community belonging were associated with fewer perceived transition challenges [1].

Optimism matters too. In a nationally representative study of U.S. veterans with PTSD, higher dispositional optimism was associated with lower risk of also having depression, even after accounting for other risk factors [2]. And in a 37-year study of repatriated prisoners of war, optimism was the strongest predictor of resilience among the factors studied [3].

In plain language: your internal orientation and your connections shape how transition feels — not just your external circumstances.

Three Internal Resources That Matter

Optimism — not toxic positivity, but the genuine belief that the future still holds possibility. It is not pretending everything is fine. It is choosing to believe that something good is still possible, even amid real uncertainty.

Self-efficacy — the belief in your own ability to figure things out. Researchers have long linked perceived coping self-efficacy to recovery after hard experiences [1]. The veteran who trusts her ability to navigate unfamiliar territory takes action, asks for help, and tries things. The one who waits until she feels ready, until she has all the answers, is the one who stays stuck.

Resilience — the ability to absorb setbacks without losing forward momentum. Transition involves rejection, confusion, and the particular frustration of being exceptional at something that no longer applies. Resilience does not mean avoiding those experiences. It means moving through them without letting them write the final chapter.

This Is Not About Being Positive. It Is About Being Prepared.

I want to be direct: mindset is not the only thing that matters. The structural failures in the transition system are real. Employers who do not understand military experience are real. The healthcare gaps, the financial pressures, the isolation — all of it is real.

But here is the empowering part. Unlike the job market, internal and social resources can be built. You cannot always control how civilians perceive your experience. You can control how you orient yourself toward the transition and who you surround yourself with.

How OWNIT™ Builds These Resources

The OWNIT™ Framework is grounded in exactly this understanding. Own Your Story is about claiming agency over how you interpret your experience — that is self-efficacy. Navigate the Change is about approaching uncertainty with a sense of possibility rather than paralysis — that is optimism. Take Bold Action & Thrive is about building the confidence that comes from doing hard things and surviving them — that is resilience. And because OWNIT is group coaching, it builds the community belonging the research keeps pointing to.

The women I work with are not lacking in capability. They are lacking the specific internal resources transition requires — and those resources can be developed with the right support, the right community, and the right framework.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

Lee, J. E. C., Pearce, K., & Thapa, S. (2023). Psychosocial factors and military-to-civilian transition challenges: A dyadic analysis of Veterans and their spouses. Journal of Military, Veteran and Family Health, 9(3), 27–40. https://doi.org/10.3138/jmvfh-2022-0015
Nichter, B., Haller, M., Norman, S., & Pietrzak, R. H. (2020). Risk and protective factors associated with comorbid PTSD and depression in U.S. military veterans: Results from the National Health and Resilience in Veterans Study. Journal of Psychiatric Research, 121, 56–61. https://doi.org/10.1016/j.jpsychires.2019.11.008
Segovia, F., Moore, J. L., Linnville, S. E., Hoyt, R. E., & Hain, R. E. (2012). Optimism predicts resilience in repatriated prisoners of war: A 37-year longitudinal study. Journal of Traumatic Stress, 25(3), 330–336. https://doi.org/10.1002/jts.21691

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .

The Invisible Veteran: Why Women Don't Claim the Title

Fri, 16 Oct 2026 17:47:57 GMT

She served 20 years. She still questioned whether she was a veteran.

She parked in the veteran's spot at the grocery store. A stranger walked up and said, "I hope you served."

She had. Twenty years. But she still questioned whether she had the right to be there.

This is not an isolated story. The U.S. Department of Veterans Affairs has noted that it is not uncommon for a woman veteran to be lectured about parking in a "Reserved for Veteran" spot, and that even today some women struggle to consider themselves veterans [1]. If you are a woman veteran, this will probably feel uncomfortably familiar.

What the Research Found

Dr. Robbin Higgins, a retired Army lieutenant colonel, conducted a qualitative study with seven women veterans — all benefits-eligible, all with honorable service records — about their veteran identity [2].

Every one of them expressed pride in her military service. And not one of them self-identified as a veteran.

Seven women. All proud of their service. None claiming the title.

This is not a personal failure or a lack of confidence. The research identified five forces that push women veterans toward invisibility — and most of them have nothing to do with the women themselves.

The Five Forces Behind the Invisibility

1. The gap between expectation and reality. Women enter the military with ideals about service, opportunity, and equality. What many find is a culture that positions them as secondary — questioned, doubted, and required to prove their legitimacy in ways their male peers are not.

2. Sexism and gender harassment during service. When your time in uniform is marked by fighting to be taken seriously, it becomes complicated to claim that identity with pride afterward. The service was real. The sacrifice was real. But the experience was also painful in ways that make it hard to hold both truths at once.

3. Unconscious sexism. Over years of service, women absorb the message that they are not quite the same as "real" veterans. Not claiming parking spots. Not correcting people who assume the veteran in the family is a husband. Not wearing the title because no one seems to expect it.

4. "I am a veteran, but it's not my identity." Women in the study expressed pride in their service while distancing themselves from the label — in part because the cultural image of a veteran does not look like them. Women who served in support or non-combat roles often questioned whether their service "counted."

5. The absence of community. When women veterans cannot find other women who share their experience, they lose the mirror that reflects their identity back to them. Community is not just comfort. It is confirmation.

These findings echo the wider research. A study of 33 Canadian women veterans found that women are rarely recognized as veterans after service [3].

What Invisibility Costs

When women veterans do not claim their identity, they also do not claim what comes with it: the benefits, the networks, the professional credibility, and the rooms where their voice is needed and their perspective is missing.

And the story matters — not just for them, but for every woman in uniform today who is watching to see whether her service will be honored when she gets out. When women veterans make themselves invisible, they unintentionally send a message to the women behind them: this identity is not worth claiming.

I refuse to accept that.

Owning the Title

I served more than two decades in the United States Army. I was enlisted for 13 of those years and earned my commission through Officer Candidate School. I led soldiers. I made decisions under pressure.

I am a veteran. Not "I was in the military." A veteran. Full stop.

The first step of the OWNIT™ Framework is Own Your Story , and it was built for exactly this moment. Owning your story does not mean performing your service for anyone's validation. It means refusing to let someone else's limited imagination define what a veteran looks like.

The forces that push women veterans toward invisibility are cultural, institutional, and social. But the decision to step back into visibility is yours. It starts with the simplest, most radical act: saying, without apology, I am a veteran.

The OWNIT™ Framework is a proprietary group coaching methodology developed by Renea Jones-Hudson, founder of Beyond the Uniform Coaching and Consulting Group LLC.

References

U.S. Department of Veterans Affairs. (n.d.). Celebrate International Women's Day with I Am Not Invisible 3.0 panel. VA News. https://news.va.gov/100820/celebrate-international-womens-day-with-i-am-not-invisible-3-0-panel/
Higgins, R. C. (2021). [Dissertation title to be confirmed] [Doctoral dissertation, Northern Kentucky University].
Eichler, M. (2022). Making military and Veteran women (in)visible: The continuity of gendered experiences in military-to-civilian transition. Journal of Military, Veteran and Family Health. https://doi.org/10.3138/jmvfh-2021-0077

Ready to lead beyond the uniform? Every engagement starts with a conversation. Book a discovery call with Renea .