Impossible is a Dare
Image by SportingNews.com
Saturday marked the passing of boxing great Muhammad Ali. For the last 32 years, he suffered from Parkinson’s disease causing him to rarely make public appearances. As a result, he has been largely invisible to most of today’s professionals who never got to see him as the larger than life figure he was.
Ali had a tendency to create drama and excitement and controversy, but he tended to do so in ways that were designed to leverage his celebrity to advance his vision of right and wrong whether you agreed with him or not. When he converted to Islam he changed his birth name from Cassius Clay to Muhammad Ali. One of his most controversial stances occurred in 1967 when he received his draft notice for service in the Vietnam War.
Ali was a conscientious objector to the war but instead of fleeing to Canada as many draft dodgers did, Ali showed up at the Army recruiting station where he refused to step forward when his name was called, resulting in his conviction for draft evasion. His action created huge controversy and many enemies, but Ali used it to draw attention to the incredible discrimination and violence and injustice that was being inflicted on African Americans often via the institutions of government.
Ali’s refusal to serve took place against the still fresh backdrop of “bloody Sunday” where police dogs and fire hoses were used to try and crush the growing chorus of voices rising against discrimination and abuse of African Americans. The discrimination and abuse were not just inflicted by individuals but by the very legal and political institutions which were constitutionally obligated to treat everyone fairly. Four years later, Ali’s conviction for draft evasion was unanimously overturned by the US Supreme Court determining that he was a legitimate conscientious objector.
Beyond his amazing raw talent as a boxer, Ali’s fame spread like wildfire largely because of his charismatic ability to turn a phrase… often with rhymes. He was almost always quotable.
Many of his most memorable quotes such as “Float like a butterfly – Sting like a bee”, were self-promoting descriptions of his boxing prowess including his declaration that “I am the Greatest”. But others had profound life meaning as well such as:
- “Don’t count your days. Make your days count.”
- “Service to others is the rent you pay for your room here on earth.”
- “Only a man who knows what it like to have been defeated can reach down to the bottom of his soul and come up with the extra ounce of power it takes to win when the match is even.”
- “He who is not courageous enough to take risks will accomplish nothing in life.”
- “If they can make penicillin out of a loaf of moldy bread, they can make something out of you.”
- “Live every day as your last because one day you are going to be right.”
- “It isn’t the mountain ahead to climb that wears you out…. it is the pebble in your shoe.”
My own favorite Muhammed Ali quote was:
“Impossible is just a big word thrown around by small men who find it easier to live in the world they have been given than to explore the power they have to change it. Impossible is not a fact. It is an opinion. Impossible is not a declaration it is a dare.”
Increasingly government seems to have devolved into an environment of small thinking… thinking that focuses on obstacles instead of opportunities… thinking that focuses on asking why instead of why not. The future of our cities is far too important to leave it up to small thinkers who are too frightened; too frail; too fearful to shape our destiny in ways that will provide a greater future for coming generations. We need more leaders who are unafraid of climbing mountains, and fewer who are committed to being the pebbles in our shoes.
Impossible is not a declaration is a dare… whatever it is that is holding you back from greatness as a leader… I double dog dare you!
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
Cents and Sensibility
I recently facilitated a city council retreat to set goals and priorities leading into their budget process. One council member strongly advocated for “the lowest tax rate in the region.” The Mayor responded with an incredibly thoughtful and wise explanation regarding the need to link tax rate decisions to both current and future needs (such as aging infrastructure) and that a tax rate should not be an end in and of itself, but a means to accomplish the policy goals of the council and the quality of life goals of the community.
This wise Mayor understood that the tax rate is an important part of the equation to be deliberated, but just one part. A one dimensional focus on the tax rate empowers bad decision making. It is like awarding the cheapest bid for new police cars, but ignoring that the cars included in the lowest bid did not include engines.
The budget is not a financial document so much as a policy document which has financial implications. And the tax rate provides the means to implement the policy decisions of the elected officials… but it should not be an end in and of itself.
A one dimensional obsession with the tax rate, unaccompanied by an understanding that it has a direct impact on the type and quality of services delivered reminds me of the little boy visiting his grandfather who was an avid baseball fan. They were watching the game together when the doorbell rang. The grandfather got up and asked the boy to watch the game and tell him what happened when he got back. When the grandfather returned, he asked what the score was. “Five to four” the boy replied. “In whose favor?” he asked. The boy thought a moment and replied “The fives.”
When the only question is “do we have the lowest tax rate?” the answer is like the little boy who knew the score but not what the numbers really meant. An effective budget process helps the governing body ask the right series of questions to understand underlying implications and in so doing advance their policy goals:
- “What services do we want to deliver?” allows a governing body to answer the philosophical questions of what business lines their organization should be in.
- “How are we delivering these services?” allows a governing body to address efficiency and effectiveness as well as the level of quality they are committed to.
- “Who should we be delivering the services to?” allows a governing body to wrestle with different service configurations for different populations such as central versus neighborhood libraries and non-resident utilization of city services.
- “What are we willing to pay to provide these services?” allows the governing body to determine if they are really ready to pay for what they say they want. If the governing body is unwilling to set the tax rate at a level required to deliver the array of services at the desired quality of service level, then the governing body should rethink whether they want to quit providing a service, whether they want to provide it at a lower quality level, or whether they do not want to provide it as broadly.
- “What are the long term implications of our intended funding level for these services?” provides a fiscal stewardship reality check. What looks like a fiscally conservative decision in the context of a two year time horizon often looks like fiscal irresponsibility when considered over a 20 year time horizon (think under-funding infrastructure needs). Evaluating and understanding the long term implications of current funding decisions is an essential and routine part of any responsible budgeting process.
Asking the right questions in the right order equips governing bodies to engage in more sensible budget deliberations to set tax rates that ensure both fiscal responsibility and a vibrant and healthy future.
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
A Bad Haircut – and Bad Listening Skills
I recently went in for a haircut and said, “just trim it so that it lays down nice.” When the 
young lady finished, she had cut it way short in a way that it was spiking up on top… if I had added blue sunglasses and an ear stud I could have gone to a costume ball as Bono! I had told the stylist what I needed… but instead of truly listening she interpreted my needs through her 20 something lens of what she thought it should be. The net result was that I came out looking like an insecure baby boomer trying to relive my 20’s.
As I was reflecting on the prospect of going out in public looking like Bono, it brought back memories of a similar experience I had with a city hall staff a few years ago.
I was considering the purchase of an atypical infill residential lot to build on that had some unique challenges. Whether the lot would work would be determined by the side yard setbacks. So I called the city’s development services department and asked “what are the side yard setbacks?” The secretary said she would have someone call me. I got a call back about 48 hours later from a development services representative and I asked again “what are the side yard setbacks?”
This time I was told “I am sorry but to answer any development questions, you need to come in for a development review meeting.” So within another about 48 hours, a secretary called me and scheduled me for the next available date for a development review meeting – which was approximately three weeks later.
I showed up at the conference room where the fire marshal, the building inspector, a zoning representative, a planner and the development services director were all in the room. I sat down and they asked what they could do for me. I said, “I need to know what the side yard setbacks are.” So the planner looked at their map and responded with a number that made it clear this lot was not able to be developed for me.
It had taken me a month and a meeting with five city officials to get a 30 second answer to a very simple and straightforward question.
Later, in a separate context I had a conversation with the development services director and she asked about my experience with the city. She was stunned (and even a little offended) to learn that I did not consider it a very positive experience. She said, “It was excellent customer service – we had a room full of people there to address any concerns you had and we were able to answer your question immediately and with clarity. How could you not consider that excellent customer service?”
The development services director had viewed the customer’s needs through her lens of providing a reliable process instead of through my lens as the customer. Yes, her city hall-centric process was reliable and accurate, but it took me a month and required me to schedule a live meeting at city hall to get a 30 second answer that should have been handled with a single phone call. A city hall-centric process can easily deceive staff into believing that just because it is reliable and accurate that the customer is being well served.
It is not accidental that one of the 12 core values of Servant Leadership is listening. 
Mystery shoppers, customer surveys, focus groups, social media and even just asking are all great strategies to improve your organization’s listening skills. Take advantage of them.
You may be surprised at what you discover – and how easy you could improve citizen relations just by making sure your organization is doing a better job of truly listening to customers.
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
Servant Leaders are Song Leaders
2016 will be my 40th high school reunion, and as I pondered it, 70’s icons began to flood my mind.
Mork from Ork (Robin Williams for Millennials reading this!) made rainbow-colored suspenders and painter pants wildly popular (yes, I had both). Laugh-In tackled current issues with a cheerful cheekiness that made a silly phrase so popular that even Richard Nixon came on the show to say “Sock it to ME?” 
Utter the words “I’d like to teach the world to sing” and baby boomers immediately see people from every nation and every background holding hands in “perfect harmony.” The song immediately becomes an earworm of warm and fuzzy feelings.
But “have a nice day” and its smiley face icon (the fore bearer of today’s emoji’s) is the most iconic symbol of the 70’s. It was everywhere, conveying a virtually universal desire to bless others with good wishes. This made me ponder what this year’s graduates will look back on in 2056 as the most iconic symbol from their high school years. I am afraid that the odds are way too high that it will be “grumpy cat.”
It is not just that grumpy cat memes are funny and dominate the Internet, but they really do capture our general grumpiness as a society right now. Hatefulness and obstructionism instead of optimism and solution seeking in national politics have infiltrated local government. Race baiting and name calling is becoming routine discourse. Disagreement has become justification for demonization.
It is not just that we are grumpy and acting out that grumpiness in how we treat other people as a society. We are increasingly accepting as normative ever-more ridiculous explanations by leaders trying to justify mean-spirited and anti-social behavior by themselves and their followers. Somewhere along the way we have equated treating people with dignity and respect with political correctness. The result is a stunning loss of civility.
Authentic servant leaders treat everyone with dignity and respect – especially those they disagree with. Authentic servant leaders nurture compromise more than collision. Authentic servant leaders think more about the next generation than the next election.
It is not just nostalgia that makes me yearn for more servant leaders who want “to teach the world to sing in perfect harmony.”
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
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Presidential Politics and Servant Leadership
As Super Tuesday approaches I have been asked a number of times which presidential candidates I think are authentic servant leaders.
I try to never engage directly in political discussions on social media because mixing politics and social media results in little more than an echo chamber in which too many people are only interested in shouting at the other side rather than considering and understanding other perspectives.
However, my response in general is that the characteristics of a presidential candidate who is an authentic servant leader are the same characteristics as a city council member who is an authentic servant leader, which are the same characteristics as an authentic servant leader who is serving in any other role.
With that as a context… here is a pretty good list of characteristics to gauge whether a presidential candidate, a city council member or anyone else is authentically walking the talk of servant leadership… and is an even better way for me to constantly self-evaluate whether I am staying true to those same values:
- Does the leader approach those with whom they disagree with the heart of a peacemaker?
- Does the leader show mercy to others even when they are political opponents?
- Does the leader have a meek and humble spirit that recognizes that their position could be wrong and the other perspective could be right?
- Does the leader hunger to live righteously?
- Does the leader constantly engage in honest self-reflection necessary to keep the motivations of their heart pure?
- Does the leader know the pain of hurt and loss and understand the importance of being both comforting and being comforted?
- Has the leader experienced being abused for doing the right thing and yet consistently reacts to being insulted and falsely accused with a joyful spirit despite it all?
How are you doing in your efforts to authentically walk the talk of authentic servant leadership?
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
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Social Media for Servant Leaders
Authenticity as a servant leader means reflecting your genuine concern for others in the completeness of how you live every day. Being an authentic servant leader is not something you do, it is who you are. As a result, servant leaders should consider the following guidelines when posting on their various personal social media accounts:
- Never post any article that you have not actually read. Drama manipulators often post inflammatory and dramatic headlines on legitimate articles designed to inflame political passions knowing that unthoughtful people who agree with their broad sentiment will post and react to the dramatic headline without reading the article (which often even says the opposite of what the manufactured headline screams). If the content is not consistent with the headlines, posting it is contributing to drama without substance, not thoughtful discourse.
- Go to the source and make sure you want to be associated with it. There are a variety of web based “news sources” created by drama manipulators that produce stories with careless abandon regarding truth. When you see a hyper dramatic headline, go to the source and look at the overall tone and tenor of what they are posting. If they post a variety of dramatic stories that feel questionable, odds are that the story you are considering posting is questionable as well. And if you post questionable items from questionable sources, you yourself become known as someone who is a questionable source.
- Never abandon a passionate commitment to truth regardless of whether you agree with the sentiment. Drama manipulators regularly manufacture overtly false information designed for shallow thinkers to share, and in so doing advance their political agenda. Before posting anything, set aside your political beliefs and your emotional engagement on the issue, and ask yourself, do I REALLY believe this is true? The more dramatic a claim is, the more committed you should be to researching something on Snopes.com before posting it. In 2013, there was a spate of postings claiming the federal government had a secret network of underground tunnels connecting abandoned Walmarts from which the US Army was going to launch a takeover of Texas. When you post something false and irrational, you damage your influence and credibility and cause thoughtful friends to quietly question your judgment, your wisdom, and in some cases, your relationship with reality. Servant leaders know that credibility is precious and to be nurtured.
- Never post anything that is hateful in tone. Without regard to your political beliefs, if you post things that are dramatic and hateful in tone toward “the other side” you diminish your credibility as a servant leader with those who disagree with you. When you post hateful things about a particular leader, he or she may not ever read your post but it will build a wall between you and friends who support that leader. You can share your perspectives without being hateful in tone. Servant leaders are focused on building bridges not walls, even when disagreeing on substance.
- Have the emotional intelligence to recognize hateful comments. One of the tendencies of drama manipulators is to claim that what they posted is “not hateful, it is just telling the truth.” Just because you claim that something isn’t hateful doesn’t keep it from being hateful and mean spirited. Posting hateful comments about other people is always in conflict with a servant leader’s commitment to being a healer.
- Focus on your opportunity to influence others more than on your right to free speech. Yes you have the right to say dramatic, hateful, and demeaning things about political leaders (and others). A good thing about our constitution is that we have that freedom. However, just because you have the right to say something mean spirited does not mean it is constructive or beneficial to do so. Servant leaders recognize that the way we express ourselves affects the credibility of what we have to say.
- Avoid stereotyping. Social media is rampant with political, racial, gender, religious, and other stereotypical postings that demean and drive divisions between groups. Before posting anything that uses broad stereotypes about any group, think about someone you consider a personal friend who is a part of that group. Ask yourself if someone you disagreed with said the same things about your friend that you are posting about the group, whether that would be hurtful to your friend. If it would be hurtful if the exact same post called them by name, odds are it is hurtful when it stereotypes the group they are a part of. If you don’t have anyone who is a member of that group you would consider a personal friend, recognize that posting a broadside attack on that group using stereotypes is at best an act of ignorance that is spreading hateful attitudes.
The bottom line is that your mother was right – we are known by the company we keep. If our social media presence is marked by hateful, demeaning, and mean spirited articles, memes, and postings, then we will be known as someone who values hateful, demeaning, and mean spirited attitudes toward others — the antithesis of a Servant Leader’s heart.
Before posting anything on your personal social media, ask yourself 5 questions:
- Am I sure it is factually true?
- Is the content I am sharing coming from sources I want to be associated with?
- Does it diminish anyone?
- Is it hateful in tone?
- Does it expand my influence – even with those who disagree with me?
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
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New Year’s Resolutions for Elected Officials Who Want to Leave a Legacy That Matters
In electing me to office, my fellow citizens have entrusted me with the sacred duty of shaping the future of our community. Because I am committed to creating a future that is brighter and healthier and more beneficial to all citizens than when I was called to lead, I will:
- Base my decisions on the next generation more than the next election, committed to the ideal that my loyalty must be to the entire community (both now and in the future) and not merely to those who got me elected.
- Focus on mission, vision and values as the benchmark for my decisions and recognize that my responsibility is the pursuit of the greatest good for the entire community and not the satisfaction of any particular group’s agenda.
- Make decisions based on fact based evidence and not allow myself to be manipulated into bad decisions for the future based on the decibel level of critics.
- Recognize that “it takes a smart man to know where he is stupid” and have the wisdom to be smart. Accordingly, I will value those who have the courage to tell me what they really think and will listen sincerely to those who disagree with me to truly understand their perspective, recognizing that understanding other perspectives makes me a better leader.
- Embrace my responsibility to govern rather than to manage; recognizing that if I am doing staff’s job I am not doing my job, while also understanding and embracing the appropriately exercised governance role of holding staff accountable.
- Place a greater emphasis on solutions than on problems; while refusing to offer solutions before I understand the problem.
- Understand that mutual trust is the foundation for everything and that if I refuse to trust others they will be unable to trust me.
- Protect the integrity of the process more than the rightness of my position; I will fight hard for my issue but then unify behind the governing body when the decision is made because the decision was made with integrity of process, even if I disagree with the outcome.
- Understand that my deeply held beliefs, values and positions will be strengthened, not compromised by courteous, respectful and civil discourse. I will not treat someone as the enemy just because we disagree.
- Treat everyone with dignity and respect because of who I am as a leader… not because of how they treat me or what I think about them.
- Be a role model for civility. I will not treat my colleagues or staff in any way that I would be embarrassed if my five year old child treated someone the same way.
Written by:
Ron Holifield
CEO, Strategic Government Resources
governmentresource.com
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Don’t Bah Humbug Communication
We are all familiar with the character Ebenezer Scrooge, from Charles Dickens’ famous novella, A Christmas Carol. This character is depicted, as a surly, cold-hearted businessman who hates Christmas, spends his life hoarding his wealth and forces his employees to work long, grueling hours for little pay. Scrooge is basically everyone’s worst nightmare when it comes to a manager. However, as we learn more about 
Scrooge through his journey with the ghosts of Christmas past, we find that he actually is a victim of circumstance. His childhood experiences, misfortune in love, and depression overcome him, not allowing him to re-frame his perspective to understand how he, as a manager, needs to communicate with his employees.
In communications, this is called understanding your frame of reference, or how individuals assess information. This can be based upon an individuals education, background, personal values, experiences, cultural differences and more, having a large influence on how information flows from or to us. The greater the overlap in frame of reference between two people, or the greater the similarities in individual’s backgrounds, the higher the likelihood that communication will be successful.
In the case of Scrooge, due to his lack of willingness to open up to his employees and allow them to understand his background, employees as well as others, simply assume that he is crotchety and cold-hearted. Therefore, any message that he sends to an intended audience will misconstrued, and may be dismissed due to the disrespect that the intended receiver may have for the sender. However, if the intended receiver of the message understands Scrooge’s background, they may be more willing to understand his situation and receive the message without the attachment of bias.
So, what can be done to fix these communication issues?
In order to fix this communication barrier, managers must do a bit of re-framing. Meaning that as leaders, we must seek to look at things in a different way and seek to understand the other person’s frame of reference. The following can assist with this process:
- Take the time to get to know your employees. Learn their personalities and interact with them regularly so that you not only build a trusting relationship with them, but you also learn how they communicate. Doing this will help to improve the likelihood of successful communication.
- Let your employees learn about you. Communication is a two-way street, unless, of course, you want to talk to yourself. Managers need to ensure that they share their best practices for communicating, including their favorite way to deliver messages and feedback. Allowing for face-to-face time to get to know each others personalities is key as well, as this is the time that you will learn how to interpret each others non-verbal cues.
- When communicating to the outside public, know your audience. Do your research. Learn about the background of your intended audience and speak to that. Although you can’t get to know everyone you are speaking to at a conference, classroom or otherwise, you can speak to their general experiences and speak to them through that perspective.
My advice to you is, don’t be a Scrooge. Teach yourself to look at things from a different perspective; learn your audience and communicate in a clear, concise manner, giving feedback as necessary to improve internal and external communication within your organization.
What are some of techniques or methods that you use to help improve communication?
Written by:
Michelle Pelissero
Communications Coordinator
governmentresource.com
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What in the world is going on with the Police?
If a similar thought has not gone through your mind lately, then clearly, you have been sleeping through the evening news. There is not a week that goes by that some new video surfaces where someone is claiming police mistreated them. And clearly some were. But is this something new that has happened, some new change in police procedure or are our police departments just hiring a bunch of brutal racists?
You may now think “I’ve always supported law enforcement, I’ve always respected police officers, but now I am not so sure…” Historically, the police of the last century were used as a means of oppression for minority groups. It has been a long process of change since the 1960s for both the police and our country. Because of this past, and in some cases more recent events like Rodney King and now Michael Brown, support for law enforcement is not always prevalent in all communities.
I have spent my life as a police officer and worked at all levels within police agencies, including as a Chief of Police. And even Police Chiefs are shocked at some of the incidents that have occurred. So why is this happening? We are now in a media age where every person has the ability to instantly publish video of an incident to the entire world. And since the riots in Ferguson, Missouri, the news media is alert and anxious to publish any inappropriate police action.
Police Officers have an awesome responsibility. They can legally stop you, take away your freedom (arrest) and even use force, up to and including deadly force in some circumstances. So how do Police Departments make sure their officers do the right thing? They basically use four methods. First they hire the best people they can find. They train them to the best of their ability. Then they supervise them. And since most officers work alone, the ability of a Sergeant to watch their every move is limited, so most supervision is done through policy. In other words, the department writes policy on how situations should be handled. If an officer violates policy, they use a disciplinary system to modify behavior or remove the officer.
So, why is this happening now? Well, we are now getting better video proof, but the truth is, it has been happening much longer. The Justice Department has conducted over 20 investigations over the last 20 years, into Police Departments that use excessive force. It is my belief that we, Police Chiefs and City Governments, have failed our Police Officers and our communities. We have failed to see these issues and improve our policies and training. We have failed to properly supervise our officers and hold them accountable for their actions. And we have failed to engage all segments of our community in an open dialog to bring understanding. Some chiefs and some cities have done a much better job of this than others, and we need to learn from each other.
I have assisted SGR in the development of a new seminar called The Future of Policing for City Managers and Police Chiefs to discuss these issues and develop specific plans for their community and department. We certainly don’t have all the answers, but together, we can examine our operations, our policies, and our training; and learn new ways to engage our communities.
The men and women that I know in law enforcement are certainly not brutal racists. They literally put their lives on the line every day. But they are human beings and are subject to the same human emotions and frailties as the next person, and they do make mistakes – even with all the training they have had. They deserve better from us and so do our communities. They deserve our very best efforts.
Written by:
Marlin Price
Senior Vice President, Executive Search
governmentresource.com
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Your Mission: Hire Veterans
A few months ago I was on the hunt for a job, a task that I’m sure many of you are familiar with. It’s not easy. After a few months of searching you begin to wonder if there is something on your resume that is glaring up at companies and holding them back from hiring you…and you ask yourself, what could be the problem?
I am a Navy Reservist, so for a while I thought that my reserve status was holding companies back from hiring me. Maybe they had seen a military movie and thought I’d be screaming my head off at employees like a drill sergeant or maybe they immediately associate a service member with deployment. But then I thought to myself, that’s ridiculous. Why wouldn’t they want to hire me? Sure, there is a chance that I could deploy. But if I am put on orders for deployment, I would be enhancing my skills in a professional field, a field that they would be hiring me in.
It made me question whether or not employers see the value in hiring and employing service members. So, I put together a list of five attributes that a service member brings to your organization:
1) Leadership skills
Service members are bred to become leaders. We are instilled to accept responsibility for getting things done, manage cross-functional team communication and promote a culture of hard work by setting the example.
2) Work well under pressure
Military training assists members to flourish when working under pressure. A key trait necessary for working in high-stress career fields in the civilian world.
3) Attention to detail
If you miss one tiny detail during a mission, you are putting lives at risk. The military workplace puts service members into scenarios where they are challenged to pay attention to every detail. Making a conscious effort to understand causes instead of just the effects translates well into the corporate world, because details that fall through the cracks can cost a company time and money.
4) Teamwork
We work in teams. That’s just what we do. Never leave a man behind. Veterans instill a sense of team pride and cohesiveness. Teamwork builds trust and trust builds speed. Working together, we are able to achieve organizational goals and success faster.
5) Great work ethic
Military members have an incredible work ethic, and make personal sacrifices to accomplish the mission. We don’t let the team down. We get our jobs done, and we do it well, regardless of the organizational demands.
While there are other traits that could be mentioned, this short list is great to keep in mind when hiring and employing a Veteran because they all have the potential to promote a culture of teamwork and growth.
So now I ask you, what benefits has your organization seen in hiring veterans and service members? Let us know your feedback.
For more information about employers who have benefited from hiring veterans or if you are a veteran seeking employment go to the ESGR website.
Written by:
Michelle Pelissero
Communications Coordinator
governmentresource.com
The 16% 