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BY Brock Dudley
September 3, 2024 | Career Management | Career Preparation | General | Interview tips | Non-Traditional Talent

Your Behaviors Determine Your Success

Recently, I read the book High Altitude Leadership, by authors Chris Warner and Don Schmincke. The authors use the metaphor of climbing dangerous, high-altitude mountains to explore what it takes to succeed in leadership and business. When it comes to “making it to the top,” the book emphasizes several key principles that apply to mountaineering and leadership. Some noteworthy principles are: Confronting fear and uncertainty, building resilience, teamwork and trust, strategic risk-taking, continuous learning and adaptation, maintaining focus on the goal, ethical leadership and integrity, and managing energy and resources.

Random topic to blog about, I admit. However, I’m training for an endurance race right now. We’ll see how it goes, but I must admit, I drew many parallels between climbing mountains, running an endurance race, and the JMO transitioning to business and having a successful career.

Naturally, I’m looking for the best trail shoes, socks, and shorts. The best water pack. The best energy gels and refueling sources. It’s natural to think the better the gear I have, the better I’ll do. Yes, to a certain degree, that’s true. However, I can tell you this… No matter how great the shoes I have, not only will my legs be screaming at me to abandon, but my mind will as well. I will be alone in my head for long periods of time with ever increasing levels of discomfort. The shoes that I buy won’t going to get me to the finish line, no matter how technical they are. The company that markets their gear the best, won’t get me to the finish line. My behaviors will.  Simply put, behaviors will determine your success.

The behaviors of staying discipline in my training, surrounding myself with the right people, and staying committed to the goal will. The behaviors of continuously learning and adapting in my training, managing my energy levels and fueling my body with the right resources will. Building resilience through my training so that I have an indominable spirit on race day, and most importantly, my teammates and my crew consisting of my family and friends will be what get me across the finish line.

What will set you apart?

So, how does this apply to the Junior Military Officer making the transition? Good question! Might seem like a stretch, but: Behaviors are what matter. 

Behaviors are what carry you to the top. Behaviors are what will make you successful. Behaviors are what companies will hire you for. Behaviors are what will allow you to grow within an organization. Behaviors will determine your success.

Most company recruiting strategies are inadvertently designed to screen for “sameness” – their job descriptions, recruiting channels and resume screeners narrow the candidate pool often to a traditional pool of industry candidates with the “right experience”. The JMO is less than 1% of the working population, so we are already at a disadvantage. Very often, non-traditional backgrounds (The JMO) are screened out.

Now, companies DO strategically diversify to build broadness within their leadership pipeline. Companies come to Cameron-Brooks, and we’ve continued to exist as a company for over 50 years because of the leadership advantage the JMO possesses. There is a very strong business case for the JMO. For the Developmental, Complex roles that companies come to Cameron-Brooks for, they believe that it’s easier to take a strong performer and teach them industry knowledge than hire someone with industry experience and teach them how to lead well.

The most important factor in recruiting junior leaders is leadership potential: track records, life experiences, backgrounds and personal characteristics. When looking for a unique individual, they turn to unique recruiting resources.

Now that I’ve given my plug for the JMO, how will the 1% differentiate themselves from the 1%?

**Actually, JMOs are less than 1%… They’re .2% of U.S. workers**

Behaviors!

I have the privilege of talking to Junior Military Officer’s all day, every day. I hear a lot of the same things. Common themes and questions such as: “How will a certification help me?”, “What certifications should I get?”, “Does it matter that I don’t have an MBA?”, “What if I don’t have a business-related degree?”, etc.

They are good questions. I asked the same one’s when I made the transition. I was worried about those things. Now that I have a peek behind the curtain, I can speak to them. It also helps that I sit 10 feet away from the CEO of Cameron-Brooks, and I’m able to listen in on calls, as well as read requirements that companies give us to match Officer’s to them.

For example, I can attest that not one company has told us they only want to interview someone with a PMP. Not one company has said they have to have an MBA.

While having an MBA, certain certifications, and a business-related degree certainly helps you, the companies will ultimately hire you for your behaviors. For how well you interview. For effectively communicating your military background. For the way you talk about your leadership style. For giving credit to others, such as your team, your NCO’s, mentors, and coaches in your life. For showing humility. For having a great work ethic. For demonstrating and showing your bias towards actions. For showing that your track record of performance. For getting results. Your ethical leadership and integrity. For managing precious resources and continuous learning and growth. Yes, a massive run on sentence. They are looking for the ‘Genius of the And’ candidate. Your behaviors determine your success.

Commonalities

Now, I leave you with notes of commonalities between mountaineering and endurance sports, and the JMO transitioning and rising “to the top” in business:

1. Resilience and Overcoming Adversity

Commonality: Both the book and the hiring process emphasize the importance of resilience. In High Altitude Leadership, resilience is critical for overcoming the extreme challenges of high-altitude environments. Similarly, in a corporate setting, resilience is a key trait for leaders who must navigate setbacks, market volatility, and internal challenges. Hiring resilient leaders ensures that the company can weather difficult times and emerge stronger.

2. Risk Management and Decision-Making

Commonality: The book highlights the need for leaders to manage risks and make tough decisions in high-stakes situations. When hiring leaders, companies look for individuals who can assess risks, make informed decisions, and take strategic actions to achieve the organization’s goals. Both contexts require leaders who can balance caution with the courage to take calculated risks. The highest performing JMO’s have a wealth of experience in this.

3. Vision and Strategic Thinking

Commonality: High Altitude Leadership emphasizes the importance of having a clear vision and the ability to think strategically to reach the summit. When hiring, companies seek leaders who can articulate a compelling vision for the future and develop strategic plans to guide the organization toward its objectives. Visionary leadership is critical in both high-altitude expeditions and corporate success.

4. Teamwork and Trust

Commonality: The book underscores the importance of teamwork and trust in achieving difficult goals. Similarly, when hiring leaders, companies prioritize candidates who can build and lead high-performing teams. Trust-based relationships are essential for collaboration, and leaders must be able to foster a culture of mutual respect and support within their teams. JMO’s have experience in building rapport with new teams, gaining their trust, and creating a culture where people want to come to work every day.

Have you ever told yourself, “If that was my Commander for the rest of my career, I’d stay in?” These are the types of leader’s companies want to hire and develop you to be for their organizations.

5. Adaptability and Continuous Learning

Commonality: Adaptability is a key theme in High Altitude Leadership, where leaders must adjust to changing conditions and learn from each experience. In the corporate world, hiring adaptable leaders who embrace continuous learning is crucial for staying competitive in a rapidly changing business environment. These leaders can pivot strategies when necessary and drive innovation within the organization.

6. Ethical Leadership and Integrity

Commonality: Ethical behavior and integrity are central to the book’s message, as leaders who compromise on ethics can lead their teams to disaster. Similarly, companies value leaders who demonstrate strong ethical standards and integrity, as these qualities are foundational for building trust, maintaining a positive reputation, and ensuring long-term success.

7. Communication and Influence

Commonality: Effective communication and the ability to influence others are crucial in both the book’s high-stakes environment and in corporate leadership. Leaders must communicate their vision clearly, motivate their teams, and guide them through challenges. When hiring, companies look for leaders who are strong communicators and can inspire and influence their teams to achieve common goals.

8. Focus on Results and Accountability

Commonality: High Altitude Leadership stresses the importance of staying focused on the ultimate goal—the summit—and being accountable for the outcomes. In hiring, companies seek leaders who are results-oriented and hold themselves and their teams accountable for achieving objectives. This focus on results ensures that the organization stays on track to meet its strategic goals.

9. Resource Management

Commonality: The book discusses the importance of managing resources effectively to ensure success. In a corporate setting, hiring leaders who can manage resources—time, money, personnel—efficiently is crucial for optimizing operations and achieving the company’s goals. Resourceful leaders can maximize value while minimizing waste.

These commonalities highlight the universal qualities that are essential for leadership success, whether on a mountain or within a corporate environment. When hiring leaders, companies look for and hire candidates who embody these principles, as they’re likely to drive the organization toward success in challenging and dynamic conditions.

Demonstrating these behaviors in the interview process, climbing a mountain, running an endurance race, and over the course of your business career are ultimately what allow you to summit.

Want to chat?

Hope you enjoyed this article. If you want to know more about what companies look for when hiring, or just want to chat about your options, send me a message below.

Brock Dudley

210-874-1495 / bdudley@cameron-brooks.com

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