Options for Presenting Self

ThinkingMans

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What are some avenues I can express qualifications or experience in leadership outside of the application itself? I've expressed some of the responsibilities and experiences I've gone through in my essay, but I feel that most of my leadership experience comes from individual experiences instead of formal positions or titles. I recognize that these can often be addressed in a BGO interview, are there any other areas in which I can elaborate on my experiences?

(Tangentially related: if I do want to get in touch with my BGO before the interview, what would be some good information to ask about that may be less convenient to ask during the interview?)
 
Your interview is the perfect place to show this. We pull from what we learn about you into our write up. Our role is to get to the “YOU” that USNA cannot ‘see’ through the application. So this is the perfect place.

An email asking your BGO if they need anything from you, before your interview, would be fine. But there isnt a need to email just to ask questions ‘to express interest’. We know you are interested! And this can actually backfire: ie if you ask just to ask, and the answer is easy to find yourself, that doesn’t look so great.

Being able to answer your BGO’s questions with concrete examples is a great thing! And will be taken into consideration in their write up.

Good luck!
 
My recommendation is to draft a resume…this is helpful for the interview as it gives the BGO an idea of what you do and areas to discuss or dive into…ahead of time. It can also assist the BGO in crafting the interview write up.

The resume is also likely to be helpful for other applications (college or nominations) or just to have in your “back pocket.” Don’t make the overall length too long…probably anything more than 3-4 pages is a bit too much and anything more than 3-4 sentences per bullet is also probably too much. Keep it to point, explain a little of what you did, the impact, how many people you led or were part of the activity, hours invested, etc. This way anyone reading the resume could grasp a good, general understanding of what that activity, accolade, etc. was for. Also write in layman’s terms…writing something technical or particular to a small group of people may distract from what you are trying to communicate. For the BGO interview, the more exquisite details will come out in the discussions.

Admissions MIGHT (emphasized) accept this if you email it to them and ask for it to be included. Back when the application was scantron, many years ago…you were allowed to attach a resume. In more recent years, it’s not so common. I’ll defer to other BGOs if their candidates have had success with emailing a resume to admissions.

Hope this makes sense?
 
My recommendation is to draft a resume…this is helpful for the interview as it gives the BGO an idea of what you do and areas to discuss or dive into…ahead of time. It can also assist the BGO in crafting the interview write up.
THIS!! I always asked candidates to bring or send in advance a resume, summary of activities, etc. The good ones included info such as SAT/ACT scores, courses taken, GPA, sports, and ECAs. I was ok with just the sports and ECAs.

I had quite a few successful candidates with "out of box" backgrounds. For example, one candidate told me their family home had burned to the ground. Lived out of a hotel room for a year. Parents spoke minimal English, so this candidate handled all of the comms (written and verbal) with the insurance companies, builders, etc.

Another had set up an independent program to help disadvantaged local youth with math skills. Did the whole thing outside of the school environment, including recruiting friends and classmates, working with the young kids' school, securing space at the local library to hold the sessions, obtaining teaching materials, driving people to/from the event -- which was held on Saturday mornings.

I would suggest preparing your "elevator speech." Be able succinctly to describe what you are doing and showing how that demonstrates leadership. Both of the above examples do, in different ways.
 
My recommendation is to draft a resume…this is helpful for the interview as it gives the BGO an idea of what you do and areas to discuss or dive into…ahead of time. It can also assist the BGO in crafting the interview write up.

The resume is also likely to be helpful for other applications (college or nominations) or just to have in your “back pocket.” Don’t make the overall length too long…probably anything more than 3-4 pages is a bit too much and anything more than 3-4 sentences per bullet is also probably too much. Keep it to point, explain a little of what you did, the impact, how many people you led or were part of the activity, hours invested, etc. This way anyone reading the resume could grasp a good, general understanding of what that activity, accolade, etc. was for. Also write in layman’s terms…writing something technical or particular to a small group of people may distract from what you are trying to communicate. For the BGO interview, the more exquisite details will come out in the discussions.

Admissions MIGHT (emphasized) accept this if you email it to them and ask for it to be included. Back when the application was scantron, many years ago…you were allowed to attach a resume. In more recent years, it’s not so common. I’ll defer to other BGOs if their candidates have had success with emailing a resume to admissions.

Hope this makes sense?
I do have a resume drafted and done for congressional nominations, as those close in early November for me. I might end up revising it a little before I turn it in, but that's good to know. Would it hurt in any way to email admissions the resume?
 
THIS!! I always asked candidates to bring or send in advance a resume, summary of activities, etc. The good ones included info such as SAT/ACT scores, courses taken, GPA, sports, and ECAs. I was ok with just the sports and ECAs.

I had quite a few successful candidates with "out of box" backgrounds. For example, one candidate told me their family home had burned to the ground. Lived out of a hotel room for a year. Parents spoke minimal English, so this candidate handled all of the comms (written and verbal) with the insurance companies, builders, etc.

Another had set up an independent program to help disadvantaged local youth with math skills. Did the whole thing outside of the school environment, including recruiting friends and classmates, working with the young kids' school, securing space at the local library to hold the sessions, obtaining teaching materials, driving people to/from the event -- which was held on Saturday mornings.

I would suggest preparing your "elevator speech." Be able succinctly to describe what you are doing and showing how that demonstrates leadership. Both of the above examples do, in different ways.
Spot on @usna1985

@ThinkingMans

In essays and resumes and other documents where you are essentially trotting out brag bullets:
What you want to demonstrate is the “so what” of your activity. What impact did you have? How did you change things for the better, make a difference? What actions did you take and what results did you deliver? Metrics are good. (rhetorical)

As part of a contract, one of my project areas is I edit/write resumes for retiring admirals and generals preparing to transition to corporate executive roles. I have to walk them through understanding leading 75K people was their job, not an achievement. I lead them through building achievement bullets that use the CCAR or STAR construction: Context-Challenge-Actions-Results, or Situation-Task-Actions-Results, in succinct 2-4 lines of impactful language. I ask them all the questions I just asked you. The light bulb goes on. Now we are cooking with action verbs, an actual mini-story describing a success where distinct executive leadership skills were used to solve a problem and deliver results.

Even though you are at the other end of the work experience spectrum, the same approach works.

P.S. Action verbs - avoid “served as,” “provided,” “was responsible for.” Yawn. Instead: led, directed, managed, created, brainstormed, planned, organized, analyzed, innovated, initiated, drove up/down, decreased, eliminated, slashed, grew, transformed, launched, identified, matrixed, reduced, catalyzed, solved, simplified, streamlined, synchronized, coordinated, developed, merged, and dozens more used in positive ways. I reserve “spearheaded” for the heavy-hitter achievement bullet.
 
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I do have a resume drafted and done for congressional nominations, as those close in early November for me. I might end up revising it a little before I turn it in, but that's good to know. Would it hurt in any way to email admissions the resume?
My DS did a résumé on his leadership positions at the request of his admissions officer from West Point but when he asked the admissions officer from the Naval Academy, they told him they would not accept it. Although they did accept an extra letter of recommendation.
 
My DS did a résumé on his leadership positions at the request of his admissions officer from West Point but when he asked the admissions officer from the Naval Academy, they told him they would not accept it. Although they did accept an extra letter of recommendation.
But that resume is potentially key to nomination applications and for being key talking points for interviews. Action items. Not resume fluff.
What did you do? How did you positively impact the organization? Did you mentor peers? Did you see a need for change and implement it?
I encourage my applicants to build a current resume and be able to discuss it with me.
Different ways to accomplish the same thing. Display who you are and how you can positively impact the warfighter service and how you wish to play a leadership role.
 
Spot on @usna1985

@ThinkingMans

In essays and resumes and other documents where you are essentially trotting out brag bullets:
What you want to demonstrate is the “so what” of your activity. What impact did you have? How did you change things for the better, make a difference? What actions did you take and what results did you deliver? Metrics are good. (rhetorical)

As part of a contract, one of my project areas is I edit/write resumes for retiring admirals and generals preparing to transition to corporate executive roles. I have to walk them through understanding leading 75K people was their job, not an achievement. I lead them through building achievement bullets that use the CCAR or STAR construction: Context-Challenge-Actions-Results, or Situation-Task-Actions-Results, in succinct 2-4 lines of impactful language. I ask them all the questions I just asked you. The light bulb goes on. Now we are cooking with action verbs, an actual mini-story describing a success where distinct executive leadership skills were used to solve a problem and deliver results.

Even though you are at the other end of the work experience spectrum, the same approach works.

P.S. Action verbs - avoid “served as,” “provided,” “was responsible for.” Yawn. Instead: led, directed, managed, created, brainstormed, planned, organized, analyzed, innovated, initiated, drove up/down, decreased, eliminated, slashed, grew, transformed, launched, identified, matrixed, reduced, catalyzed, solved, simplified, streamlined, synchronized, coordinated, developed, merged, and dozens more used in positive ways. I reserve “spearheaded” for the heavy-hitter achievement bullet.
All you young whippersnappers entering adulthood and workforce - print this, frame it, and put it on your wall.
 
Spot on @usna1985

@ThinkingMans

In essays and resumes and other documents where you are essentially trotting out brag bullets:
What you want to demonstrate is the “so what” of your activity. What impact did you have? How did you change things for the better, make a difference? What actions did you take and what results did you deliver? Metrics are good. (rhetorical)

As part of a contract, one of my project areas is I edit/write resumes for retiring admirals and generals preparing to transition to corporate executive roles. I have to walk them through understanding leading 75K people was their job, not an achievement. I lead them through building achievement bullets that use the CCAR or STAR construction: Context-Challenge-Actions-Results, or Situation-Task-Actions-Results, in succinct 2-4 lines of impactful language. I ask them all the questions I just asked you. The light bulb goes on. Now we are cooking with action verbs, an actual mini-story describing a success where distinct executive leadership skills were used to solve a problem and deliver results.

Even though you are at the other end of the work experience spectrum, the same approach works.

P.S. Action verbs - avoid “served as,” “provided,” “was responsible for.” Yawn. Instead: led, directed, managed, created, brainstormed, planned, organized, analyzed, innovated, initiated, drove up/down, decreased, eliminated, slashed, grew, transformed, launched, identified, matrixed, reduced, catalyzed, solved, simplified, streamlined, synchronized, coordinated, developed, merged, and dozens more used in positive ways. I reserve “spearheaded” for the heavy-hitter achievement bullet.
Wow, thanks; this was a really helpful comment, I'll revise my resume with these points in mind. This made it a lot easier to describe how my experiences have changed things I've been involved in, and I think it's also helped with how I can more effectively express my role in these organizations.
 
But that resume is potentially key to nomination applications and for being key talking points for interviews. Action items. Not resume fluff.
What did you do? How did you positively impact the organization? Did you mentor peers? Did you see a need for change and implement it?
I encourage my applicants to build a current resume and be able to discuss it with me.
Different ways to accomplish the same thing. Display who you are and how you can positively impact the warfighter service and how you wish to play a leadership role.
Very true!
 
But that resume is potentially key to nomination applications and for being key talking points for interviews. Action items. Not resume fluff.
What did you do? How did you positively impact the organization? Did you mentor peers? Did you see a need for change and implement it?
I encourage my applicants to build a current resume and be able to discuss it with me.
Different ways to accomplish the same thing. Display who you are and how you can positively impact the warfighter service and how you wish to play a leadership role.
In your opinion as a BGO, would it be out of line to approach my BGO to build the resume? Of course, it probably varies from BGO to BGO but I was wondering if this is something that would be beneficial.
 
In your opinion as a BGO, would it be out of line to approach my BGO to build the resume? Of course, it probably varies from BGO to BGO but I was wondering if this is something that would be beneficial.
If the applicant asked for guidance I would assist. That is part of our job. Mentorship. That is why USNA changed when in the process we can and should interview. The sooner we engage the sooner we can mentor. Maybe through our guidance we can help an applicant navigate the process with more information.

I used to teach high school and am passionate about mentoring and guiding youth.
 
I will caveat this by saying the applicant should do research and build their resume, then ask for a review. I’m not building any document for an applicant. It’s not for any BGO to do so. It’s not our journey or career, it’s potentially the applicants.
 
I will caveat this by saying the applicant should do research and build their resume, then ask for a review. I’m not building any document for an applicant. It’s not for any BGO to do so. It’s not our journey or career, it’s potentially the applicants.
Of course, I have my resume mostly done already, I was just wondering if it's reasonable to go over the resume and see what can be worked on. I gather that it's probably fine if I approach my BGO with that in hand to have a better shot at congressional noms?
 
Of course, I have my resume mostly done already, I was just wondering if it's reasonable to go over the resume and see what can be worked on. I gather that it's probably fine if I approach my BGO with that in hand to have a better shot at congressional noms?

Resumes shouldn’t be built with a service academy focus…I think it’s more important that you have your own parents/guardian review it than a BGO. If you draft it per the advice here, then you should be on track. And your resume isn’t likely to be the deciding factor for nominations (whether your resume is detailed or bland)…SAT/ACT and grades have more of an impact.

If the applicant asked for guidance I would assist. That is part of our job. Mentorship. That is why USNA changed when in the process we can and should interview. The sooner we engage the sooner we can mentor. Maybe through our guidance we can help an applicant navigate the process with more information.

I used to teach high school and am passionate about mentoring and guiding youth.

BGOs assisting candidates has NEVER been dependent on the interview. Our contact information has always been available to candidates and usually schools, so if there was an interest, candidates/applicants could reach out and MOST BGOs would help. It has always been the BGO’s call on when to conduct the interview. I also think admissions sometimes forgets that these are volunteers (most who have day jobs, families, etc.) and the amount of time that goes into interviews (the interview and write up) should occur when there is proven commitment.
 
Resumes shouldn’t be built with a service academy focus…I think it’s more important that you have your own parents/guardian review it than a BGO. If you draft it per the advice here, then you should be on track. And your resume isn’t likely to be the deciding factor for nominations (whether your resume is detailed or bland)…SAT/ACT and grades have more of an impact.



BGOs assisting candidates has NEVER been dependent on the interview. Our contact information has always been available to candidates and usually schools, so if there was an interest, candidates/applicants could reach out and MOST BGOs would help. It has always been the BGO’s call on when to conduct the interview. I also think admissions sometimes forgets that these are volunteers (most who have day jobs, families, etc.) and the amount of time that goes into interviews (the interview and write up) should occur when there is proven commitment.
Academically I should be secure, perfect grades and near-perfect SAT/ACT scores, the only thing I'm missing is AP exams and that's because I'm an IB diploma student. I'm focusing on the resume right now so that I can make sure I'm doing my best work and have the best shot at getting a nomination. Thanks for the advice.
 
Academically I should be secure, perfect grades and near-perfect SAT/ACT scores, the only thing I'm missing is AP exams and that's because I'm an IB diploma student. I'm focusing on the resume right now so that I can make sure I'm doing my best work and have the best shot at getting a nomination. Thanks for the advice.
I agree with @OldRetSWO, many schools across the country offer different curriculum. Our DS ‘24 had no options for AP or IB, just a short list of dual credits via the local community college partnership with the high school. It didn’t hamper his receiving nominations or appointments. IB programs are impressive to be sure.
 
That should not be an issue for you at all.
I come from a community that has a lot of... let's say overachievers who manage to complete the IB diploma with 12 AP tests and full extracurriculars. I've gotten used to comparing my own achievements with theirs but that's a futile endeavor at this point. I've done what I can academically, it's mostly CFT and medical that I can improve on now.
 
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