TLP473: Leading Those Who've Served with Barry Jesinoski

Barry Jesinoski is the National Adjutant and CEO of Disabled American Veterans (DAV), leading an organization with over one million members. In this episode, Barry shares his unconventional journey from a young Marine who needed help to leading one of America's most respected veteran service organizations, despite never completing a college degree. 

He explains why he limits remote work, and reveals the two fundamental principles that every DAV employee learns from day one. He discusses how integrity and communication became the foundation for building organizational culture..

Barry shares what it truly means to be a "disabled veteran", and explains that many veterans with service-connected disabilities don't consider themselves disabled at all. 

Barry also reveals how DAV maintains effectiveness in Washington across changing administrations. The organization stays completely apolitical and focuses solely on what benefits veterans, their families, and survivors. This strategy has helped DAV influence virtually every major piece of veteran-friendly legislation while spending only 1% of their budget on lobbying efforts.

This episode offers practical wisdom for leaders wondering how to build authentic organizational culture and lead effectively without traditional credentials. 

You can find episode 473 wherever you get your podcasts!

Watch this Episode on YouTube | Barry Jesinoski on Leading Those Who've Served

https://bit.ly/TLP-473

 

Key Takeaways

[02:19] Barry reveals that people would have to dig to discover he doesn't have a college degree, explaining "I believe most people assume that I have a degree, maybe multiple degrees, maybe an advanced degree. I do not have a college degree."

[04:01] Barry outlines his journey from Marine Corps service and medical discharge to being hired by DAV despite lacking a college degree, then explains DAV's move from Cincinnati to their current Erlanger, Kentucky headquarters.

[07:22] Barry describes their new headquarters' employee benefits and explains his belief that "collaboration and ingenuity production suffers when a workforce is remote, say even beyond 20% of the time."

[11:44] Barry establishes his core leadership values of integrity and communication, explaining how these helped him succeed when promoted at age 23 over two colleagues with 20+ years experience.

[18:29] Barry clarifies that many veterans with service-connected disabilities don't consider themselves disabled, noting the spectrum ranges from simple scars to full-time care needs, including invisible symptoms like PTSD.

[23:54] Barry outlines DAV's broader mission including Washington lobbying, vehicle donation programs, employment matching, volunteer networks, and the Patriot Boot Camp entrepreneurial program with mentoring sessions.

[31:06] Barry addresses DAV's political stance, emphasizing "We are completely apolitical. We have to be" and explaining they support anything "good for veterans, their family members and their survivors."

[34:26] Barry directs people to learn more about DAV through their website at dav.org and mentions they have "about 1.4 million followers on social media."

[35:57] And remember...“The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office.” - Dwight D. Eisenhower

 

Quotable Quotes

"When I talk about integrity, I'm really talking about people who do what they say they will, people who always project a good image of our organization, people who listen before being heard, people who put in an honest day's work and take pride in their work, and people who respect others." 

"The communication part, that's really about communicating honestly, actively and proactively, really asking questions when you have them, especially when you're new." 

"I believe that distance or absence makes the heart grow colder, not fonder." 

"I'm a firm believer that collaboration and ingenuity production suffers when a workforce is remote, say even beyond 20% of the time." 

"Many of us who are technically qualified or considered to be by the VA disabled veterans... we don't consider ourselves disabled at all. I'm not. I didn't consider myself disabled when I was medically discharged from the Marines and I