Jim Nail - Candidate for VFW Jr Vice Commander in Chief

05/22/2026

What about younger veterans?

Unless we want to become a Legacy organization that slowly fades into the sunset, the VFW must figure out how to connect with and bring on board the Post 9/11 and current conflict veterans. At National, Department and Post levels, I have heard leadership say that we just have to learn to do more with less, to adapt to a leaner membership. We perpetuate the decline when we lower our membership target every year -- claim 100% or more even though we have fewer members than the previous year.

I've been told it's not realistic to expect growth. Why not? According to DOD estimates, 2 to 3 MILLION individuals served in Afghanistan and Iraq. That is not 1 million with two and three deployments. That is 2 to 3 million distinct individual soldiers, sailors, airmen and Marines. Is the VFW not worthy of the support of today's veterans? Or have we just not done enough to get their attention?

A quick on-line search shows that there are organizations that are reaching the younger generation. These organizations are typically mission-driven, community focused and physically active.....not exactly how much of the public views an average VFW Post. Many VFW Posts are considered inward focused, member-centric with camaraderie characterized by sharing a drink and swapping shared experiences with fellow veterans. Nothing wrong with that, but it cannot by the main focus if we want to attract the younger generation.

Some will say that community service and individual connection with local veterans is the job of the Post, not the National organization. However, leadership must ask ourselves what we can do to facilitate those relationships. Leadership must demonstrate an interest in local events and opportunities for service. While they may not be able to participate at their home post, they need to connect with local post activities wherever they go. Show them that we value and believe in Action. Be intentional. Seek out Posts that are involved in service activities. Promote them. Support them. Give them visibility.

Some Posts and Departments already do a terrific job of this, but we also need to reach out and partner with those organizations that are succeeding with younger veterans. Irreverent Warriors, Team Red White & Blue, Team Rubicon, The Mission Continues, and others.

The VFW does not have to fade away. We can do more than just SURVIVE. If we commit to connecting with younger veterans and adapting to what makes them tick. We can still THRIVE!

05/19/2026

Notice it doesn't say to stay the course or to work harder with less. No! He "drove the organization to expand its membership..." Don't accept the status quo! Reach for more so that we can accomplish more!

With Memorial Day approaching, the VFW is paying tribute to five past VFW National Commanders whose service and leadership left a lasting mark on our organization and those they served. Today we remember past VFW National Commander Rear Admiral James Van Zandt, interred at Arlington National Cemeter...

04/27/2026

What about small Posts?

It's a demographic fact. We have small posts across the country that will most likely never again be 100% without VFW amnesty math. They literally know every veteran in the county and have tapped out their recruiting options. The kids that served in the past 20 years decided to settle elsewhere after their service.

However, some of these Posts are role models for what it means to be a VFW Post. They are a lifeline to their communities and provide service to veterans and their community far an above what some much larger Posts do in comparison. How do we support them? How do we keep them motivated? For the Posts who are barely hanging on, how do we motivate them to keep up the fight?

There are several ways National Leadership can help. First, don't put unnecessary obstacles in their way. Many of these posts have limited resources, Leadership must make sure we aren't unintentionally diverting those resources away from the Post's primary mission - veteran and community support. If it doesn't support that mission, don't make it a requirement. If it's important, make sure that additional resources can be made available to assist where needed.

Second - Communication! National leadership should work with Departments to prioritize getting out and visiting the smaller Posts. Let them know that we see them, appreciate their contributions, and recognize their struggles. It is easy to spotlight big Posts where there are big events going on, takes a bit more work to recognize the less visible.

Every trip by a National officer or representative should try to include visits to local Posts. They need to know we care. I still have Posts that wear my Commander shirt and visit with me at Conventions and Council meetings because I spent time with them back in 2021-22. Personal contact makes a difference.

Recognition. We all like to be recognized for our efforts. The All American Program is one of those ways. Community Service and Veteran Service Post awards is another. However, right or wrong, when 100% membership or more is the starting point, many of our Posts feel those awards are out of reach. Maybe we need to take a fresh look at what it means to be an exemplary VFW Post. Membership is only one measure. Community impact is another. If changing the All American Program is "too hard", perhaps something like a Commander in Chief's Award for Excellence is something to consider. Work with Department leadership to identify those Posts that are doing extraordinary work supporting Veterans and Communities. It doesn't have to cost a lot of money to let people know you appreciate their efforts.

We are losing posts, but there are also many that are still clinging to life. We can help.

(let me know your thoughts and comments......)

04/15/2026

Establishment candidates vs Outsiders - Is there a difference?

Many companies intentionally look outside of the establishment candidates when recruiting executives. Why would they do that? Shouldn't we reward members who have dedicated many years of service to move up in the organization? Not necessarily.

People who have worked their way up to the top levels of an organization over a period of 6,8 10 years, tend to be closely aligned with the prevailing ideals and methods used by the organization's top leadership. They have worked together over a period of years and have arrived at a consensus that they believe gets the job done. The resulting group-think is stable, dependable and doesn't vary greatly from year to year. It also results in less outside-the-box thinking, less innovation, less exploration, less vitality. Getting the job done, but with declining returns on your investment.

Many companies and organizations will look for someone who shares their values and ideals but has not been part of that group-think. They find that candidates from outside of the establishment tend to be more likely to speak up, to ask questions, to consider issues from a new direction, to bring new solutions to old problems, and breathe new life into the executive ranks.

No one can question that the Veterans of Foreign Wars has been incredibly successful in carrying out our mission. No one does a better job of advocating for Veterans' rights and providing resources to help Veterans access those earned benefits. But at the same time, we have also seen a steady decline in Membership. Are we surviving as an organization instead of thriving? Could a fresh perspective, new approaches, and a willingness to challenge to old playbook bring a badly needed boost and breathe new life that would connect with the newest combat veterans in our communities? The experience of many businesses would say, Yes!

I would appreciate your comments and questions........

03/29/2026

The value and the danger of legacy thinking....

126 years of service to veterans. That is powerful. It is well established that the bedrock foundations of the VFW are Advocacy and Service to Veterans. We do it better than any other organization. Congress respects the VFW and they listen. That doesn't happen by accident. It is the result of many years of dedicated work by generations of VFW leaders.

However, if you are so bound by the "Pillars" of our organization that you can't see any other path, is that the leadership we truly need?

We should all respect the legacy of the VFW, but we should not be limited by it. By all means, maintain our excellence in Advocacy. Continue to be the steadfast guardian of Veterans Benefits. But don't stop there.

Too often, we perpetuate leadership that has been part of the national scene for 6, 8, 10 years or more. Members have proven their loyalty to the system and worked their way up through various committee assignments, appointments, National Council, etc. In the process, they become wedded to the same ideas, the same priorities, and continue to stay the course. We may see catchy slogans about the Way We've Always Done Things, but nothing really changes.

The Steel industry routinely looks for executive leadership from outside. The idea is that if you want things to stay the same, hire the same people. If you want to bring in fresh ideas, new perspectives, you have to challenge the status quo.

The VFW has lost 25% of its membership in the past 10 years. Advocacy remains strong. Our Veterans Service program brings in record numbers of Veterans benefit claims every year. But membership is in decline. Some would have you believe that it is only natural with the loss of the Greatest Generation. Just stay the course. How well is that working??

03/20/2026

Let's examine Experience some more. What kind of experience is valuable for a future Commander-in-Chief? VFW experience? Leadership experience? Executive leadership experience? What will best serve the organization?

What about VFW experience? It certainly helps if a candidate has familiarity with the organization they are hoping to lead. On the other hand, a wise man once told me you can hold every job in the VFW and still not be suited to be the Chief. So, the question is not about how many titles and committees you can list on your resume, but rather what you accomplished during those assignments. We all can point to officers and appointees that were just there for the hat, just filling a seat and contributing nothing to the process. We need participants who will speak up, challenge the status quo, make sound arguments either for or against so that the best decision is made. Since the VFW runs on an annual basis and each successive leadership team can have a big impact on assignments and the selection of candidates, many members keep their heads down, their opinions to themselves and live to fight another day. I challenge you that we don't have time for that. We need aggressive leadership that will be bold, try new things, and not shy away from a proposal just because it may be unpopular. We are not electing someone to go along to get along. We are electing someone who will work every day to leave the Veterans of Foreign Wars stronger, more effective, and more relevant for those who follow.

(This page is intended to spur conversation, to generate serious thought about the upcoming nomination process. Please leave your thoughts, ask questions.)

03/08/2026

What are some of the benefits of having Executive experience? We do have staff in Kansas City and DC who are managing and executing all of the various VFW programs, and they do a great job! So what is the role for the Commander in Chief? The Chief has overall responsibility to monitor the performance of the Adjutant General and all other officers, committee chairmen, committees and employees. That doesn't mean to do their jobs or to tell them how to do their jobs. A candidate with executive experience knows the difference, understands how to work with staff and stay out of their way but still maintain accountability. And then there is the budget.........Every department thinks their needs are the most important and lobby to get those needs met. Executives listen to the needs and priorities of the difference departments and help (along with the Quartermaster General) to find the balance between resources and needs. Managing a $100 Million operation is no small task. The Chief can help the Quartermaster General, or they can make their life miserable.

03/03/2026

The National Officers have a very demanding schedule and it begins immediately after election. The learning curve is very steep. Electing candidates with executive experience can give them a leg up on Day 1. Why is Executive experience an important quality for National Officers? To answer that, take a look at the duties and responsibilities assigned by our National Bylaws. The Commander in Chief is given the overall responsibility for the operation of the Veterans of Foreign Wars - presiding over meetings, deciding on questions of law and usage, oversight of the National staff, and more. The Chief represents the membership in speaking before government bodies, corporate partners and foreign dignitaries. Some would say that the Junior Vice and Senior Vice Commanders in Chief have a two year training pipeline to prepare. However, the Bylaws also state that the Jr and Sr shall preside in the absence of the officers above them and shall "provide such advice and assistance as may be required." A candidate who already has executive level experience can hit the ground running and be a valuable sounding board and advisor to the Chief and other national officers.

03/03/2026

To discuss the selection of candidates for the office of Jr Vice CIC, perhaps the first place to start is the question of Qualifications. What are the qualifications for election to JVCIC? There is only one - to be a member in good standing in a Post. That's it. Some of the most important positions in the VFW and the Bylaws give us no further guidance than to be a member in good standing. That means it is up to us, the membership, to evaluate candidates and decide for ourselves what qualities and experience we believe makes one suited for high office. We can look at the duties and responsibilities of National officers to get some ideas. When we do so, I believe that we are best served by electing candidates that have life experience at the Executive level.

02/28/2026

5 months to go until National Convention and the Big Ten delegates' decision. You've met the candidates. You've heard the speeches. What information do you need to make an informed decision and let your delegates know who you think should be the next nominee from the Big Ten? What does Executive Leadership look like? Why is that important for our organization? This page is my way of keeping the conversation going.

I am running for Jr Vice Commander in Chief because I believe in this organization! I believe that our best days are not behind us but are ahead of us........if we are willing to take bold steps, embrace new ideas and fresh perspectives, and take aggressive steps to reach new members and new supporters. I am asking you to take that journey with me.