Captain Brad Geary
speaker
303 appearances
1 recordings
1 series
first heard Feb 2025
last heard Feb 2025
Captain Brad Geary’s voice in public audio — every appearance, attributed to the second.
Trend
recordings per month · last 12 monthsNo recordings in the last 12 months.Older appearances are listed below; set an alert to hear about the next one.
Appearances
That's how you end up with a Navy that no longer adheres to honor, courage, and commitment. We've got to see these changes.
I would have left. There is a growing trust gap. And I mean, I hear from the guys. The break is about, am I peering up? Some of my peers are for me doing it this way. They saw all the actions I took before this to try to defuse this. But some of them, yeah, like we've talked about, just no matter what my reasonings were, they're gonna disapprove.
But the majority of the force that I've talked to, the operators, the shooters, there's a trust gap growing in how they've seen this thing handled. And what they would love to see right now, I think, I still have coffee with some of my old buds candidates too. So like, we're still talking and they're giving me the, this is what the platoons are saying.
What they would love to see is the community rally and say, hey, we messed this up. We should have stood by our teammate. We should have been under the boat with him. We should have defended our own by lies from the outside. And we should have done that at all costs. We used to be the shining example of how to do this in Naval Special Warfare.
We used to do really, really good at taking care of our people. We didn't do it in this case. And they would love to see the force come together and say, we messed it up. We're going to AAR this, and we're going to figure out how we did this, what we did wrong, and promise that we're never going to let this happen again. We're going to take care of our people.
Soft truth number one, humans are more important than hardware. Show them. Show them. Right now, we haven't shown them. And I don't want to over-inflate my case. It's not just about me. But my case is a symptom of a larger problem that they are seeing crystal clear, back to Gen Z. They are incredibly intuitive, this generation. It's very interesting.
I got to see a lot of them coming up through BUDS. They're very intuitive, high EQ. They're very mindful. And they're not going to tolerate this. They're not going to tolerate it. They see the trend line. They see that, hey, this is not the organization I thought it was. There's massive trust gaps. One guy said it really well to me. He was in E6 recently.
He's like, hey, sir, they criticize us at the platoons for being a pirate culture. He said, yet we are a pirate culture because they drive us to be because we don't trust them. So they show themselves to be untrustworthy, senior officers out there. Not all of them, I don't want to overgeneralize, but a couple of them.
And so we isolate ourselves, which they interpret to be a power culture, yet they're the ones that have caused that. So yeah, it's a tough one, man. Are guys leaving? Oh yeah. Massive retention problems right now. And again, it's not because of me, but they see the larger problems. And massive retention problems across the force right now.
I mean, I don't think we've seen this many 05s and 06s getting out in a long time. They're scratching their heads.
Well, thankfully, a lot of our emeralds do have combat experience experience. And even when they leave, guys in my generation are still coming up through the ranks. I'm looking at the guys right now in command at the O5 level. I'm very encouraged by what I'm seeing in some of these combat leaders. So we still have that, and that institutional knowledge will continue to get handed down.
What I'm more concerned about is that the majority of our base force is the E5s and E6s, right? That's the largest pool of bodies that comes out of BUDS and does one or two platoons. And if we're driving them out of the teams faster than we can replenish them, that's a problem.
Because now we're going to degrade what Naval Special Warfare can even resource when it comes to what our nation asks us to do. And the inevitable problem that comes from that usually is if you're having a hard time replenishing the force, well, then they increase the pressure to produce more.
Well, if you're increasing the pressure to produce more, that usually means you're reducing the standard in order to get more. And that's kind of what we talked about.
Yeah.
are the war fighters yeah man um that's why we've said in this that truth and transparency is a national security issue 100 all this is linked to that yeah 100 and yeah man uh plus all this all the coveted stuff a bunch of guys left we drove we drove dudes out and who's left i mean there's some really good dudes left for sure but but here we are in all volunteer force
We took away the 20-year pension also, by the way. What do you mean we took away the 20-year? So they no longer offer a 20-year pension for people that join the military. What? Yeah, that went away a couple years ago.
Oh, no, that went away. That was like 10 years ago, dude.
Yeah. So that was a huge incentive for a lot of people to stay is, hey, I can keep serving. but I can guarantee myself some financial stability for later parts of life, knowing that I'm losing marketability on the outside, right? Every day we stay in and we get older, like you're missing opportunities out there. But you don't do it for the money. We do it for the service.
But yeah, that's still a big carrot that used to be there to dangle. So now that's gone. I mean, what incentives are you providing people to stay in the military these days when... when you've taken away some of them, back to what we talked about last time as leaders, all of our decisions have to be either incentivizing or disincentivizing a particular behavior. What are we hoping to achieve here?
Showing 141–160 of 303 · page 8 of 16
← Previous
Next →