Send us a textClick here to access our Trust vs. Performance, Navy Seals Leadership CourseClick here to schedule free consultation with New Patient Group and/or WrightChat Click here to subscribe and watch on The Brian Wright Show YouTube Station Click here to subscribe to The Brian Wright Show Podcast Thank you to our SponsorsNew Patient GroupWrightChatClick here to Book Brian Wright to Speak at your Next Event Navy Seals Leadershi...
Send us a text
Click here to access our Trust vs. Performance, Navy Seals Leadership Course
Click here to schedule free consultation with New Patient Group and/or WrightChat
Click here to subscribe and watch on The Brian Wright Show YouTube Station
Click here to subscribe to The Brian Wright Show Podcast
Thank you to our Sponsors
New Patient Group
WrightChat
Click here to Book Brian Wright to Speak at your Next Event
Navy Seals Leadership Course: https://npguniversity.samcart.com/products/navyseals/
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Navy Seals Leadership Transformation: Walk with me into a clinic on the brink of change. A new practice has just been bought, job descriptions are being rewired, and a well‑meaning consultant hands over a tiered pay scale that looks sensible on paper: pay more for experience, less for newcomers. But behind the neat columns and numbers, a different story is unfolding—one that determines whether this place will thrive or merely survive.
In this episode Brian Wright sits down with a doctor to dismantle a common myth: that hands‑on skill alone justifies higher pay. He introduces us to Judy—a brilliant, seasoned assistant who knows every procedure but refuses to be coached, sows discord, and drains the team. Then there’s Susie—a rookie with a bright attitude, relentless work ethic, and an appetite to learn. Which one should you invest in? Which one will make your practice an elite people business?
Through candid coaching, real examples, and a leadership lens honed by Navy SEAL‑style trust and performance principles, Brian rewrites the hiring playbook. This episode reveals how pay structures that reward performance on paper while ignoring trust, coachability, and culture actually sabotage long‑term success. He shows why transformational leaders must prioritize mindset, training, and the invisible attributes that make teammates lift each other higher.
Expect clear, provocative advice: stop paying a disruptive high performer more simply because they hit metrics today. Start paying the people who bring energy, ownership, and relentless improvement—because those are the hires that make a business hum regardless of economic swings or external pressures. You’ll hear practical scenes from the trenches, leadership trut
