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More Efficient Results, More Personal Attention ... Less Visits - The Day a Patient Disappeared and the Clinical Results were Astonishing w/ CoHost Dr. Robert Shafer

A patient can go a full year on aligners without an in-office check and still finish beautifully, and that fact should change how you think about orthodontic remote monitoring. We sit down with Dr. Robert Schaefer, one of the most effective users of remote monitoring we’ve ever seen, to unpack what actually happens when you stop treating virtual scans like a side project and start building your workflow around them. The result is less chaos, fewer wasted appointments, and a calmer way to run aligner treatment day to day.

We talk through the real reasons practices say “remote monitoring doesn’t work” while still scheduling chair time that no one can explain. The core issue is usually training and default settings: teams and doctors often look at a scan and jump straight to “bring them in,” instead of asking “how can we keep them progressing without disrupting their life?” We also dig into the control problem, the common belief that patients need to see you to justify the fee, and why convenience is often the strongest value you can deliver for busy families.

You’ll hear practical takeaways on aligner tracking, catching noncompliance early, avoiding the dreaded surprise appointment, and when it does make sense to bring someone in (like certain elastic or bite checks). We also cover how fewer in-person visits can free time to upgrade your patient experience, education, and coaching, plus why dabbling with a “10-case pilot” often leads to failure. If you want better Invisalign and aligner outcomes with fewer fires to put out, this one is for you.

Subscribe for more, share this with a doctor or team lead who’s still on the fence, and leave a five-star review if you want us to keep pushing into what modern orthodontic practice management can look like.

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🎙 Welcome to The Brian Wright Show — a podcast that transforms the lives and businesses of ALL entrepreneurs but dedicated to doctors that own their own private practice. your hub for all things Brian Wright, New Patient Group, WrightChat and more. This station is for all #entrepreneurs but dedicated to #orthodontists #dentists and other doctors that own their own #privatepractice. From #leadership and #culture, to #marketing, #sales #hospitality and beyond! This is where #innovation meets #execution! Through our #podcast, #privatepracticesuccess tips, speaking events and more .... This is the station that transforms the lives and businesses of every #entrepreneur and doctor that owns their own private practice! #artificialintelligence

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“Culture” is the most overused word in business and one of the least defined, which is exactly why so many teams drift into drama, burnout, and inconsistent performance. We wanted a definition you can actually use, not a slogan on a wall. So we start by grounding everything in experience: the full set of cognitive, emotional, sensory, and behavioral responses people have across the entire journey, before and after they work with you, buy from you, or join your team. When you see experience end-to-end, it becomes obvious why organizational culture is the first lever that shapes every outcome downstream.

Click here: Schedule an Online Consultation with our Podcast Host and Founder & CEO, of New Patient Group, Brian Wright

Listen to Brian Wright on Dr. Glenn Krieger's OrthoPreneur Podcast https://podcasts.apple.com/us/podcast/the-orthopreneurs-podcast-with-dr-glenn-krieger/id1446375553?i=1000751184177

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Then we break culture into four practical parts you can audit immediately. First is the invisible blueprint: what your team does when nobody is watching, especially at the end of a hard day. Second is shared language, because the phrases you allow (“we don’t have time,” “we can’t,” “why change?”) quietly set the mood, effort level, and follow-through of the whole workplace culture. If you want a proactive team, you have to lead the language from the top and make it consistent across the group.

From there we get into behavioral standards, including the uncomfortable truth that your “best performer” can be your biggest culture leak if they treat people badly. Great leadership sets a floor for acceptable behavior and refuses to reward results that come with disrespect. Finally, we talk accountability as the social contract that makes the other three parts real and repeatable, creating a culture that attracts and retains exceptional talent. If you found this useful, subscribe, share it with a colleague, and leave a five-star review so more leaders can build a healthier, higher-performing team.

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The most dangerous leadership myth might be the one we repeat without thinking: “If you want to be the best, learn from the best.” That sounds right until you look at sports history and workplace reality, where elite performers often become painfully average coaches. We unpack why greatness isn’t automatically teachable, and how the curse of knowledge turns natural talent into a barrier when someone is responsible for training, onboarding, and developing a team.

Click here: Schedule an Online Consultation with our Podcast Host and Founder & CEO, of New Patient Group, Brian Wright

Listen to Brian Wright on Dr. Glenn Krieger's OrthoPreneur Podcast https://podcasts.apple.com/us/podcast/the-orthopreneurs-podcast-with-dr-glenn-krieger/id1446375553?i=1000751184177

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We start with a timely basketball story and a simple question that opens the whole topic: why are so many great coaches not the best players? From there, we break down the difference between executing and leading. Playing is an internal skill, built on fast processing and instinct. Coaching and business leadership are external skills, built on communication, culture, diplomacy, and the ability to deconstruct a complex task into clear steps. If your manager cannot teach the steps, their “genius” does not scale.

You’ll hear why role players and bench veterans often outperform stars as leaders: they study, they monitor, they understand the entire roster, and they get good at making other people better. We also call out a common failure point in practice management and team performance: naming someone a “lead” without leadership training, then keeping them so busy they never have time to observe, take notes, and coach. If you’ve ever heard “Susie isn’t trainable,” we challenge you to ask a harder question: is the system broken, or is the coach unprepared?

If this helped you rethink promotions, coaching, and employee training, subscribe, leave a five-star review, and share the episode with a leader who needs the bench perspective. What’s one role you’ve promoted based on skill instead of teaching ability?

In the end, leadership is the greatest form of marketing, sales and hospitality. The culture in your business (or in your practice) will determine all outcomes you want to achieve. The greatest entrepreneurs and the greatest businesses spend the majority of their marketing efforts on training leaders how to create great cultures. Are you?