Introduction: Leadership Is Our Bedrock
At Elite Oral & Maxillofacial Surgery of Oklahoma, we reject the idea that an “oral surgery team” is simply a collection of roles. We’re an ecosystem of emerging leaders. From surgical assistants to front‑desk professionals, each team member is empowered to own their craft, lead with initiative, and elevate patient care. For us, leadership isn’t a title—it’s a culture. And that culture is built on accountability, trust, unity, communication, and—above all—unreasonable hospitality.
1. Accountability at Every Level: We Own It, or We Don’t Do It
True leaders don’t wait to be told what to do—they anticipate, take ownership, and deliver. At Elite, accountability isn't an abstract concept—it’s embedded into every role:
- Pre‑surgery coordinators proactively verify insurance and anticipate patient anxieties, ensuring each consultation is as seamless as possible.
- Surgical assistants monitor OR flow and ask tough questions: “Is this step necessary?”, “Can we make this more efficient without compromising safety?”
- Front‑desk staff take charge of patient touchpoints—scheduling follow‑ups, confirming arrival times, and even recommending post‑op comfort options.
Our incentives, KPIs, and mentorship programs all align around this core value: you own your role end‑to‑end. And when someone excels—when they lead up, step in, speak up, and drive results—we reward, promote, and reinvest in them.
2. Culture of Communication: Speak Up. Step Up.
You can’t lead in silence. That’s why our office fosters open, honest, unfiltered communication:
- Weekly “Elevate Sessions”: These rapid‑fire huddles ensure every voice is heard—from the intern to the clinical director. We review challenges, brainstorm solutions, and give shout‑outs.
- “Brag Board” recognition: Visible recognition incentivizes team members to take initiative. Did someone coach a patient through a tough IV sedation? Did a coordinator solve a delayed pre‑auth in record time? We shine the spotlight.
- Direct communication expectations: Leaders—and every team member—are trained to leverage “OAR” communication: Observation, Affect, Request. (“I noticed your pre‑op checklist was incomplete [O]. It stressed me [A]. Could I help you master it [R]?”)
This culture of candid feedback and team problem‑solving builds trust. When you speak up, you’re not risking backlash—you’re building ownership and raising standards.
3. Mentorship ≠ Hierarchy
We're not building pyramid structures—we're growing leaders horizontally. No one's “too big to help.” Every member contributes, learns, and teaches.
- Pair‑and‑progress model: New hires are paired with senior mentors. After four weeks, pairs pivot—mentors learn from newcomers (fresh ideas, digital tools), and mentees take ownership of real responsibilities.
- Leadership lunches: End-of-month sit‑downs where Dr. Egan and department leaders share career insights over a meal—and invite team input in return.
- Reverse mentoring: Senior clinical staff receive onboarding in efficiency apps, social media trends, or curious tech insights from junior colleagues—the knowledge exchange fuels innovation and inclusion.
Mentorship here is not a checkbox—it’s a living, evolving, dynamic process.
4. Unity & Teamwork: One Mission, All In
Every leader understands that true teamwork demands unity behind a shared mission:
“Deliver elite care, provide unreasonable hospitality, and make surgery a story worth telling.” Elite Oral Surgery Post
That mission isn’t just displayed in the lobby—it’s operationalized every day:
- Cross‑functional drills: We simulate patient journeys, test emergency protocols, optimize door-to-room times, and refine sedation communication—all as teams.
- “Buddy shifts” during recovery: Clinical and admin team members pair up post‑op, each checking in on patients in person or by phone to ensure healing is on track.
- Monthly patient‑experience sharing: We spotlight real patient stories—especially those reflecting teamwork, compassion, and exceptional communication.
Through these practices, our team transcends silos. We move together—and we win together.
5. Fun & Camaraderie: We Work Hard, Laugh Harder
Culture without joy is hollow. We design moments to laugh, unwind, and connect:
- Quarterly “Elite Games”: Emergency room trivia, OR relay races (with protective gear!), and the legendary “Post‑Op Sock Exchange” keep the energy high.
- Monthly themed meetings: From taco‑Tuesday debates to “ugly hat” mornings, we foster creativity, laughter, and vulnerability.
- Achievements lived in style: Hitting team milestones? Expect celebratory pizza parties, karaoke nights, or surprise delivery cartons of local pastries.
A cohesive team laughs together—and builds resilience together.
6. Leadership by Doing: Dr. Egan as Model
As owner and DMD/MD surgeon, I’m not above any of this. I’m in at 4:30 AM when logistics still matter. I’m in the OR when tools are missing. I answer post‑op calls. I coach financial appeals. And I’m in the trenches developing tomorrow’s leaders.
My dual‑degree journey in medicine and dentistry taught me precision. My Spartan‑training, 300‑lb→180‑lb transformation gave me resilience. My family‑first drive taught me empathy. And my mission to scale surgical excellence has taught me servant leadership.
Every leadership action I take—texting a coordinator at 7:00 AM, mentoring a team lead over lunch, living our values—signals what’s expected here. Leadership isn’t sitting in an office. It’s being present. It’s being real. It’s leading from the front. And I’ve made sure that tone echoes at every level.
7. Results: Unreasonable Hospitality In Action
Our culture doesn’t just feel good—it delivers results:
- Implant failure under 1%—a statistic industry‑wide most clinics can’t match Elite Oral Surgery OK. That’s clinical excellence powered by team accountability.
- Five‑star experiences online: Patients often cite empathy, staff cohesion, and continuity of care—not just surgical outcomes Elite Oral Surgery Unreasonable Hospitality.
- Repeat and referral growth: Our momentum isn’t driven by ad spend—it’s word‑of‑mouth from patients served well and team members passionate to deliver more.
These aren’t soft benefits—they are tangible ROI on leadership development and hospitality investments.
8. Training & Systems: Investing in Leaders
Leadership isn’t institutional—it’s crafted. Here’s how we build it:
- Structured Leadership Academy: A bi‑monthly training program covering conflict resolution, time management, emotional intelligence, patient communication, data analysis, and mentorship.
- Continuing Education budgets: Every team member—regardless of role—has access to relevant professional development: from certification classes to digital marketing workshops.
- Performance scorecards: Aligned with strategic goals. Metrics include clinical outcomes, patient satisfaction, operational efficiency, and leadership growth. Leaders monitor, cross‑coach, and improve together.
When we invest in people, they repay with performance.
9. Support & Well‑Being: Your Health Matters Too
Elite care starts with elite care for our team. We prioritize well‑being as part of our leadership mandate:
- Mandatory decompression breaks: Everyone gets structured decompress time—not a privilege, but a right.
- Healthy snacks & hydration stations: Hydration pods, brain‑fuel snacks, surgeon‑grade lotions—small luxuries that show big care.
- Mental health support: Anonymous counseling resources, leadership check‑ins, stress coaching—all included in benefits.
Because it’s simple: leaders who are cared for can care better.
10. Patient-Centered Leadership: The Ultimate Impact
All these internal leadership systems serve a single external goal: unreasonable hospitality with surgical excellence.
- Pre‑visit ownership: Coordinators lead appointment prep calls. Assistants own OR flow and comfort. Support staff handle post‑op care with warmth and diligence.
- “Family feel” philosophy: We treat every patient like extended family—from surgical consent to post‑op milestones.
- No-agenda surgery: Communication is clear. Questions are invited. Compassion is standard. Every time.
The payoff? Patients walk away with more than healed mouths—they leave inspired, cared for, and connected. And that’s the ultimate leadership outcome.
Conclusion: Leadership at Scale—Not Lip Service
More than a job. More than a clinic. Elite Oral & Maxillofacial Surgery of Oklahoma is a leadership engine. Every team member is empowered to own their role, communicate openly, mentor freely, work hard and laugh harder—all with the goal of delivering surgical excellence wrapped in genuine hospitality.
Our leadership isn’t an HR initiative—it’s our operating system. It’s how we attract elite talent, innovate boldly, and set standards rooted in culture. We show how healthcare leadership doesn’t have to be stale or detached—it can be purpose-driven, people-powered, and performance-lifted.
If this resonates—if you want to build a team where excellence, unity, and leadership thrive—reach out. Join us. Be elite. Deliver care that’s more than clinical—it’s legendary.
Call to Action
- Learn about our team roles and leadership programs on our “About Us” page!.
- Interested in bringing this approach to your practice? Let’s talk—message me on LinkedIn.
- Patients, experience elite care firsthand: schedule your consultation at eliteoralsurgeryofok.com or call (918) 528‑7700.
Dr. Jeremy Egan, DMD, MD
“Deliver elite care. Provide unreasonable hospitality. Make surgery a story worth telling.”—our daily leaders’ creed.
