Creating a learning-centric culture within the lab is essential to patient and product safety, operational excellence, and quality outcomes. Laboratory professionals work in an environment that requires not only technical expertise but also adaptability, critical thinking, and the ability to learn from mistakes. For me, a learning-centric culture means viewing mistakes not as failures to punish but as opportunities to improve. In our field, the work is complex, requiring us to continually refine our techniques, troubleshoot challenges, and adapt to evolving technologies.
A true learning culture prioritizes growth and continuous improvement over blame, recognizing the many layers and factors that impact performance daily. This mindset strengthens teams, builds resilience, and ensures they are well-equipped to handle the demands of the modern laboratory.
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Leadership’s role in building a learning-centric culture
A learning-centric culture starts with leadership. Laboratory leaders must commit to continuous growth—staying current with advancements in lab technology, refining management strategies, and understanding the evolving needs of both the industry and their teams. The laboratory workforce is made up of multiple generations, each with different expectations, so leadership cannot take a one-size-fits-all approach.
Effective leaders remain flexible, attuned to individual and team needs, and focused on broader organizational goals to keep the lab moving forward. To achieve this, they must prioritize their own development, ensuring they have the knowledge and tools to guide their teams effectively.
However, a culture of learning isn’t just a leadership responsibility—it’s a mindset for everyone in the lab. Laboratorians are lifelong learners, and this love for learning is what draws many of us to this field in the first place. For laboratory scientists, earning credentials is only the beginning; staying abreast on new techniques, emerging trends, developments in technology, and evolving best practices is essential to professional growth. Many laboratories require annual continuing education credits, and in some cases, maintaining certification depends on it. But beyond compliance, continuing education is an opportunity—one that can be strategically used to deepen expertise in a current role or prepare for the next step in the career ladder. In the laboratory, learning never stops!
The Just Culture approach: Shifting from blame to improvement
One of the most important principles in a learning-centric culture is embracing a Just Culture approach. Too often, when something goes wrong, the instinct is to assign blame and seek retribution. However, in most cases, errors in the laboratory are not the result of individual negligence, but are rather symptoms of broken processes, communication breakdowns, or system-wide inefficiencies. A just culture encourages us to take a step back and look at the larger picture, focusing on why things went off track.
When a mistake happens, it’s essential to ask, “Why did this happen?” Was it something that could have been prevented? What part of the process needs to be changed? Are there any contributing factors? These questions shift the focus from punishment to solutions. It’s not about finding someone to blame, it’s about understanding the root cause of the mistake and using that knowledge to drive improvements. This approach creates an environment where incidents are seen as opportunities for growth versus incidents to be concealed.
A central principle in Just Culture is the “substitution test”. This approach prompts an essential question: Could someone with the same level of expertise have made the same mistake in the same situation? Asking this question helps remove personal bias and lets us view the situation more objectively. If the answer is yes, it’s a sign that the issue isn’t about the individual but rather the process, training, or communication involved. It helps us to differentiate if the error is due to system or process failures, human error, or reckless behavior, and how to deal with them accordingly. Embracing this philosophy helps us to learn from mistakes, improve processes, improve laboratory performance and, most importantly, patient safety.
Feedback: A tool for growth
Feedback is a cornerstone of a learning-centric culture. It helps us see where we can improve and what we can do better next time. However, the way feedback is delivered makes all the difference.
Early in my career, I vividly remember when I made my first mistake while reporting a manual differential result. I had to correct a report, and I was sure I was going to be reprimanded. I felt awful! But when my supervisor addressed it, her feedback was constructive. She explained what went wrong and how I could double-check my results next time. It wasn’t about blaming me; it was about helping me learn from the mistake.
That feedback was essential for my growth as a new laboratorian. The key was that the feedback was focused on the process, not my personal failure. This is the kind of feedback that helps create a learning culture—feedback that’s focused on improvement and development, not on punishment.
The same principle applies when we’re giving feedback to our teams. Effective feedback should be solution-oriented, focusing on what can be done differently rather than highlighting what went wrong. When feedback is delivered with the intent to guide and support, people are open to learning and contributing to the success of the laboratory.
Collaboration: Working together to solve problems
Collaboration is another essential element of a learning-centric culture. In the lab, most problems are not isolated incidents; they often involve multiple teams, processes or systems. The key to effective problem-solving lies in working together, sharing knowledge, and recognizing that solutions are best found through collective effort.
When an issue arises, it’s important to take a step back and approach it as a team. We need to think of the problem not as an individual mistake but as a system failure. There is power in working as a team, discussing the issue with colleagues, and looking at it from multiple angles to uncover the true root cause and find effective solutions.
One strategy I find helpful is asking myself, “How would I approach this if it were someone else’s team?” Stepping outside the situation allows us to focus on problem-solving rather than getting caught up in the emotional aspect. When we remove personal feelings from the equation, collaboration becomes easier, and finding the right solution becomes the priority.
Mentorship and development: Empowering the team
Mentorship is the fourth element to building a learning-centric culture. As leaders, we need to help identify growth opportunities for our staff. Whether they’re new technicians or seasoned managers, everyone has areas where they can improve and grow. Mentoring not only helps individuals advance in their careers but also contributes to the overall success of the team and supports laboratory succession planning.
Mentoring goes beyond sharing technical knowledge; it’s about helping people develop the skills they need to succeed in this complex, ever-changing field. It’s about recognizing that everyone has their own strengths and challenges and guiding them through their professional growth journey. A strong mentorship culture ensures that knowledge is passed down, builds confidence, and ensures the next generation of laboratory professionals is prepared for success.
Strengthening the lab through continuous growth
Creating a learning-centric culture in the laboratory isn’t an overnight process. It takes time, commitment, and a willingness to change the way we think about mistakes. But the payoff is significant. A learning-centric culture focuses on removing blame, improving processes, ensuring accountability where appropriate, providing constructive feedback, and promoting collaboration.
As leaders, it is our responsibility to create a learning-centric environment and provide mentorship. When learning is prioritized, laboratories are not just where work is done but places where individuals feel safe to grow and succeed.
