Individuals learn through multiple mechanisms, like reading, listening, and doing. The lab benefits from everything the staff learn from, including the everyday work at the bench to formal training sessions. However, lab managers also need the whole lab to learn along with the individuals. Incorporating organizational learning into the lab's culture enables many to learn from the experiences of others and helps the lab preserve key knowledge despite staff turnover. To enhance organizational learning, lab managers can develop both emotional and psychological safety in the lab. This safety enables people to share their experiences and lessons more effectively, allowing others to ask questions and better absorb the learning, which in turn enables them to act on it. Here are some tips to improve organizational learning in the lab:
#1 – On-the-job training/shadowing
Cross-training is an excellent way to share knowledge in the lab. Working closely with someone who has expertise can be the best way to learn new lab skills. A typical cross-training project involves the learner shadowing the trainer while they perform the activities. This allows the learner to see not only the specific actions, but how they are done. The learner can also ask questions to clarify details and understand why the trainer took certain actions. Once the learner has observed, they can switch roles, allowing the learner to receive on-the-job training. The trainer can provide feedback until they are satisfied that the learner has mastered the new skills.
Lab Management Certificate
The Lab Management certificate is more than training—it’s a professional advantage.
Gain critical skills and IACET-approved CEUs that make a measurable difference.
#2 – Lessons learned
Lessons learned is a powerful organizational learning tool. The objective is to document learning from specific events that occur around the lab. These events can be successes and challenges. It is important to learn from the things that go right, as well as the things that don’t succeed. A simple lessons learned consists of five questions:
- What did you expect to happen?
- What actually happened?
- Why did it happen?
- What can we learn?
- What will we do with the learning?
The key to lessons learned is to provide safety for everyone to contribute their observations and ideas, and to prohibit blaming and scapegoating in favor of learning.
#3 – Storytelling
Humans learn very effectively from stories. Providing experienced staff with the opportunity to share their expertise through storytelling is a highly effective tool for increasing organizational learning. Many of these stories can be easily prompted by asking questions about why activities are done in specific ways, how the lab began doing different kinds of work, or what the important milestones were to key projects. These stories don’t need to be formal. Sometimes, simple stories and shared food create a great learning experience. These stories help preserve important lab knowledge as more experienced teammates leave or retire.
Creating organizational learning opportunities helps staff grow and develop together. This enables many people to learn from the experiences of each individual, and sharing around those lessons grows respect and trust within the team.
