The Moore lab members. (Left to right, back): Aakanksha Jha, Nana Owusu-Boaitey, Miriam Tamano, Erika Moore, Alison Veintimilla (Left to right, front): Michele Dill, Lara Larson. (Photo provided by Erika Moore.)
In the world of academia, the lab environment plays a crucial role in fostering innovation, learning and productivity. Recently we, as members of Medicine by Design’s Healthy & Inclusive Labs Committee, had the opportunity to speak with Erika Moore, assistant professor in the Fischell Department of Bioengineering at the University of Maryland, College Park. Moore is also a recent recipient of the National Science Foundation (NSF) Faculty Early Career Development Program (CAREER) Award, which recognizes early-career faculty with potential to serve as academic role models in research and education.
Moore was at the University of Toronto to deliver a talk titled, “In vitro Preclinical Models to Investigate the Role of Macrophages in Tissue Regeneration” as part of Medicine by Design’s Global Speaker Series. During our conversation, Moore shared valuable insights into the strategies and practices she employs to create a supportive, successful, and productive lab environment for her trainees, which include graduate students and post-doctoral fellows.
Fostering open communication and feedback
Moore emphasized that open communication ensures that all lab members are on the same page, facilitating better coordination and collaboration on projects. Clear communication channels help team members understand their roles, responsibilities, and the progress of shared tasks, leading to more efficient and effective teamwork. She shared the following tips supervisors can employ in their own labs:
Encourage trainees to clearly articulate their goals: Ensuring that trainees and the supervisor have aligned objectives fosters a collaborative and productive environment. Moore said she hosts quarterly meetings with her trainees to discuss their research and professional goals. She has helped her trainees adjust these goals to be achievable and realistic given their timelines and expectations.
Implement anonymous lab surveys: Surveys allow lab members to provide honest feedback, helping to identify and address any underlying issues.
Develop a comprehensive lab manual for issue escalation: A detailed protocol for addressing concerns can provide a structured approach to conflict resolution and ensure that problems are handled promptly and fairly.
Promoting mentorship and continuous learning
Mentorship matters on both sides of the trainee-supervisor relationship. Having a mentor can help strengthen your professional identity, which is valuable at any stage of your career, Moore said promoting mentorship internally and externally expands professional networks and creates more opportunities for both mentees and mentors. Here are a few of Moore’s insights into how to learn from trainees and build strong connections:
Share failures as well as successes: When a supervisor shares their mistakes and growth with trainees, it humanizes the supervisor and can foster trust and mutual respect within the lab. Supervisors who demonstrate their own learning journeys create a more approachable and supportive atmosphere, encouraging openness and engagement.
Support trainees in finding mentors outside the lab: Encouraging trainees to seek external mentors and peers, such as senior trainees or members in an adjacent lab, provides them with diverse perspectives and additional support, enhancing their professional growth. An external mentor can provide a safe space for trainees to share challenges that are difficult to discuss with the supervisor.
Embrace reflective mentoring: One way Moore approaches reflective mentoring is by sharing her professional goals as a supervisor with her trainees in their quarterly meetings. Reflective mentoring allows the supervisor to learn from their trainees as much as they teach. This reciprocal learning fosters a dynamic environment where knowledge, trust, and mentorship flow both ways. This practice can help your trainees feel valued and encourage their contribution and participation in the lab.
Empowering trainees and building community
Most trainees will eventually move out of the lab and forward in their careers. Moore said supervisors should prioritize peer support and professional development to prepare their trainees for the next steps in their careers. She gave the following examples:
Empower trainees through professional development: Encourage trainees to think about their future career goals and the steps they can take to move in the right direction, such as networking events and extracurricular programs. Moore hosts resume writing and review sessions with her trainees, providing actionable, specific and tailored feedback.
Organize regular bonding activities: Regular team-building activities foster a sense of community and camaraderie, making the lab a more enjoyable and supportive place to work. Moore takes her trainees to a group improv class to work together in a fun and creative environment. An unexpected setting can build resilience and adaptability, which are crucial for navigating the challenges of scientific research.
Kathryn Lye and Yingshan Ma are members of the Medicine by Design Healthy & Inclusive Labs committee, a trainee-led committee dedicated to improving the culture in labs in the Medicine by Design community and to supporting trainee career development.
