Liston Adrian, Fitzgerald Denise C
Department of Pathology, University of Cambridge, Cambridge, England, CB2 1QP, UK.
School of Medicine, Dentistry and Biomedical Sciences, Queen's University Belfast, Belfast, Northern Ireland, BT9 7BL, UK.
Wellcome Open Res. 2024 Oct 15;9:341. doi: 10.12688/wellcomeopenres.22492.2. eCollection 2024.
As a Principal Investigator leading a research team, creating a positive research culture for your team members is one of the best long-term investments you can make, for your research programme, for the sector and for society. A positive research environment is one where team members are empowered, recognised, have a clear career developmental pathway, can contribute to impactful and reproducible research and, ideally, propagate these effects. While these virtues can arise organically from a team built around kindness and integrity, they are also values that should be deliberately embedded within your lab. Here we provide advice on how to create a culture of integrity and a culture of belonging for your team members. We focus on thoughtful consideration of your key lab values, and the use of structure, language and your personal actions to make these values explicit. A holistic approach to integrating positive culture throughout every facet of your research team creates a system that can be self-sustaining in scientific integrity and more resilient to negative challenges. Starting on the pathway to self-improvement as a manager, recognising that this requires often uncomfortable self-reflection, provides both personal and professional reward.
作为带领研究团队的首席研究员，为团队成员营造积极的研究文化是你能做出的最佳长期投资之一，无论是对你的研究项目、所在领域还是对社会而言。积极的研究环境是指团队成员能够获得授权、得到认可，拥有清晰的职业发展路径，能够开展有影响力且可重复的研究，并且理想情况下，能将这些积极影响传播开来。虽然这些优点可以自然地从一个围绕善良和正直建立起来的团队中产生，但它们也是应该有意融入你实验室的价值观。在这里，我们提供关于如何为团队成员营造诚信文化和归属感文化的建议。我们着重于认真思考实验室的关键价值观，以及如何通过架构、语言和个人行动来明确这些价值观。在研究团队的各个方面全面融入积极文化，会创建一个在科学诚信方面能够自我维持且更能抵御负面挑战的体系。作为管理者踏上自我提升之路，认识到这需要常常进行令人不适的自我反思，会带来个人和职业上的双重回报。
