Lab Statement

Laboratory of Brain Imaging (LOBI) is dedicated to conducting high quality research to answer important questions about the human brain and cognition. As a laboratory, we use modern technology and equipment to study neuroscience, but the essence of our work and identity lies in the people who work here. Whether you’re a PI, postdoc, PhD student or intern, we want to create an environment where everyone has a place to grow and conduct research in a supportive and friendly atmosphere.

Diversity & inclusion

We are people of different backgrounds, opinions, abilities and experiences. We believe that this diversity makes us tackle scientific problems in a broader and more complete manner. Thus, we create a work environment where everyone can participate, speak freely and exchange ideas in a respectful and judgement-free manner, regardless of the career stage, social background, or being a member of a gender, cultural, ethnic, sexual, neuroatypical or other minority. We are convinced that every individual, regardless of their academic rank or career stage, is equal in dignity.

Communication standards related to science

Sharing ideas for scientific projects and presenting them within the lab environment are crucial aspects of scientific communication. These exchanges foster collaboration, innovation, and a collective pursuit of knowledge among researchers.

• Before initiating a scientific project, it is our practice to encourage lab members to actively present their proposed study ideas. This intentional sharing of concepts serves as a valuable forum for open dialogue, enabling team members to collectively delve into discussions concerning potential challenges, refine methodologies, and cultivate a collaborative environment that ultimately enhances the overall quality and success of our research.

• Everyone is encourage to present projects which will be submitted to funding Institutions (NCN, FNP, NCBIR, ERC) 

• Everyone is encouraged to present lectures or posters which will be presented and conferences or other meetings. 

• Everyone is encouraged to actively participate in events popularising science (Festival of Science, Brain Awareness Week, visits of youth in the lab, etc). 

Open science and work ethics 

• Everyone is encouraged to upload experimental paradigms and data to OSF (we plan to make it an obligatory activity for each study within 2-3 years).

• We follow ethical guide of Polish Academy of Science: https://instytucja.pan.pl/index.php/kodeks-etyki-pracownika-naukowego 

Collaboration and helping each other within the Lab

• When you first join the lab, many things may feel new - it is normal in a new workplace. If you are not sure about something, just ask!

• Most projects are team based and we believe that honest communication is essential for healthy and efficient collaboration.

• We are respectful of each other and of each other’s time, thus we clearly communicate about expectations, commitment, timeframes, deadlines etc.

• We are responsible for our own work, but we don’t hesitate to ask for advice or help.

• We are helpful and share our knowledge and experience with others.

• We commit only if we can be accountable.

• We follow the CRediT (Contributor Roles Taxonomy) guidelines to establish co-authorship of publications at the outset of planning the project. After finalising the manuscript, we verify and update, if necessary, the assigned roles to ensure that each author's contributions are accurately recognized. This practice ensures that everyone's responsibilities are clearly defined from the beginning of the project and that the final publication fairly reflects each author's contributions.

• We make written notes from important meetings (concerning e.g. set responsibilities, merit decisions, deadlines, planned co-authorships, etc.).

Responsibilities in supervisor - PhD student relationship

• The main responsibility of a PhD student is their doctoral project.

• Supervisor is to support their PhD students not only in their research project, but also in professional development and building early career (e.g. acquiring new knowledge and skills, applying for grants / awards / summer schools).

• It is advisable to have both:

• Short, frequent meetings (e.g. every week) to discuss ongoing work.

• Longer, less frequent meetings (e.g. every quarter or semester) in order to:

  • Review the work done in the previous period (what was accomplished and what not and why, how it went, what could be improved)

  • Set goals and plan tasks for the upcoming period.

The latter can serve as a basis for the semester completion form for PhD students in the doctoral school.

• Midway through the PhD programme of the doctoral school, the PhD candidate needs to undergo mid-term evaluation. It is a good opportunity to have a special meeting around this time between the student and the supervisor to discuss the student’s work and progress so far and work on development plans for the future. This meeting would be especially dedicated to student’s strong sides and possible weaker points, with a plan on how to act on them depending on their importance to the PhD candidate and their career.

Feedback & how to give it

• Regular (e.g. every semester or every year) feedback sessions are recommended during one-to-one meetings between team members (especially between PhD student and supervisor, and PI and other team members, and head of the laboratory and all lab members)

• It is important that feedback is given in both directions.

• Instead of sharing what was liked/disliked, it is better to focus on specifics - what was helpful in achieving progress in the project and what was interfering in a negative way.

• It should be limited to the biggest priorities (e.g. pick the most important issues), otherwise it can be too overwhelming.

• Both sides should reach the conclusions regarding what actions can be taken in order to improve in the upcoming period.

• Proposed actions should be assigned to a particular person - somebody must be accountable for the changes.

• Suggested action categories:

  • KEEP What helped me? / Things to continue (e.g. receiving answers to my emails, participation in a summer school, help of person X)

  • DROP What didn’t help me? (e.g. redundant practices, unnecessary meetings)

  • ADD What new could be helpful? (e.g. I learned that other people do preregistrations and we should too!)

  • IMPROVE What was helpful, but could be better? (e.g. The meeting we had on the topic X was very helpful, but lets plan it next time earlier during the project so I will have more time to apply the suggestions)

• Written notes should be made after the feedback session, so that it can be referred to during the next session / meeting.

Tensions and misunderstandings happen - we address them

Tensions and misunderstandings are a natural part of collaborative work, where individuals with diverse backgrounds and perspectives come together and should be treated as an opportunity to improve communication, rather than as something negative.

To foster a harmonious atmosphere, we encourage open and attentive communication among team members. We create a safe space where everyone feels comfortable expressing their thoughts, emphasising active listening, empathy, and respect for different viewpoints. We clearly communicate problems and potential risks as soon as we notice them – not to allow them to grow.

When conflict arises, we believe it should not be resolved based on hierarchical positions. We promote constructive dialogue and strive to find common ground, working towards mutually beneficial solutions. In more complex situations where resolution through discussion is challenging, we involve a neutral third party from within the lab (e.g. Marek or Artur) to facilitate a fair assessment and help determine the most sensible resolution. In rare cases where resolution cannot be reached through these steps, we recognize the importance of seeking guidance from the Nencki Institute's Trustee and/or HR Head (Urszula Dziewulska).

Lab life and team integration

• We all engage in Lab duties and constant improving of Lab functioning in all the aspects

• Lab integration every 2-3 months somewhere in Warsaw (games, Wigilia) 

• Lab retreat one or two times a year (both integration and scientific presentations or workshops)

Work-life balance 

In order to promote well-being, job satisfaction and productivity, we aim to create a workplace that values a healthy work-life balance. In particular: 

• We recognize that work-life balance looks different for each individual, for example those lab members with caregiving responsibilities or those with long commutes. Specific personal needs should be therefore openly discussed with supervisor(s) and closest coworkers. 

• To prevent feeling overwhelmed and burned-out, lab members are encouraged to recharge and take regular holidays and time off. During holiday time, lab members are not expected to be involved in work-related matters, including responding to emails and messages.

• Imbalances in current workloads of lab members should be discussed and managed with supervisor(s).

• Evaluating workload management should be a subject for discussion during 1:1 feedback sessions.

Environmental issues 

We strive to limit our negative impact on the environment and contribution to climate change by:

• Mindful use of resources and equipment (e.g. MRI machine, computing resources, cloud storage);

• Reducing energy consumption (e.g. by switching off light and computers after hours);

• Proper recycling of waste created in the lab.