Author: Andrei Bilog M.Sc., CAPM

A few months into working in biotech, I remember sitting in a meeting where everyone was throwing around acronyms, assay details, and process decisions like it was second nature.

And I’ll be honest—I understood maybe 60% of what was happening.

The other 40%? I was guessing… quietly.

I had two options:

Most people—especially in healthcare and biotech—default to option one.

Because in environments where mistakes can cost time, money, or even patient outcomes, credibility feels fragile.

But here’s what I’ve learned since then:

👉 The people who grow the fastest are not the ones who hide gaps.
👉 They’re the ones who learn in public—strategically.

There’s a real psychological reason we hesitate.

Research shows that asking questions, admitting mistakes, or seeking feedback threatens our professional image—what psychologists call “face” or social standing (Massachusetts Institute of Technology).

In high-performance environments like labs, hospitals, and manufacturing teams, that risk feels even higher.

But here’s the twist:

👉 That same behavior—asking, clarifying, admitting uncertainty—is exactly what drives learning and performance.

Studies on workplace learning show that feedback-seeking is one of the strongest drivers of professional development, especially when supported by leadership and team culture (PMC).

So the very thing you’re avoiding… is the thing that accelerates your growth.

There’s this unspoken belief:

But research suggests the opposite.

When leaders openly reflect on mistakes and what they learned, they’re perceived as more effective—and their teams perform better (Ohio State News).

Why?

Because it signals:

And in environments like biotech or healthcare, where processes evolve constantly, learning agility > static knowledge.

Even more interesting:

Workplaces that allow “honest mistakes” and learning from them actually show higher engagement and performance (MDPI).

So credibility isn’t about being flawless.

It’s about being reliable in how you learn and improve.

Now let’s be real—there is a wrong way to do this.

You don’t want to:

That’s not learning in public—that’s just lack of preparation.

Here’s the framework I use (and what I tell my students too):

Before asking anything:

This shows effort.

Instead of:

Say:

Now you’re not just asking—you’re thinking out loud.

After getting feedback:

Because credibility isn’t built in the question—it’s built in what happens after.

This is the real unlock.

When you say:

You go from:

And that’s where credibility compounds.

Balancing everything—teaching, biotech work, MBA, building UPkeeping—there are still moments where I don’t know what I’m doing.

And early on, I used to hide that.

Now?

I’ve learned that the fastest way to fall behind is to protect your ego.

And the fastest way to grow is to make your thinking visible—without making your preparation invisible.

That distinction matters.

Because in the long run:

👉 People don’t trust you because you know everything
👉 They trust you because you figure things out consistently

If you’re a student, researcher, or early professional:

Stop trying to look competent all the time.

Start trying to become competent—faster.

And that requires learning in public.

Just do it with intention.

Crans, S., et al. (2022). Learning leadership and feedback-seeking behavior. Frontiers in Psychology. (PMC)

Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly. (Massachusetts Institute of Technology)

Gargantini, T., et al. (2022). Honest mistakes and work engagement. Sustainability. (MDPI)

Hu, J., et al. (2023). Learning from mistakes and leadership effectiveness. Organizational Behavior Research. (Ohio State News)

Disclaimer: This article was assisted by AI-based language tools (ChatGPT, OpenAI) for drafting and organization. All content was reviewed by the author, and all claims are supported by peer-reviewed sources.