On January 30, 2026, students of the CAS "Working Environment Nuclear Energy" course delved deep into the topic of knowledge management in high reliability organizations (HROs) with Hedwig Schregle (Gösgen-Däniken Nuclear Power Plant AG) and Alessia I. Bargetzi (Leibstadt Nuclear Power Plant AG). The focus was on the questions: How do we actually learn? And what does that mean for HROs?
💡 Knowledge arises from the interaction of the brain, experience, emotions, body, environment, and social context. People learn differently and absorb different things. Individual knowledge and experience play an important role in this, because our brain builds on what we have learned before.
🪴 It has been scientifically proven that neural plasticity is retained into old age. Even older people can still learn new things easily. The decisive factor is whether they can build on existing experiences. For example, if someone learned foreign languages at an early age, they will still find it easy to do so at 60 or 70.
⚡ When we are under stress, our brain switches to automatic mode and the information center becomes restricted. What helps is to take a short break to regain receptivity.
🔎 There are different forms of knowledge:
· Procedural knowledge (e.g., riding a bike—through practice)
· Episodic knowledge (experiences with emotional impact)
· Semantic knowledge (specialized knowledge, rules, concepts)
In HROs in particular, the implicit experiential knowledge of employees is crucial.
👉 The 4E Cognition Model illustrates the multidimensional nature of the learning process:
· Embodied: Learning with the body – movement supports thinking
· Enactive: Understanding arises through action
· Embedded: Learning is socially embedded (e.g., "godparent" models, learning with experts)
· Extended: Tools expand our cognitive performance (e.g., simulators, checklists, digital aids)
🔄️ Knowledge transfer needs structure
Knowledge transfer is crucial in nuclear power plants to ensure the safe operation of a facility over several generations.
👉 Learning always means leaving your comfort zone, but without becoming overwhelmed. This is the only way to develop sustainable competence.
📌Conclusion: Knowledge management in HROs is much more than just documentation. It is a continuous learning process, supported by culture, communication, mutual trust, and psychological safety. How we shape the framework conditions for this process is crucial to its success. 🪴🤝
🔎 Further information about CAS:
CAS Working Environment Nuclear Energy | BFH
