Fostering Curiosity in the Workplace
We come into this world with a sense of awe and wonder. Curiosity drives our learning and development. The child learning to crawl does so because they want to get closer to a colorful toy. They want to touch it. To know about it. Their curiosity drives them and they push their bodies to use muscles in new ways.
Sometimes the consequences of a child’s curiosity are rewarding and sometimes the consequences are uncomfortable. The child may falter or tire themselves out before they get to the toy, but this does not discourage them from being curious. They try again and again. Sometimes changing their approach. Sometimes signaling for help from others.
The same curiosity that motivated child-you to develop new skills and learn about the world is deeply beneficial in your adult life. But too often in life, expertise is valued over curiosity. In the traditional workplace, often those who get rewarded are those who demonstrate knowledge instead of those who practice curiosity.
However in a world that is swiftly changing, skillful curiosity is a necessary tool. Managers tell me that getting their teams to use curiosity as a problem solving and innovation tool is challenging. They are finding that their teams are more and more hesitant to be vulnerable and experiment with options. People want to demonstrate how “right” they are. They’re reluctant to say, “I’m not sure. Here’s what I’m thinking of trying in order to find out more.”
Curiosity in the workplace is critical because when people feel safe and valued for being curious they are more likely to:
Discover inefficiencies and outdated practices that hold the organization back.
Find solutions where others only see problems.
Be resilient in the face of challenges.
Navigate change in healthy ways.
Collaborate well with others.
Be continually learning new skills.
Enjoy their work.
Experience greater success at work.
Developing a work culture that includes healthy curiosity is dependent on several factors.
Lead by Example
Leaders who practice curiosity themselves are modeling the behaviors they see in others. Using curious questions versus being the expert in brainstorming, problem solving, and strategy sessions is a great way to begin. A simple way is to start a group meeting with an inquiry or central question such as, “What is the problem we are trying to solve here?” or “What is the desired outcome of our session today?”
Engage with Others as a Listener
Remember, at the end of the day, everyone just wants to be seen and heard. When you engage as a listener, you are managing your energy, affirming you heard them, asking curious questions to learn more, and responding rather than reacting.
Identifying Barriers to Curiosity
Are there managers or leaders who are not comfortable with curiosity? Are there team members who talk over others or are impatient listeners? Usually these kinds of behaviors are present in every company or organization. Providing training in self-awareness, emotional self-management, coaching tools, and curiosity building is invaluable. These tools help people move from insecurity to comfort.
Emphasize curiosity as an organizational value and behavioral expectation for success.
If the importance of curiosity is not clearly stated and clearly practiced, it will not become an inherent part of the culture. Organizations that are fostering curiosity will have greater success in the coming years than those that are focused on the old model of work which involves employees working harder and asking fewer questions.
Client Profile: must! Charities
Executive Director, Becky Gray is a leader who asks penetrating questions and encourages her team and her board to do the same. Gray embraces curiosity and believes it is the pathway to innovation, while must! is changing the model of what philanthropy looks like.
When must! assesses the implementation sites that they fund, they ask curious questions about the challenges facing the populations served. They want to know what, beyond money, it will take to strengthen those populations and overcome the barriers to success. They fund organizations that are willing to be curious, to partner to find new solutions to challenges, and to learn through reflection.
How are you modeling and developing curiosity in yourself and your team? Is your organization prepared to innovate, solve problems in new ways, and develop your employees to do the same?
Are you ready to focus on curiosity?
To learn more about how we can help you bring healthy and productive curiosity to your work culture, teams, and to your own leadership, reach out and let’s chat: https://NCDsolution.com/beth