5 Ways to Start Leading with Curiosity
Remember when you were a kid, and everything was a mystery waiting to be solved? Whether it was asking endless "why" questions or figuring out how things worked by taking them apart, curiosity was our driving force.
It’s how we learned, explored, and made sense of the world around us.
By the time we’re adults, many of us have learned to suppress our curiosity, especially in structured environments like the workplace. Self-consciousness creeps in, and there's pressure to appear confident, as if we have everything figured out.
In my two decades of leading non-profits, I’ve seen how easy it is for curiosity to take a backseat to the demands of leadership. We’re often expected to keep things moving smoothly, to stick to what’s known and avoid rocking the boat.
I used to believe that curiosity might disrupt the flow, that it could make things messier, more complicated. And in a way, I was right. Curiosity does challenge the status quo. It does make people think harder and sometimes disagree.
Here’s what I’ve learned: that’s exactly WHY it’s so powerful.
When we lead with curiosity, something amazing happens. Our teams start to engage more deeply, ideas start flowing, and innovation becomes a collective effort. Research backs this up—73% of employees who feel curious at work report sharing more ideas and generating new ones that can push their organizations forward.
Fostering curiosity as a leader is also the key to making your workplace more inclusive. When you encourage questions and value diverse perspectives, you create a space where everyone feels heard and respected.
Curiosity can be a bit scary. It means embracing uncertainty, stepping into the unknown, asking the questions that others might shy away from, and being open to wherever the answers might lead.
It’s not always easy, but it’s absolutely worth it.
So how do you start leading with curiosity? How do you make it a cornerstone of your leadership style?
Let’s explore five practical ways to bring more curiosity into your workplace and see the difference it can make.
1. Create a culture of open dialogue and questioning
If there’s one thing I’ve learned in my years of leadership, it’s that curiosity can’t thrive in silence. To foster curiosity in your workplace, you need to create an environment where open dialogue and questioning are encouraged.
Early in my career, I thought of asking my team questions seemed risky. Would they think I was unsure? Would it lead to disagreements or slow things down?
But here’s the truth: It’s okay not to have all the answers.
In fact, it’s more powerful to ask the right questions.
When you’re discussing a project or challenge, resist the urge to immediately jump in with solutions. Instead, ask your team, “What do you think is causing this issue?” or “How might we approach this differently?” These questions open the door to richer discussions and more innovative solutions.
And when someone brings up an idea that doesn’t align with your own, pause.
Take a moment to explore it: “That’s an intriguing idea. What if we looked at it from this angle?” This approach keeps the conversation going and shows your team that all contributions are valued.
2. Seek out diverse perspectives
As leaders, we often make decisions based on our own perceptions or the information that comes from the top. We don’t check in with our employees, or across different departments.
Don't be afraid to ask questions of all people, even if you're not sure they're the "right" ones at first. Sometimes, the most insightful questions and answers come from unexpected sources. Encourage a culture where everyone feels comfortable exploring ideas and going below the surface.
Think about the last time you made a big decision. Did you ask, “Who else should we be talking to about this?” If not, make it a habit.
When employees are included in the decision-making process, they're more likely to embrace change and feel valued. By tapping into your organization's collective brain, you're not only making better decisions but also fostering a more adaptable, inclusive culture that helps in overcoming resistance to change and transforms curiosity into a powerful organizational tool.
3. Encourage cross-departmental collaboration
Curiosity flourishes when we step outside our usual circles.
It’s easy to stay within the comfort zone of our own department, but when we venture out, something amazing happens. We start to see problems—and solutions—through a different lens.
Bringing together people from different departments can spark creativity in ways you might not expect. Imagine someone from marketing working with someone from IT. They each bring their own expertise, their own way of seeing the world, and when those perspectives collide, new ideas are born.
To make this happen, create opportunities for cross-departmental collaboration.
Form teams with people who don’t normally work together. Mix things up and see what happens when operations teams collaborate with HR, or when IT partners with customer service.
Encourage these teams to ask questions.
“What if we approached this differently?”
“Why do we do it this way, and is there a better option?”
By promoting this kind of collaboration, you’re not just encouraging curiosity—you’re embedding it into the very fabric of your organization.
The result?
A more dynamic, innovative workplace where ideas flow freely and solutions are as diverse as the teams that create them.
4. Foster an environment of psychological safety
For curiosity to flourish, people need to feel safe—safe to express their thoughts, ask questions, and even make mistakes.
But psychological safety doesn’t just happen on its own— as a leader, it’s your responsibility to build and maintain it. Start by prioritizing staff retention through wellness programs and initiatives that show your team they’re valued and supported. This might include offering flexible work options, providing resources for mental health, or simply making sure your team has regular check-ins to discuss their well-being.
And most importantly, show up consistently. Your presence as a leader is key to creating and maintaining this safe space. When your team knows you’re genuinely invested in their well-being, they’re more likely to feel secure in sharing their ideas and asking questions. This level of trust and safety is the foundation upon which curiosity—and ultimately, innovation—can flourish.
5. Build continuous feedback loops
Curiosity thrives on information, and one of the best ways to keep it flowing is through continuous feedback loops.
Start by implementing regular feedback sessions. Ask your team, “What have you learned recently that surprised you?” or “What assumptions did we make that turned out to be incorrect?” These questions not only encourage curiosity but also highlight its value.
But don’t stop there.
Create channels for real-time feedback. It could be a Slack channel dedicated to sharing insights or a physical “idea board” in the office. The key is to make feedback an ongoing conversation, not just a periodic event.
And remember—close the loop.
When someone shares an idea or raises a question, follow up. Let them know how their input influenced decisions or processes. This shows that curiosity isn’t just encouraged—it’s valued and acted upon.
Closing Reflection on Curiosity in Leadership
Remember that kid who wouldn't stop asking "why"? That's the leader you need to be. Curiosity isn't just a trait—it's your secret weapon for innovation and true inclusion. So go ahead, ask the tough questions, challenge the status quo, and invite diverse voices from all walks of life. Your next breakthrough is just one "what if" away, and it might come from the most unexpected place.
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