The Power of Curiosity in the Workplace
When I think of curiosity my mind repeatedly thinks of children. The mysterious way they begin to discover the amazing world around them and the strong innate ability they have to ask questions and learn. For adults, there is also a level of curiosity that prevails in the moment of discovering how to do something for the first time or to do it in a different way. Let’s face it, though, it is often stifled by our own self-consciousness to already be an expert (especially among peers).
I admit it wasn’t until I read the remarkable Harvard Business Review article by Francesca Gino titled “The Business Case for Curiosity,” that I really didn’t give much thought to curiosity in the workplace and the importance it has to employees and organizations. There is creativity, innovation, and transformation in successful organizations already, but curiosity? I overlooked the strength and importance that leaders should place on curiosity.
The Benefits of Curiosity
Research confirms the wide range of benefits curiosity has for organizations, leaders, and employees[i], including:
Fewer decision-making errors
More innovation and positive changes in both creative and noncreative jobs
Reduced group conflict
More open communication and better team performance
The benefits of curiosity in an organization seem like a simple practice to apply. However, curiosity has subtle barriers in any organization. There is the challenge of inefficiencies, and the thought that challenging the status quo can slow down decision making and short-term goals achievements. Also, employees are under pressure to complete tasks quickly, asking fewer questions and suppressing creativity to get work done.
So, what can be done to encourage curiosity?
Leaders Are a Catalyst for Curiosity
Leaders are in the position to grow, inspire, and develop their teams. So, it goes without saying that as a leader, you are at the forefront of endorsing curiosity.
Five Strategies to Employ
There are five strategies for leaders to start fostering curiosity:[ii]
Hire for Curiosity – As Eric Schmidt, Google’s former CEO, said, “We run this company on questions, not answers.” Hire for growth and curious mindset.
Model Inquisitiveness – Listen, ask questions, and demonstrate curiosity yourself. It creates more meaningful connections with your employees and produces creatives outcomes as a team.
Emphasize Learning Goals – When motivated by learning goals, employees acquire more-diverse skills and perform better at work. Focus on learning goals (instead of only performance goals) to develop competence, acquire skills, and master new situations.
Let Employees Explore and Broaden Their Interests – Remarkable results are achievable if employees are given an opportunity (yes, this includes time) to tap into their curiosity and explore interests (even outside their field).
Have “Why?” “What If…?” and “How Might We…?” Days – Asking questions can uncover difficult challenges that often lead to new solutions. One can innovate by challenging different perspectives. Create those moments.
Amazing breakthroughs and discoveries are a result of curiosity. Look at the Wright Brothers, Orville, and Wilbur, who were persistent with their curiosity to invent, build, and fly the world’s first successful airplane. Our innate behavior to learn something new and seek new experiences isn’t just for children but remains in all of us. The choice to foster and explore this human behavior to navigate the unknown and explore new ideas and solutions is a choice we make. Encourage and embrace the thrill of discovering new ideas. Trigger your curiosity and spark the creativity to drive new ideas and performance in your company.