Skip to content

Lead With Curiosity

Picture of Rach SebellShavit
Curiosity For Leader Managers

Curiosity is a hallmark of effective leadership because it drives leaders to continually improve their skills, develop new insights, and seek feedback. How curious you are directly impacts how you create a culture of collaboration, experimentation, learning, and problem-solving across your team. Leaders who are curious are better able to respond to changing circumstances because they are more adaptable and resilient. Leaders who cultivate a curious mindset stay ahead of the curve, inspire their teams, and achieve greater long-term success.

Our approach to curiosity is influenced by two mindsets: fixed and growth. A fixed mindset believes that abilities and intelligence are innate traits, while a growth mindset acknowledges that skills and intelligence can be honed through effort and learning. Leaders with a growth mindset excel as they are open to trying new things, learning from experiences, and adjusting courses when needed. It's important to note that mindsets are flexible and can evolve over time, shaping how leaders approach challenges, opportunities, and growth within their teams and organizations. By embracing a growth mindset, leaders can create a culture that values continuous learning, experimentation, and adaptability, driving long-term success and resilience in the face of change. Leaders who understand the power of mindset and actively work to cultivate a growth-oriented approach can inspire their teams to reach new heights and achieve greater outcomes.

Leaders who lead with curiosity and have a high-growth mindset

  • Ask questions: Curious leaders are unafraid to ask questions, challenge assumptions, and seek new information. By asking questions, leaders can gain insights, identify opportunities, and make informed decisions.
  • Experiment: Curious leaders are willing to take risks, try new things, and experiment with different approaches. They see failures as a way to learn. By experimenting, leaders can discover new ways of doing things, identify what works, and adapt to changing circumstances.
  • Seek feedback: Curious leaders are open to feedback, willing to listen to others and seek constructive criticism. By seeking feedback, leaders can identify areas for improvement, build stronger relationships, and create a culture of continuous improvement.
  • Foster a culture of learning: Leaders with a curious mindset foster a learning culture within their organization. They encourage their teams to seek out new knowledge, develop new skills, and embrace new ideas.
  • Improve problem-solving: Curiosity enables leaders to ask critical questions, consider multiple perspectives, and find creative solutions to complex problems. Leaders who are curious can identify the root cause of problems, generate new ideas, and make informed decisions.
  • Foster a culture of innovation: Curiosity drives leaders to explore new ideas, challenge assumptions, and find better ways of doing things. Leaders who are curious can identify new opportunities, take risks, and foster a culture of innovation within their organization.
  • Promote equity, inclusion, and belonging: Curious leaders recognize the value of diversity and seek to learn from people with different backgrounds, experiences, and perspectives. By embracing equity, inclusion, and belonging, leaders can build stronger relationships, promote innovation, and create a more inclusive workplace.
  • Promote empathy and understanding: Curiosity also drives leaders to seek to understand others, their perspectives, and their needs. Curious leaders can empathize with their team members, customers, and stakeholders, leading to better relationships, collaboration, and teamwork.

How Strong is Your Growth Mindset?

Curiosity is critical for personal growth and effective leadership. Most people have some level of curiosity and a growth mindset, but they have room to grow in most cases. Complete this quick assessment to find out just how much of a growth mindset you have. Once you know what you are working with, you can strengthen your growth mindset by embracing challenges, reframing failures as learning opportunities, and fostering a culture of continuous learning. As a result, you will become a stronger and more resilient leader, inspiring your team members to adopt a growth mindset and creating an environment that values growth, learning, and innovation. As you work to strengthen your growth mindset, use the following questions to assess how strong a culture of curiosity you are creating for your team and identify key gaps to address 

  • How often do I ask questions and seek feedback to show that I am open to new ideas?
  • What am I doing to foster a culture of innovation within my organization?
  • What am I doing to encourage experimentation?
  • What am I doing to stay informed about industry trends, new technologies, and emerging markets?
  • How do I embrace failure as an opportunity for learning and growth?
  • How do I take risks, learn from my mistakes, and pivot when necessary?
  • What do I do to seek out diverse perspectives and ideas?
  • How can I encourage continuous learning and development?
  • How do I currently provide training, mentorship, and professional growth opportunities for my team members?
  • How do I currently model curiosity and a growth mindset for my team?

Think about how you want to solicit feedback from your team and your own manager to gain insight into how you can improve and how you are improving as you start to make changes to your leadership operating style. As you take these steps, remember improvement takes time. Remind yourself to

  • Embrace challenges: Encourage yourself and your team to take on challenging projects that provide opportunities for growth and learning. Remember that practice makes you better; the goal is not an end destination of perfection but to always grow.
  • View failure as learning: Reframe failures as valuable lessons and opportunities for improvement, both for yourself and your team. Encourage experimentation and see setbacks as stepping stones toward success.
  • Encourage a learning culture: Create an environment that values continuous learning and provides personal and professional development resources. Foster a culture where mistakes are seen as learning opportunities.
  • Seek feedback: Actively seek feedback from your team, peers, and superiors to gain different perspectives and identify areas for improvement. When you receive positive feedback, don't stop there; ask for constructive feedback so that you can get the full picture. When you receive tough feedback, catch yourself as you start to react negatively. Remind yourself that feedback helps you grow. Ask follow-up questions using "what" instead of "why" to ensure you get concrete feedback that you can take action on.
  • Practice self-reflection: Engage in regular self-reflection to identify personal biases, limiting beliefs, and areas where you can grow. Set goals that promote ongoing learning and development.
  • Be disciplined. Avoid trying to fix everything all at once. Pick a few areas to focus on and apply the feedback you have received to strengthen and improve them. Too much feedback in too many directions is overwhelming and counterproductive to sustainable change.
Additional Resources To Upskill