How curious is your organization? In today’s business environment, innovation is key to staying competitive. At the root of innovation is curiosity. But while fostering curiosity among employees can lead to significant benefits for both individuals and organizations, unfortunately, most companies don’t invest in developing curiosity beyond the occasional brainstorming session.
In a Provocateurs Podcast, author Jeff Wetzler reported we’ve developed an uncurious society. Schools don’t teach or encourage curiosity; they reward having the right answer.
Consider the research conducted in the United Kingdom. Young children were found to ask their parents about 400 questions per day. By middle school this dropped to 50 questions per day. And by high school, asking questions evaporated to no questions per day.
When new employees arrive for work with curiosity virtually eradicated from their skill set, it makes innovation very challenging. If you want to keep your organization moving forward, focusing on developing a culture of curiosity is important. There are other benefits of having curious employees.
Curious employees have a higher level of innovation and tend to look for new ideas and solutions. They are comfortable asking “why” and “what if,” leading to creative solutions which can provide a competitive edge.
Curious employees are better problem-solvers. They want to understand root causes and dig deeper to find more effective solutions. This is a valuable mindset to have when faced with challenges.
Curious employees embrace lifelong learning. This translates to employees who are constantly improving their skills and knowledge, which has been proven to be a key element in maintaining younger employees. A continuous improvement attitude not only benefits the individual, but helps keep your organization more current with industry trends and best practices.
When you combine all the benefits of a culture of curiosity, you also get better collaboration. Employees who are comfortable asking questions and sharing findings, more freely share information. The result is a more cohesive team, because employees who feel valued for their contributions are more likely to engage with colleagues.
Building a curious organization requires intentional leadership. Here are a few steps to consider:
Leaders must model curiosity
The leaders in your organization must begin asking questions and encouraging new ideas. If you want employees to take risks with out-of-the-box thinking, the environment must be a safe zone where failure is seen as a learning opportunity rather than a setback.
Implement a “10% time” program
With a “10% time” program, employees can spend up to 10 percent of their work week on projects outside their regular job responsibilities. This type of program led to the creation of Gmail at Google and the Post-It-Note at 3M. Some organizations go as high as 20% because they understand the potential return.
Conduct innovation days
If committing to a set percentage of time is too much for your organization, conduct innovation days. On a designated day, or week, employees are encouraged to submit new ideas. This can be particularly effective when focused around new product ideas.
If you want a dynamic and successful workplace, create a curious organization. It will not only drive innovation, enhance problem-solving abilities, promote lifelong learning, and foster a collaborative and engaging environment, but it will also be more fun for everyone. By cultivating curiosity in your organization, you can unlock the full potential of your employees and stay ahead in an ever-changing world. It’s not just a good idea, it’s essential for sustainable growth and success.
Joni S. Naugle is the founder and president of Naugle Associates LLC, Reading, where she works with clients on leadership, strategy and organizational effectiveness. She leads executive peer groups through an alliance with Vistage Worldwide.
