By Prakash P Nair, VP & Global Head – Talent Function, SunTec Business Solutions
As humans, curiosity is natural to us. It sparks our imagination, fuels our creativity, and pushes us to seek answers to the most pressing questions. Most importantly, when we explore our curiosity, our brain releases dopamine, creating a heightened sense of happiness. This reward mechanism enhances the probability of repeating such explorations in the future.
Leaders who embrace curiosity foster a culture of continuous learning within their organisations. As technology advances with new tools, frameworks, and methodologies, curiosity must become crucial for employees to grow in their roles and careers. Around 85% of Indian managers state that curiosity is an essential quality they seek in employees, accentuating the importance of cultivating a mindset of perpetual learning. Given the surfeit of information available today, it is necessary for employees to ask questions and find different ways and approaches to find the right answers.
Fuelling Innovation: Why Curious Employees Are Critical
Innovation is critical to the success of any enterprise, and curiosity fosters an environment that encourages it. Employees with inherent curiosity are more than just spectators in the workplace. They seek to understand the “why” behind the status quo, and their inquisitiveness is the dynamic force that propels an organisation forward.
Firstly, curious employees view obstacles as opportunities and embrace uncertainty as a steppingstone toward discoveries. Their inquisitiveness makes them open to new technologies, methodologies, and market trends. This adaptability ensures that the organisation remains agile and future-proof, continuously evolving to meet the demands of a rapidly changing business ecosystem.
In addition, those who possess a curious nature are fearless in venturing into unexplored territories, experimenting with new ideas and taking calculated risks. This boldness drives breakthroughs, helping the organisation stay ahead of its competitors. In addition, their inquisitive nature enables them to identify untapped opportunities and hidden potential that others might overlook. Co-workers with a curious disposition are also better to work with as they are interested in others. They are less likely to stereotype or judge others based on their appearance. These qualities are not just desirable but essential.
Lastly, curious employees are also vital in fostering a culture of continuous learning and improvement. Their thirst for knowledge inspires their colleagues to do the same, creating a self-sustaining environment where everyone seeks growth and excellence, stamping out mediocrity. This shared pursuit of command breaks down silos, encouraging cross-functional collaboration, and the exchange of diverse perspectives.
Cultivating Curiosity: How Organisations Can Build a Team of Curious Employees
Building a team of curious employees requires a concerted effort from the organisation, starting with the recruitment process. A greater priority must be placed on looking for candidates with a natural curiosity and a track record of seeking knowledge and areas of expertise. Beyond technical skills, candidates must be assessed on their ability to ask insightful questions and demonstrate a passion for continuous learning.
Once onboard, organisations can nurture curiosity through a supportive and inclusive culture. Leaders must lead by example, showcasing their curiosity and willingness to explore new ideas. Encouraging open dialogue, welcoming diverse viewpoints, and celebrating curiosity-driven initiatives creates an environment where employees feel safe to voice their ideas and take calculated risks.
In addition, when companies invest in goal-oriented learning and development programs, they empower their employees to broaden their knowledge and develop new skills. Learning-based goals concentrate on mastering skills, while performance-based goals focus on hitting specific numbers or achieving certain results. For example, a learning-based goal might involve using workflow software more efficiently or improving public speaking skills. Ultimately, the goal is always to learn and master a new skill. Providing dedicated time for employees to pursue self-directed projects and explore new ideas outside their daily tasks can also greatly empower individuals and unleash their creativity. When companies focus more on learning-based goals rather than performance-based ones, they tend to achieve better outcomes.
Lastly, recognising and rewarding curiosity-driven initiatives encourages others to follow suit. Organisations can establish incentives, such as innovation awards or recognition programs, to celebrate the impact of curiosity on the company’s success. Emphasising that intelligence and skills can be developed through dedication and hard work fosters resilience and a willingness to embrace challenges. This mindset encourages individuals to view setbacks as learning opportunities, spurring them to explore alternative approaches.
A Superpower for Success
Individuals who are naturally curious tend to seek knowledge actively, which sets them apart from their peers. Though they may not have all the answers, their eagerness to find solutions makes them valuable team members. Instead of waiting for tasks to be assigned, these curious employees proactively generate innovative ideas to solve existing problems and stay ahead of their colleagues. However, while curiosity is undoubtedly a desirable trait, it must be channelled within a structured framework. Random ideas that lack coherence and direction can derail a project and hinder progress. Therefore, while companies that invest in their employee’s growth and development can enhance their abilities and knowledge, they must also implement checks and balances to ensure projects stay on track.
In the words of Einstein, “The mind that opens to a new idea never returns to its original size.” Embracing curiosity and a desire for knowledge leads to continuous personal and organisational growth and progress.
