We’ve all heard the saying, “Curiosity killed the cat.” Perhaps that’s one reason curiosity isn’t always the first virtue embraced by leaders, but it should be—at least in the top three, alongside vulnerability and authenticity, which are two other key pillars of great leadership.
Albert Einstein famously said that curiosity has its own reason for existing and urged us never to stop questioning. I’m no Einstein but I would add that we must also never stop listening and striving to understand. This is where the true power of curiosity lies for leaders.
Curiosity isn’t just another leadership trait, it’s a mindset that sets exceptional leaders apart. A curious leader is driven by a genuine desire to understand the world and the people around them, free of judgment. As Walt Whitman put it, “Be curious, not judgmental.”
Someone in your team has been coming in late every day this week and leaving early. You might jump to the conclusion that they are slacking off… or you could be curious about it and ask the question. “Hey Tony, I’ve noticed your normal work routine has been a bit different this week. Is everything okay?” You find out that his child has been super sick all week and he has had make some short-term carer arrangements.
You have another team member who never comes to after-hours social events, and you might assume that they are a bit stand offish or don’t really enjoy the company of their colleagues. You ask the question, “Hey Fiona, I’ve noticed that you never seem to come to Friday night drinks, we would love to have you join us and I was wondering if there was some way I could encourage you to come along?” Fiona tells you that she has a problem with alcohol and doesn’t want to be around it. She does however suggest that she would love to go ten pin bowling with the team or something similar.
Curiosity is what enables great leaders to prioritise people, build empathy, and embrace diverse perspectives. Curiosity drives leaders to ask questions, seek understanding, and create a culture of trust, inclusivity, and growth within their teams.
Curiosity is also about letting go of the need to be right. When you enter any meeting, strategy session, or difficult conversation with a mindset of curiosity, you go in open and willing to learn. It’s about listening first and responding thoughtfully. When practiced consistently, this approach can shift the dynamics of a room. People will feel more heard, more respected, and more open to collaborating.
In most meetings, we often focus on our own agenda and goals. We believe we are right, and that can close us off to new information. Instead of actively listening, we tend to zero in on what supports our own viewpoint, blocking out critical insights that could either challenge or strengthen our position. We’ve all had the experience of speaking to someone who immediately interrupts, offering an opinion that misses the point of what we were trying to convey. It’s frustrating, and it’s a clear sign that curiosity hasn’t been fully embraced.
As leaders, the pressure to always have the right answers can become a significant barrier to curiosity. When we feel the need to prove our worth or show that we know everything, we’re less likely to ask questions or seek different perspectives. But the truth is, asking the right questions and being open to learning from others adds more value than simply proving you’re right. It encourages engagement, drives innovation, and inspires collaboration.
Cultivating Curiosity as a Leader
To build a culture of curiosity, leaders must model it themselves. Here are three key practices to embrace:
- Listen to understand, not to respond: When someone speaks, resist the urge to jump in with your own opinion. Instead, focus on truly understanding their perspective.
- Ask more questions: Show genuine interest in others’ thoughts, experiences, and ideas. Ask open-ended questions that promote dialogue.
- Reflect back what you’ve heard: After listening, paraphrase or reflect what the other person has said. This validates their perspective and signals that you are fully engaged.
By practicing these steps, leaders create an environment where people feel heard, valued, and motivated to share their ideas. This builds trust, enhances team dynamics, and drives higher levels of engagement and well-being in the workplace.
Curiosity is a skill that, while simple in theory, can be difficult to practice consistently. But like any skill, it can be developed with intentional effort. What if you kept a sticky note on my computer with a reminder to “Stay curious” on it? A visual prompt to pause after listening and maybe ask another question.
In workplaces where curiosity is embraced, relationships are more authentic, trust is stronger, and engagement is higher. By making curiosity a core leadership practice, we can unlock new solutions, foster innovation, and create more meaningful connections within our teams.
So, lead with curiosity. Ask questions. Stay open. Listen deeply. And watch how your leadership—and your workplace—transform.
The Workplace Coach 
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