By Katherine Vanderberg, Coaching Practice Lead

In a work world defined by constant change, artificial intelligence, shifting employee expectations, business transformation, and increasing complexity, leaders can no longer rely solely on what they already know.

The most effective leaders are willing to ask, “What am I missing?”

That is the power of curiosity.

Curiosity is the willingness to ask questions, challenge assumptions, seek different perspectives, and remain open to learning.

It is a powerful leadership skill that can improve decision-making, encourage innovation, and strengthen relationships.

Curiosity Begins with Humility

Leadership can create the perception that we are expected to have the answers.

But effective leadership isn’t about knowing everything; it’s about being willing to learn.

Curious leaders are comfortable asking:

• What is another perspective?
• What else is possible?
• What can we learn from this?
• What assumptions are we making?

These questions show humility and signal that leaders value others’ knowledge, experience, and perspectives.

Curiosity Fuels Innovation

Innovation rarely starts with an answer. It starts with a question: “What if?”

Curious leaders challenge the status quo and encourage their teams to explore new possibilities.

This is important as organizations navigate artificial intelligence, changing skills requirements, and new ways of working.

McKinsey’s research on learning organizations reinforces the importance of moving from a know-it-all mindset to a learn-it-all mindset, creating organizations that continually develop, adapt, and evolve.

The most effective leaders recognize that yesterday’s solution may not solve tomorrow’s problem.

Curiosity Builds Trust

Curiosity is about people. a curious leader might ask, “Help me understand what got in the way” instead of “Why didn’t this get done?”

The difference is significant. One question can feel like judgment. The other creates an opportunity for dialogue and understanding.

When leaders listen with genuine curiosity, employees are more likely to feel heard, valued, and comfortable sharing ideas and concerns.

Over time, this can strengthen trust and psychological safety.

Make Curiosity a Leadership Habit

Curiosity doesn’t require a major leadership transformation.

It can start with small, intentional behaviours such as:

• Pausing before answering and asking another question.
• Challenging assumptions and considering what you may not know.
• Seeking different perspectives, especially from people who see the problem differently.
• Listening to understand and staying present rather than preparing your response.
• Staying open to changing your mind, and seeing information as an opportunity to shift your perspective.

Most importantly, model curiosity yourself. When leaders acknowledge that they don’t have all the answers, they give others permission to learn, experiment, and speak up.

The Leadership Advantage

Leadership is about creating an environment where the best answers can emerge.

In a workplace defined by change, leaders who remain curious will be better positioned to learn, adapt, innovate, and bring out the best in their people.

Instead of asking: “Do I have the answer?” try asking: “What can I learn and who can I learn it from?”

Sometimes the most powerful leadership skill isn’t knowing more, it’s being curious enough to discover what you don’t know.