Why curiosity needs to be part of your learning strategy

Key Takeaways

• Dropping the expectation to know everything makes space for better learning, stronger decisions, and more engaged teams.
  
• Curiosity shifts leadership from a solo performance to a shared process of solving challenges and finding new paths.
  
• A daily curiosity habit—through questions, listening, and reflection—keeps leaders adaptable and open to better answers.
  
• Psychological safety grows when leaders show they value input over perfection, encouraging ideas and candid discussion.
  
• Making curiosity part of your leadership strategy builds trust, reduces stress, and strengthens long-term results.

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You don’t have to be the one with all the answers to be an effective leader. 

I learned the hard way that pretending otherwise drains energy, limits creativity, and leaves you carrying a load you were never meant to hold alone. The best leaders I’ve met—and the leader I’ve worked to become—treat curiosity like a daily discipline, not a lucky personality trait. Curiosity doesn’t weaken authority; it builds it by inviting better questions, sharper thinking, and more ownership from the people around you. My point of view is simple: when you make curiosity part of your learning strategy, you turn leadership from a performance into a partnership that works in practice, not just on paper. 

The Pressure to Have All the Answers

I used to believe that as a CEO, I was supposed to have an answer for everything. Every question from an investor, every issue from a client, every problem from my team – I felt I had to respond with immediate certainty. So I put on the mask of the all-knowing leader, dishing out answers even when I was unsure – because saying “I don’t know” felt like admitting weakness. That charade was exhausting. And I’m far from alone – nearly three-quarters of C-suite leaders have seriously considered quitting their jobs for ones that better support their well-being. It’s no surprise: pretending to have all the answers all the time is a one-way ticket to burnout.

Worse, my “always right” approach was hurting the very people I was trying to lead. The more I acted like I had every answer, the more my team grew hesitant and stopped contributing their ideas. Meetings became quiet; genuine discussions dried up. It turns out my experience wasn’t unique – only about 3 in 10 employees strongly agree that their opinions count at work. By clinging to certainty and control, I had created the exact opposite of what a high-performing team needs. My need to always be right was holding everyone back.

From Know-It-All to Learn-It-All

Admitting I didn’t have all the answers didn’t happen overnight. It took a few humbling experiences for me to realize that knowing it all was a dead end. Pretending to have every answer was actually keeping me from learning and growing. So I made a deliberate choice to shift – from know-it-all to learn-it-all. I started asking more questions, even when I felt I was “supposed” to already know the answer. I gave myself permission to say, “I’m not sure, let’s figure it out together.” Dropping the mask of certainty opened the door to learning again.

It turns out this shift isn’t just personal intuition – it’s backed by research. The best leaders never stop learning. According to McKinsey’s study of top CEOs, a “curiosity mindset” fuels the success of the highest-performing leaders. They excel not because they have all the answers, but because they’re constantly seeking new ones. When I let go of needing to be the smartest person in the room, I quickly noticed the difference. I became more interested than interesting. Rather than jumping in with solutions from my own experience, I got comfortable saying, “Tell me more about that,” or “What do you think?” I opened myself up to fresh ideas and feedback. The know-it-all was evolving into a learn-it-all, and it was contagious.

How Curiosity Fuels Continuous Learning

Curiosity isn’t a “nice to have” in leadership – it’s the engine of continuous learning. When you lead with curiosity, you’re making learning a core part of how you operate every day. Here are four ways curiosity fuels ongoing growth and why it’s so powerful in a leadership mindset:

Curiosity Ignites Adaptability and Innovation

In today’s fast-changing landscape, what you knew yesterday might not solve tomorrow’s problems. By staying curious, I keep myself and my company adaptable. I’m constantly asking “What if…?” or “Is there a better way?” instead of defaulting to “We’ve always done it this way.” That openness sparks innovation. We experiment more and aren’t afraid to pivot when something isn’t working. The payoff is real – according to Deloitte, companies that cultivate continuous learning are 92% more likely to innovate and 37% more productive than those that don’t. In short, curiosity keeps us flexible and ready to seize new opportunities instead of getting stuck in old thinking.

Curiosity Strengthens Trust and Psychological Safety

When a leader leads with curiosity, it creates a different atmosphere on the team – one of trust and safety. By asking questions and truly listening to the answers, I show my team that I value their input. I’m not barking orders; I’m inviting them into the problem-solving process. This shift has a powerful effect: research finds that when a leader shows genuine curiosity, employees feel more psychologically safe and are far more willing to speak up with ideas and concerns. I’ve seen this in my own company – as I’ve become more curious and less judgmental, my team has become more candid. That kind of safety lays the foundation for continuous learning, because people only learn (and innovate) when they feel safe to question the status quo.

Curiosity Boosts Engagement and Growth

Making curiosity part of work has a clear benefit: it boosts team engagement. When people are encouraged to ask questions and explore, their work feels more meaningful – they’re not doing tasks, they’re learning and growing. Engaged team members are happier, stay longer, and contribute more.

Curiosity Cultivates a Growth Mindset

For me, curiosity turned failures from personal blows into valuable feedback. Now when something goes wrong, I immediately ask why it happened and what we can learn – that’s growth mindset in action. This approach has made me more resilient, and my team has adopted it too. We openly discuss lessons and treat every challenge as a chance to improve.

Practical Ways to Lead with Curiosity

Leading with curiosity is a practice you build daily. Here are some practical ways I’ve made curiosity a core part of my leadership style:

• Ask open-ended questions regularly. In meetings and one-on-ones, use questions that can’t be answered with a simple yes or no. For example, asking “What do you think about this approach?” invites discussion and ideas.
• Embrace “I don’t know” moments. Admit when you don’t know and invite the team’s input. Showing that you’re okay with not having the answer sets a powerful example.
• Actively listen to understand. When someone speaks up, listen instead of immediately formulating a reply. Summarize what you heard and ask a follow-up question to show you value their input.
• Make continuous learning visible. Lead by example – share what you’re learning and celebrate when team members pick up new skills. Show that growth is part of the job.
• Ask for feedback (and take it gracefully). Regularly ask your team how you can improve – and take their feedback seriously by acting on it.

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"Curiosity doesn’t weaken authority; it builds it by inviting better questions, sharper thinking, and more ownership from the people around you."
 

Empowering Your Team Through Curiosity

When I stopped micromanaging and started leading with questions, it sent a clear signal: I trust you and I want your ideas. Instead of my team deferring to me on every decision, they began stepping up with solutions. They knew I wasn’t going to shoot them down for not being “right.” Over time, a sense of collective ownership took hold. Now, instead of me carrying every problem alone, we tackle challenges as a group. With that shared trust, we’ve co-created solutions I’d never have imagined on my own.

The outcomes speak for themselves. When employees feel their voices are heard and their ideas matter, they give their best. Gallup found that if managers could double the share of employees who feel heard (from about 30% to 60%), organizations could see 27% lower turnover and 12% higher productivity. For me, letting go of that perfectionism was a huge relief – and my team is more energized and adaptable than ever. Curiosity turned leadership from a heavy burden into a shared journey, and there’s no going back.

How Curious as Hell Helps Leaders Build a Better Learning Strategy

I’ve chronicled this philosophy in my book Curious as Hell, which dives into making curiosity the core of your leadership learning strategy. In it, I outline three key areas of curiosity – about yourself, toward others, and toward the wider world – that helped transform my leadership mindset. Curious as Hell is written for leaders ready to ditch the myth of the all-knowing boss and lead with openness and trust instead. It’s the guide I wish I’d had years ago when I was struggling under the pressure to know it all.

Importantly, Curious as Hell treats curiosity as a skill you practice, not a talent you either have or don’t. It challenges you to get comfortable saying “I don’t know” and to make continuous questioning and learning a daily habit in how you lead. This mindset is increasingly crucial today – especially as younger team members expect transparency and shared purpose. A leader clinging to the old command-and-control style will lose their people’s trust. Curious as Hell helps you break out of that mindset and build a learning-focused approach to leadership. It shows how making curiosity a habit leads to greater innovation, engagement, and success for you and your team.

Common Questions About Learning Strategies

What is a leadership mindset and why does curiosity matter to it?

‍ A leadership mindset shapes how you approach challenges, opportunities, and relationships in your role. When curiosity is central to that mindset, you remain open to new ideas instead of defaulting to past solutions. It creates space for better input from your team, leading to stronger strategies and deeper trust. As shown through the work I do in Curious as Hell, this shift gives leaders a more sustainable and impactful way to grow.

How can I develop a leadership mindset without feeling like I need every answer?

‍ Start by replacing quick conclusions with thoughtful questions, even when you think you know the answer. This signals to your team that their perspectives are valued and helps you avoid the trap of one-dimensional thinking. Over time, you’ll notice decisions are more collaborative and outcomes more innovative. The Curious as Hell approach helps leaders adopt these habits in ways that stick.

What practical steps make curiosity part of my daily leadership?

‍ Incorporate open-ended questions into meetings, actively listen without rushing to reply, and share what you’re learning in real time. Treat curiosity like a muscle—use it often, in small but consistent ways. The impact builds quickly, improving both your own clarity and your team’s engagement. My Curious as Hell framework gives leaders the structure to make these steps a natural part of their day.

How does curiosity improve team performance?

When leaders lead with curiosity, teams feel safer to contribute, experiment, and problem-solve together. This results in stronger ownership of work, more creative solutions, and fewer missed opportunities. Over time, curiosity creates a culture of trust and adaptability that supports higher performance. In Curious as Hell, I share how leaders can cultivate this environment intentionally.

Why does curiosity reduce leadership stress?‍

Trying to have every answer creates constant pressure and fear of being wrong. Curiosity removes that burden by turning problems into shared challenges rather than personal tests. It lightens the emotional load and fosters collaboration, which means you can lead with more energy and less anxiety. Through Curious as Hell, I help leaders adopt curiosity as a leadership skill that works under pressure.