The ‘born ready?’ series: curiosity

Originally published by Third Force News on 20 March 2017

The leadership industry offers numerous theoretical frameworks and models, ranging from the instructional to the inspirational. The majority of these models are focused on the exogenous – the external factors – and offer up-skilling and progression as a solution to overcoming leadership challenges. But is this enough?

After spending 2016 as a Clore Social Leadership Fellow, I don’t claim to be an expert on the subject, but with the knowledge that I have gained from that intense fellowship year and reflecting on my 15 years of working towards social justice I offer this: Leadership should be more about regression than progression. That is to say, chances are we probably once had many of the qualities that would make us a strong leader, but we have lost or forgotten them. Perhaps more concerning, we might have learned not to value them as we should. We need to tap into our inner-child and re-learn the qualities that childhood gifted us, and value them as leadership traits.

In the first of this series of blogs, I explore the child-like quality of ‘curiosity’.

I’m sure none of our parents expected to give birth to pint-sized Paxman’s but this is what many of them got. “Do the trees make the wind?”, “Do they close the roads to switch on all the Cats Eyes?”, “Where is my soul?”, and of course, “Where do babies come from?”. As children we’re naturally curious about the world around us, and less willing to accept things at face value. The circle of why is a phenomenon that delights curious young minds and frustrates parents in equal measure. Yet at some point we learned to be less curious; “Why?” became annoying and stopped eliciting the responses that we liked.

If we’re to lead the change that we seek, then it’s critical that we think differently, and maintain a curious approach to everything we do, and everyone we do it with.

Research shows that our questioning drops off dramatically after the age of five, suggesting that schools have a role to play here too. I remember from my own experience that school rewarded the children who knew the answer, not asked the best questions, and this pattern of rewarding answers over questions continues into our professional life.But without leaders asking Why? What If? and How?, we stifle our creativity. At best we are doomed to tweak existing behaviours, programmes and ideas. At worst we are set to repeat the mistakes of the past. If we’re to lead the change that we seek, then it’s critical that we think differently, and maintain a curious approach to everything we do, and everyone we do it with.

I started doing this a few years ago, particularly in relation to who I work with. It’s now habitual for me to be more curious soon after appointment to get to know my new colleagues more closely. I start with two questions. First I ask “what matters to you?”. Beyond an interview environment and trying to impress the new boss, I aim to get to know my new colleagues more personally. I talk about what matters to me, and give the example of walking my dogs at lunch times, hoping to give them permission to share what matters to them and how we can fit work in to their life. I also ask them to tell me about their favourite line-manager (or sometimes their least favourite – depending how mischievous I’m feeling). This gives me an idea of how they do/don’t like to be managed and supported. This curiosity is simple, but it has had a big impact on my relationships with colleagues and helps me to create an environment in which we can all thrive.

I’m also more curious in circumstances and conversations where I disagree. In the spirit of curiosity, I have become better at listening to understand, rather than listening ready to challenge with my view.

So, what’s stopping us being more curious? Potentially lot’s of things! Have you ever heard it quipped that there’s “no such thing as stupid questions, just stupid people?. Asking questions can cause us to be perceived as naive or ill-informed. Asking a question might feed our imposter syndrome, or we could risk letting our demigod masks slip in front of those who we prefer to think of us as strong, and all knowing- such that they can trust us to lead them. Perhaps then, there was something else within us as children that we’ve unlearned…

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s