We all know soft skills are no longer negotiables of effective leaders. We know them as empathy, showing care, listening skills, self-awareness and more. But what about the ability to be curious? 

Curiosity is the cornerstone of effective leadership. 

In a world where change is constant and teams are increasingly diverse, a leader’s ability to remain curious fosters adaptability, innovation, and connection. Rather than relying solely on experience or assumptions, a curious leader opens the door to insights and more effective problem-solving. By embracing curiosity, leaders create an environment where their teams feel heard, valued, and empowered to contribute new ideas, give honest and open feedback and fail. This approach not only builds trust but also increases engagement, which in turn drives performance. 

When you lead with curiosity, you’re less focused on being the expert and more on exploring the potential that lies within your team. It’s the difference between dictating a solution and co-creating through collaboration. In essence, curiosity transforms leadership from purely “managing” to truly understanding, inspiring and leading them. 

Why Getting Curious Will Always Benefit You 

Curiosity encourages continuous learning, but it also signals to your team that you value their perspective. Asking quality questions and genuinely wanting to understand the “why” and “how” behind their actions, motivations, or challenges unlocks richer conversations and encourages meaningful collaboration. When a leader approaches a conversation with curiosity, they create an open space where their team feels psychologically safe to express concerns, share ideas, and work through obstacles. 

In fact, curiosity often leads to unexpected benefits. By asking the right questions, you may uncover underlying issues or innovative solutions that wouldn’t have emerged in a more directive conversation. The act of getting curious can reveal gaps in processes, spark creative thinking, and even improve your team’s emotional intelligence as they reflect on their own actions and motivations. 

How to Ask the Right Questions 

Asking the right questions is an art, and it begins with the intention behind the question. Rather than seeking a quick answer, frame your questions to explore, learn, and discover. Open questions are particularly powerful as they encourage deeper thinking and reflection. Instead of asking, “Why did this go wrong?” try reframing to “How can we approach this differently?” This subtle shift transforms the conversation from blame to problem-solving. 

Another key approach is to focus on future-oriented questions. For example, instead of “What went wrong?” try asking “What can we do differently next time?” or “What support do you need moving forward?” These questions help guide growth and action, rather than dwelling on mistakes. The goal is to set in motion actions and conversations that encourages learning, innovation, and a forward-thinking mindset. 

What Are the Right Questions? 

The right questions are those that drive clarity, action, and reflection.  

Explorative questions 

• “What options have we considered?” 
• “How can we approach this challenge?” 

Reflective questions 

• “What’s the biggest takeaway from this experience?” 
• “What worked well, and what didn’t?” 

Future-focused questions 

• “What can we do to prevent this in the future?” 
• “How can we support your success?” 

By focusing on the “how,” “what,” and “who” in your questioning, you guide your team to think more critically and creatively. These questions challenge assumptions, inspire ownership, and encourage solutions-driven conversations. Because great conversations are key to great outcomes, great teams and great organisations. 

As Swiss psychiatrist Carl Jung said, 

“To ask the right question is already half the solution to a problem.” 

What will you do with this information? 

As a leader, once you’ve gathered insights through powerful questions, the next step is to act on them. Your curiosity should lead to tangible actions. Whether it’s implementing new strategies, adjusting goals, or simply providing additional support, the real power of questioning lies in how you use these insights to move forward. 

Equally important is reflecting on the impact of these conversations. Are they helping to build a culture of trust and openness? Is your team becoming more proactive and self-sufficient? Leaders who continuously reflect on their questioning style and adapt based on feedback will find themselves driving more productive, engaged, and sustainably high-performing teams. 

Example of Good vs. Bad Conversations 

Bad Conversation 

Leader: “Why didn’t you finish the project on time?” 

Team Member: “I ran into a few issues with the software.” 

Leader: “Well, why didn’t you ask for help earlier?” 

In this scenario, the leader’s closed questions lead to a defensive response. It doesn’t open the door for further understanding or collaboration; instead, it’s focused on blame and hindsight. 

Good Conversation 

Leader: “How are things going with the project?”  

Team Member: “I’m running into a few issues with the software.”  

Leader: “What specifically is challenging about the software, and how can we address it together?” 

Here, the leader asks open-ended, solution-focused questions that encourage the team member to discuss the issue in more detail. It creates an opportunity for collaboration and problem-solving, fostering trust and mutual respect. 

If you’re ever in doubt of your ability to lead with curiosity, ask! Seeking feedback not only opens up opportunities for deeper conversations and trust but encourages your growth and development as a leader. 

By shifting your focus from “why” to “how,” and adopting a mindset of curiosity, you’ll unlock new levels of engagement and performance within your team.