Become an Inquisitive and Curious Leader 60 Traits to Develop
In this blog you will learn
60 traits of Inquisitive-Leaders — What is curious leadership -Curiosity as a Core Leadership Value
Inquisitiveness can give you the most profound dividends in terms of — massive-growth, phenomenal-success and profound-increase in practical-knowledge to create as well as deal with disruptive fast-changing future.
Curiosity and Inquisitiveness if used by any leader in the right manner can trigger meaningful changes and boost growth and success of a large mass of people.
Autocratic and tyrannical leaders [if we can call these people leaders] on the other hand — stifle curiosity, asking questions and challenging decisions — these leader’s survive through suppression, oppression, killing-institutions, ruthlessly silencing opposition, truth-black-out and promoting lies, fake-news and outlandish concepts.
Then there are People in the top-leadership positions and roles with manager-mindset demonstrate incurious-leadership behaviors — they go for proven and safe ideas by restricting creative thinking by discouraging exploration of novel, different and innovative ideas.
When your people are curious to learn, grow and create — then you would get — healthier relationships between employees, effective decision-making and problem solving, better solutions to company problems, adaptable and have overall great performance.
Curious-Leaders create an environment where employees feel safe to explore new ideas, take risks and challenge the status quo and be more adaptable to the dynamics of uncertain market environments.
Curious-Leaders who trigger Inquisitiveness and Curiosity in their people — drive massive-growth and disruptive-changes and impact a large mass of people for profound betterment.
60 traits of Inquisitive-Leaders — What is curious leadership -Curiosity as a Core Leadership Value
1. They are not afraid to admit when they don’t know
2. They are also not afraid to recognize someone who is better than them
3. They are Not afraid to take risks
4. They are Not afraid to fail
5. They are Not afraid to making mistake
6. They are Not afraid to proven wrong
7. They are Not afraid to give limelight to others
8. They are Open to listening and experimenting with even ridiculous idea
9. They Let people take lead when they know someone has superior competencies
10. They Choose people who are more qualified, have different skill sets, experts and domain specialist
11. They Allows others to challenge their choices
12. They Involve others in decision-making and problem-solving
13. They Encourage innovation and innovative ideas
14. They Reward disruptive thinkers
15. They Practice meritocracy
16. They are Curious and focused on continuous self-learning
17. They are Highly adaptable and pivots when realize that a specific decision or action or choice is not working
18. They are Focused on results
19. They Empower employees & eliminate their insecurities
20. They Create learning-based goals
21. They are Focused on creating win-win outcomes for all stakeholders
22. They Want to add unparalleled value
23. They think in terms of making own products and services obsolete by creating newer offering based on changing customer, market and technology
24. They Create various forums that facilitates — employees interact and share and explore possibilities
25. They Lead by example as a role model — by following all the behaviors listed in this title
26. They help create leaders who are action-oriented and result-focused at all the levels
27. They Create change-champions as well as innovation-ambassadors — till the grass-root levels
28. They Transparently share the changes that is affecting the organizations
29. They Ensure that everyone knows what they are supposed to accomplish through clear KRAs/KPIs/PMS action steps
30. They Delegate and help their people grow through giving them challenging tasks and opportunities
31. They Create feedback system that tell people why they did not get the promotion and what they need to do to get there next time — transparently
32. They do not micro-manage
33. They Own up their mistakes as well as their team’s
34. They Use curiosity in helping their team implement organizational strategic agenda
35. They Encourage informed risk-taking — balanced by having a fallback strategy
36. They Identify barriers to curiosity in the team and then create strategies to create wins and build on their success
37. They Know how to ask a right curious question
38. They Use appreciative inquiry method to build on the positives
39. They Use curiosity to not only understand something themselves but also make others understand
40. They are focused on candor and transparency by using open ended questions to trigger creativity and idea-flow
41. They ask — What are the alternatives, How can we be more effective, What do you need to accomplish your goals
42. They Understand that it takes a lot of self-discipline to kill judgement -because judgement kills curiosity
43. They Seek information to uncover new possibilities
44. They Are interested in learning about business/industries different than their
45. They Are solution focused
46. They ensure learning and implementing global best practices
47. They Take personal responsibility and are self-accountable — Don’t blame when things don’t go as planned
48. They Are CURIOUS ABOUT their OWN PERSPECTIVE
49. They Challenge their own ASSUMPTIONS and perceptions — to identify how they could be wrong or missing and overlooking
50. They Create others leaders who drive in their operational areas
51. They Never pretend that they have all the answers
52. They Show that they care by connecting meaningfully with their people
53. They Make curiosity a core value in their organization and use it unlock the human potential for transformative growth
54. They Let employees explore and broaden their interests
55. They are proactively looking for and creating change
56. They Ask for suggestions to improve
57. They Speak last in meetings — because they know that their opinion and views earlier in the decision-making brain-storming stage can restrict the quality of decisions and creativity and morale of the team
58. They Let other people facilitate team meetings
59. They let someone else set the agenda
60. They Rotate the facilitator role — especially among those who might not be in leadership positions
61. They Ask questions when they are upset
This article was originally published as “60 traits of inquisitive and curious leaders “ in https://successunlimited-mantra.com/index.php/blog [1st]for more than 3000+ blogs, articles and answers on creating metamorphosis in every aspect of your life — personal, professional, business, mental, emotional, social, relationships — please visit all three links http://relationshipandhappiness.com/ [2nd] and https://www.quora.com/profile/Subhashis-Banerji [3rd]
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