Why Curiosity?
Curiosity is the amplifier skill. It's the key that unlocks the ability to learn, to grow, and to develop new ways of connecting with work - and with people.
Take on your biggest workplace challenges - having difficult conversations, giving feedback, identifying and solving the right problems, and reducing micromanagement - with one power skill: Relational Curiosity.
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14.5% of the workweek is lost to the fear of making mistakes
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70% of Business Leaders say that many people don't understand the value in listening to people they disagree with.
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$6650 per employee, per year is lost to trying to decode communications from my manager or co-worker
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95% of Business Leaders identified being a better manager as an important goal to their overall career satisfaction.
Our Clients
We offer practical, easy to apply learning experiences to leading corporations.
Get our latest Research on Curiosity
Navigating a Fractured Workplace comes from our partnership with The Harris Poll. It examines today’s workplace challenges and reveals how Relational Curiosity can help to create more productive workplaces.
Ready to get started?
Our team can help you match your business goals with the right learning experiences.
What is Coach-like Curiosity?
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The specific business skill we teach is called Coach-Like Curiosity. It blends the power of curiosity with elements of coaching to help people connect and better understand each other - and the work they're doing. -
You don’t have to be a coach to be coach-like. Everyone can learn how to use coach-like behaviors into the workplace. It's a skill that can be used to resolve tensions, increase psychological safety, and to identify and overcome challenges faster. -
Coach-like curiosity centers people. It's about communication in service to one another. It's a Relational Curiosity skill that helps everyone contribute to improving performance because everyone can learn how to stay curious a little longer.
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From the C-Suite to people managers to customer-centric roles, coach-like curiosity improves individuals in a way that strengthens the whole organization.
Put Curiosity to Work
Tackle the Intractable
People don't have to suffer in the workplace. There's a way to make work better.
Overwhelm
Resilience
76% of employees experience burnout on the job at least sometimes. Burnout doesn't just happen, it's the consequence of overwhelm and overwork. When people have the tools to reframe and rebalance their own work, overwhelm and burnout go down.
Overdependence
Resourcefulness
Skill sets for jobs have changed by 25% since 2015, that number is expected to double by 2027. Yet, only 35% of employees were encouraged to learn by their managers in the past 6 months. Employees in every role need the chance to learn how to solve problems for themselves and develop new skills.
Disengagement
Engagement
Disengagement is expensive.The estimated cost to the global economy is $8.8 trillion. It is also a major contributor to losing high performers. Research by SHRM suggests that replacing employees can be as high as 50%-60% with overall costs ranging anywhere from 90%-200%.
Micromanagement
Leadership Development
Micromanagement is one of the leading toxic workplace behaviors. Bosses who respect and nurture employees: could enhance productivity by 85%, engagement by 80%, independence/autonomy by 81%, productivity by 85%, retention/staying by 80%.
Fear
Psychological Safety
From 5.8 hours a week being lost to the fear of making mistakes to nearly 9 hours of time workers report they spend just trying to motivate themselves to be productive. Managers need different tools to create safety to help their people perform at their best.
Learning for the whole organization
The Coaching Habit® teaches employees how to change their habits from advice-driven to curiosity-led. It is designed for large organizations with a diverse and distributed workforce.
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People Managers
Multiple learning formats including Learning Journeys that can be used by existing, aspiring, and new managers.
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Senior Managers
Multiple learning formats with emphasis on the specific challenges facing senior leaders.
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Customer-Centric Employees
Learning Journey and On-demand, mobile-first, self-directed trainings for roles that are centered around customers.
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Individual Contributors
Learning Journey and On Demand learning experiences designed to meet the needs of any learner, regardless of whether or not they manage people.