Why Curiosity?
Building an agile, resilient culture is hard because the habits that got organizations here no longer scale.
Layers, risk aversion, and pressure reinforce advice-giving—when organizations need the opposite.
As change accelerates:
• leaders give more answers
• teams take less ownership
• decisions bottleneck
• performance slows
Advice-driven behavior shows up as micromanagement, stalled conversations, dependent teams, and burnout.
Leading with curiosity creates ownership, trust, and distributed capability.
Teams with highly curious leaders are more likely to:
• Seek better ways to work
• Share thinking openly
• Feel psychological safety
• Navigate change with confidence
• Execute faster
Over time, this builds the ability to adapt and perform in uncertainty.
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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 work with leading organizations to
replace advice-driven leadership reflexes
with a scalable curiosity habit.
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 solution.
What is Coach-like Curiosity?
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We teach something we call Coach-Like Curiosity.
This is the ability to slow down the rush to action and
advice-giving, and stay curious longer. That’s it!
It’s simple, but under pressure, it’s not easy. -
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
Where execution stalls
These are the friction points of change - the factors and dynamics that slow your transformation. Turn them into moments where change becomes easier and more successful.
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® helps organizations shift from being advice-driven to curiosity-led. That means we have learning journeys built not only for leaders, but for everyone in the workplace.
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People Managers
Learning journey options perfect for existing, aspiring and new managers, in organizations big and small, on-site or distributed.
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Senior Leaders
Learning journeys built for busy executives who benefit from small group social learning, and who are facing challenges unique to the status they carry.
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Customer-Centric Employees
We’re all customer-centric, but this learning journey is built for folks whose role is customer-facing all day, everyday. On-demand and mobile-first, this journey is centred around using curiosity to delight customers.
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Individual Contributors
Learning Journeys to give Individual Contributors the tools to use a curiosity-led approach to manage up, across, and with clarity, that shows up in performance, collaboration, and culture.
Practice
Coach-Like Curiosity.
Build capability to perform under pressure.
Introducing immersive AI simulations that give people leaders unlimited, risk-free practice staying curious longer in the conversations that matter most.