Jonathan H. Westover, Ph.D, Forbes »

Among the many leadership competencies and capabilities needed in an increasingly complex and interconnected global economy, we need leaders who are endlessly curious and insatiable when it comes to their ongoing learning; and that learning only happens when we relentlessly ask questions. Additionally, in a recent HBR article, the author states: “Questioning is a uniquely powerful tool for unlocking value in organizations: It spurs learning and the exchange of ideas, it fuels innovation and performance improvement, it builds rapport and trust among team members. And it can mitigate business risk by uncovering unforeseen pitfalls and hazards.”

Unlocking the potential of our people and the value in the organization is the core role and purpose of a leader, and as we ask questions, we can uncover challenges, increase our capacity for innovation and growth and ultimately produce better solutions and provide more value to the market. As we become more comfortable with challenging the facade of certainty, leaning into the nuance and messiness inherent to leading and managing people and asking questions, our organization will be better equipped to thrive in these complex and ever-shifting times.

Curiosity leads to continual growth and learning, which drives positive personal, team and organizational outcomes. Below are four ways we can model and promote the importance of life-long learning in our teams.