Building Positive Team Culture Through Curiosity

There’s a noticeable shift that happens in a team when curiosity becomes the default. Conversations shift to seeking understanding, possibilities and opportunities. Curiosity isn’t just a communication and connection style – it’s a positive culture-builder. It signals that I’m open and I’m listening. In early learning settings (and in any workplace), this is a foundational element of positive organisational culture.

Brené Brown describes curiosity as something we choose when we’re willing to step into uncertainty – and that’s what makes it powerful. It takes courage to say, “I might not have the full picture here.” Brown points out that choosing curiosity is choosing vulnerability, we risk uncertainty, we ask questions, we admit we don’t know, and sometimes we discover uncomfortable truths.

What curiosity looks like in teams

In psychological safety workshops, I often describe curiosity as a foundational component of becoming consciously positive and moving from a fixed, defensive mindset to a growth-and-benefit mindset. When we’re curious, we assume there’s something worth learning –about the situation, about the person, and about ourselves.

A simple structure that supports curiosity-driven connection is:

1) Take a moment & ask

Curiosity starts with slowing down and taking a breath, assuming the best and asking questions to understand rather than questions to prove a point or to demonstrate our own knowledge. It might sound like, “Can you talk me through what happened from your view?” or “What would have helped in that moment?” This is where we replace mind-reading and assumptions with meaning-making and connection building.

2) Embrace shared responsibility

Curiosity creates a safe space for shared accountability. Instead of blame, we share responsibility and consider, “What’s our part in this?” or “What’s one small change we can try?” This is how teams stay connected even during hard conversations.

3) Facilitate growth

Curiosity is practical. It notices when someone needs support and provides just enough to encourage growth, without taking over or creating dependence. It could sound like, “Would it be helpful if I stepped in for first five minutes?” or “Do you want ideas, or just someone to listen?”

4) Clear is Kind

Curiosity doesn’t avoid clarity – it supports it. This is where we speak clearly and kindly, assuming capability and could sound like, “Here’s what I noticed…”, or “Here’s what I’m worried about”.

What judgement looks like (and why it breaks connection)

When we rush to judgement, team culture becomes tense. People grow cautious, quiet and defensive, and the pace of learning slows. Common “judgement habits” in teams include assuming the worst, jumping to conclusions, complaining instead of coaching, assuming others are incapable, blaming and focusing on mistakes rather than growth. Even “soft” judgement can land as shame. For example, “I’m disappointed in you” can evoke guilt and shame rather than learning –and shame is a known shutdown response in many people.

Curiosity builds psychological safety

Adam Grant’s work on rethinking helps explain why curiosity changes the emotional temperature of a team. When we stay in “scientist mode,” we shift from certainty to learning – from conviction to curiosity.

And when disagreement shows up (as it always does in busy services), Grant’s research-based insight is simple: the more tension in the conversation, the more curiosity we need. His work highlights that empathetic, non-judgmental listening reduces anxiety and defensiveness, making people more open and nuanced in their thinking.

A tiny daily ritual to grow team curiosity

• Learn one new thing a day –It might come from a short conversation with a colleague, something you noticed in children’s play or a short article or podcast snippet

• Engage in inquiry-based thinking – use questions to be able to deepen your understanding and connection

• Explore different perspectives – by avoiding judgment and jumping to conclusions and challenge your own beliefs and assumptions, look for alternative explanations

Curiosity is foundational for psychological safety and connection within teams and grows when it’s practiced in small, safe ways.