1. Hire for curiosity. Identify naturally curious people through interview questions and tests.
2. Model inquisitiveness. Leaders can encourage curiosity throughout their organizations by being inquisitive themselves.
3. Emphasize learning goals. Framing work around learning goals rather than performance boosts motivation.
4. Let employees explore and broaden their interests.
5. To support curiosity, encourage people to ask good questions.

Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.

Thus, conflicts are less heated, and groups achieve better results.