FIVE WAYS TO ELICIT & ENCOURAGE EXPLORATION AT WORK
Hearing the word explore or exploration may lead to images of the great outdoors or even crews on boats traveling to new, faraway lands. But when a coach or consultant uses this same term, it can take you on a similar but different journey. By definition, to explore is to travel through an unfamiliar territory to learn or familiarize oneself with it (source: Oxford Languages).
If we merge that definition alongside a few other interpretations, we get the following incredible list of ways in which exploration unfolds:
To search for resources
To inquire into a subject or issue
To examine or evaluate an option or possibility
To travel through an unfamiliar territory to learn or familiarize oneself
I’m pretty sure you could ask any leader, corporate executive or entrepreneur if the bullets above could double as strong, desirable business skills – they would say “Yes, absolutely.” I’d hire or promote someone in a heartbeat if they could consistently identify resources, stay curious, stay solution-oriented and have a willingness to learn from situations that feel different. Again, that willingness to work through the unfamiliar – to step way outside that comfort zone – is one advantageous trait in my eyes.
If I have your attention, and you’re willing to consider how you might support your team(s) – here are five ways to elicit and encourage exploration within the workday:
Help others to assess and discover their strengths, character virtues and passion projects. It’s been my experience that people leave assessment experiences incredibly grateful and inspired to use the information, insights and affirmations they receive in their results. The ROI on this is immeasurable – I can’t encourage it enough.
Promote special interest groups, providing opportunities to explore a completely new (to them) culture, hobby, mission and so much more. In an era when connection and belonging are needed more than ever, group meet ups open a window to the unknown and the unfamiliar. This might be a safe way for someone to ask questions, listen, learn and humbly show their support.
Value autonomy to allow for a partially self-directed workday. Encouraging autonomy is one of the most inexpensive ways to motivate action and activate leadership. And for this to happen, there needs to be a variety of paths. Sometimes we don’t know the best fit for our strengths until we live it and try a variety of roles, tasks and projects.
Provide paid time to learn and connect socially. I’m amazed by the number of organizations that remain hesitant to make this investment. Allocating and investing resources into the development of your people and teams is always a good idea. Learning and development isn’t a nice-to-have, it’s a must-have.
Consider meaningful ways to reflect and share. A colleague was recently sharing her findings with me. She provided graduate students with powerful questions – prompts to get them talking about themselves and their life experiences. By doing so, these pairs confirmed they were able connect on topics they might never have explored otherwise. They also reported feeling grateful for the tools to help them have effective, high-quality conversations.
At the end of the day, I see a sense of curiosity – paired with a dash of empowerment – as key drivers of cultural transformation in the workplace and workday. Bottomless permission to explore may be just what the organization needs to really move the needle on important outcomes like innovation, engagement and positive impact.
Want to discuss further? We have infinite ideas for supporting and developing your people and teams! Let's continue the conversation.
Author: Katy Tombaugh