‘The mind is a fire to be kindled, not a vessel to be filled.’ (Plutarch)
Curiosity killed the cat. True? The allegations were never proved. As far as I’m concerned, curiosity is innocent and the accusations were fake news. My 5 year old daughter asks me, ‘Dad, why is it cold downstairs but hot upstairs?’ ‘Because warm air rises’ I reply, gesturing a floating-upwards movement with my hands. ‘But why does it rise?’ Now that’s curiosity. Posing a question beyond the question; being not-satisfied to accept things at face value.
Curiosity is a pre-requisite for learning, discovery and change. It’s a psychological state and a metaphysical stance. It means I am open; willing to engage actively in a spirit of invitation and inquiry. It means I am seeking; I want to know and, as such, I’m excited by fresh insights, ideas or challenges to what I think I already know and understand. As such, it’s a healthy and courageous antidote to the fight-flight-freeze response of defensive anxiety.
What does curiosity entail in practice? How can we do it? 1. Suspend our already-knowing; hold it lightly, as-if possibility. 2. Expose ourselves to new and diverse people, cultures and experiences. 3. Listen and hear, especially for useful dissonance with our own assumptions and beliefs. 4. Be courageous in seeking critique and in responding graciously, with humility. 5. Inspire colleagues and clients to practise it too.
Can I help you develop greater curiosity in your work? Get in touch!
‘Who or what features in your holiday photos?’ (Richard Marshall)
I find the question intriguing. Richard is a psychologist who has lived and worked in different parts of the world. He observed that some people notice, focus on and value that which is the same as their ‘normal’; others that which is different. I’m definitely a difference person. I like and get a buzz from diversity – not in its politically-correct sense – simply from different-ness. Since earliest childhood, I have felt drawn to people, things, places and ways of seeing and doing things that are radically different to the norm, my norm. It has shaped profoundly my life, career, relationships and choices.
At school, I looked out for kids who were from different countries and spoke different languages. Unsurprisingly my own best subjects at school were languages too. Later, as my friends settled down in life, I hitch-hiked around Europe, loved the different cultures, currencies – and lamented when the Euro brought boring…sameness. I dreamed of marrying an exotic girl. I spent much of my adult life working in international NGOs, fascinated by so many new environments, cultures and people. I have studied and worked in 4 different professional fields: community work, TEFL, coaching and OD.
So, here’s the thing: how often have you heard the maxim, ‘People don’t like change’ or, ‘People are resistant to change’? A large swathe of change management literature is devoted to the theme. Yet is it really true? People may well resist change that is and feels imposed on them – in which case the resistance may be a response to a lack of choice, a loss of control, rather than to a change per se. As leaders, OD, coaches and trainers, how well do we notice and capitalise on the insight and energy of those who instinctively prefer creativity and innovation, difference and change? What do you do?
I'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch!