During a recent conversation with a leader, she confessed that at a pivotal point in her career, she was reprimanded for proposing an untested idea during a high-stakes meeting. “I wanted to push the team to think differently,” she said. “But instead, I was criticized for not sticking to the established process. It shook my confidence and made me question if my curiosity was more of a liability than an asset.”
Her story isn’t unique. Across industries, I’ve seen countless leaders hold back from asking tough questions, proposing unconventional solutions, or challenging the status quo. Why? There’s an implicit fear of failure and an ingrained cultural mindset that punishes not rewards those who dare to think differently.
Yet curiosity is the wellspring of progress. The bold ideas born from curiosity ignite innovation, spark transformation, and shape the future. If we continue to stigmatize failure and discourage those who push boundaries, we risk stifling not only individual potential but also collective growth.
Why We Fear Curiosity
Curiosity requires vulnerability. When you ask “why,” or suggest a new approach, you inherently expose yourself to rejection or ridicule. It’s easier, and often safer, to stay in line, especially in cultures where success is defined by how well you execute proven ideas rather than how courageously you explore uncharted territory.
Many workplaces inadvertently breed this fear. Performance metrics often prioritize predictability and efficiency over experimentation. Leaders may call for “innovation,” and encourage us to “think differently,” but when initiatives don’t deliver immediate returns, they’re quick to label efforts as failures. Over time, a fear of curiosity seeps into the culture, silencing those who might ask the unspoken questions or challenge outdated norms.
And it’s not just in the workplace. From an early age, many of us were socialized to “play it safe.” Those who spoke up too much in classrooms were labeled as disruptive. Kids who “colored outside the lines” were told to conform. These early experiences often carry into adulthood, creating reluctance in areas where curiosity is desperately needed. As a result, instead of “playing to win, most people are “playing not to lose.” This explains why mediocrity is so pervasive; it thrives on the comfort of the known and the fear of failure to explore the unknown. This mindset holds us back from the type of bold ideas and daring actions that lead to true innovation
The Real Cost of Punishing Failure
If we continue to penalize curiosity, the potential cost is staggering. When we shame those who think differently, we lose out on fresh perspectives that could revolutionize industries. Consider how many breakthroughs, from the invention of the airplane to the rise of ecommerce, initially faced skepticism but ultimately reshaped the world.
Punishing failure also leads to an erosion of trust and creativity. When people fear the repercussions of stretching beyond traditional boundaries, they disengage. They stop contributing innovative ideas because the risk of rejection outweighs the perceived reward of contribution. Over time, this dynamic erodes psychological safety, the foundation of high-performing and adaptable teams.
But perhaps the most significant cost is the loss of resilience. When we equate failure with inadequacy, we rob people of the opportunity to learn, evolve, and bounce back stronger. True innovation thrives not in the absence of failure, but in the ability to see failure as a steppingstone toward progress.
Rewarding Bold Ideas and Respecting the Curious
To shift this culture, we need leaders at every level to respect curiosity and view failure through a new lens. This means valuing the process of exploration as much as the outcome. It requires creating environments where individuals feel safe to ask, “What if?” and are supported even when their “What if?” doesn’t succeed as planned.
One of the most meaningful examples of this kind of leadership in my life came from my high school coach, and mentor Tony Barbone. Coach Bones, as we affectionally called him, had this extraordinary ability to see greatness in others, even when they didn’t see it in themselves. “You are capable of greatness,” he once told me, in a moment when I doubted my gifts and my place on the team. His belief in my potential reshaped how I saw myself, and that confidence stayed with me, influencing not just how I played on the field, but how I approached challenges in life.
That kind of mentorship creates the psychological safety that so many organizations and teams lack today. Knowing someone believes in you sends a powerful message that failure is not final, that boldness is worth the risk. Coach Bones didn’t just push his players to improve their skills; he inspired us to lean into our uniqueness, to see our “edge” as a strength that could bring out the best in ourselves and others. It’s this kind of leadership that fosters innovation and resilience, the same qualities the business world needs to cultivate. Coach Bones’ legacy has impacted thousands of people and former players.
Here are 5 actionable steps to start inspiring bold innovations:
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Reframe Failure as an Invaluable Bold Effort
Like Coach Bones helped me and others see, failure is not a reflection of our worth. Leaders must reframe “failure” as an invaluable bold effort that embraces risk-taking, and learning. Teams should debrief what went wrong without laying blame and reflect on the lessons gained for the future.
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Reward Employees for Their Questions
Encourage employees to ask challenging questions or suggest unconventional ideas, even if those ideas don’t pan out. Respect and unleash their inquisitiveness, making it clear their contributions matter just as much as traditional successes.
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Share Failures to Model Resilience
Leaders who openly share their own failures set a powerful example. When people see vulnerability modeled by decision-makers, they feel more comfortable sharing their own challenges and ideas.
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Build Space for Exploration
Leaders can create time and opportunities specifically for experimentation and free thinking. Make it clear that trying and failing carries as much value as playing to win.
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Define Success by Curiosity and Effort
Shift the definition of success from purely outcomes-focused to behavior-focused. Did your team ask hard questions? Did they attempt something new? These actions themselves should be recognized as success.
Examples of Curiosity at Work
One powerful example lies in the early days of Airbnb. The company’s founders pitched their bold idea of renting out air mattresses to strangers, receiving rejection after rejection from investors. Their perseverance and curiosity about new hospitality models ultimately disrupted the travel industry.
Another is Tesla’s relentless focus on bold, innovative solutions. Though often criticized and not without frequent failures, the company’s resilience and experimentation have propelled major advancements in electric vehicles and renewable energy.
These examples, like the guidance of mentors such as Coach Bones, show how organizations and individuals thrive when curiosity and resilience are supported.
Building a Future That Values Curiosity
When I think back to the leader who confided that her curiosity felt more like a liability, I wonder what opportunities her organization missed by silencing her voice. I think of how different my own life would have been without mentors like Coach Bones, who championed boldness and encouraged me to believe in my potential, even during times of doubt.
Imagine what the world would look like if we amplified those voices instead of stifling them. It’s time to challenge the cultural stigmas surrounding failure and redefine success as a mix of curiosity, experimentation, and fearlessness.
Your bold idea might be the next breakthrough. Don’t wait for permission to pursue it. As Coach Bones taught me, you are capable of greatness. Lean into that belief and play every inning in life like it’s your last. The future belongs to the curious.