How To Build A Positive Work Culture When Leadership Stands In The Way – Forbes

How To Build A Positive Work Culture When Leadership Stands In The Way
One of the questions I get asked a lot when working with teams is, “How can I create a culture of curiosity when it feels like leadership doesn’t want it?” It’s a frustration I hear over and over. We know that leadership often thinks they’re fostering curiosity, but employees often do not agree and feel unable to speak up or make suggestions without fear.
In smaller organizations, this can feel even worse. Even when feedback is supposed to be anonymous, people often worry it’s obvious who said what. They want to contribute their ideas, but they don’t want to risk being singled out or judged. Despite these challenges, I’ve seen that it’s possible to create change, even without leadership pushing for it. It’s about creating safe spaces where people can share ideas and feedback without fear of repercussions.
In my own training sessions, I’ve seen people really open up when they know their feedback is anonymous, but also summarized with others who are in the same boat. This allows leaders to get honest input without anyone feeling exposed. It reminds me of what Disney did when they asked employees how to improve their work experience. The suggestions they got helped cut down turnover dramatically. Or Ben & Jerry’s—when they set up a suggestion board, where one of the ideas was chocolate chip cookie dough ice cream, which became one of their best-selling flavors. When people are allowed to give feedback and explore ideas, the culture becomes stronger.
Disconnect Between Leaders And Employees
Research from Harvard Business Review shows that many leaders believe they’ve created an open, curious culture. But when employees are asked, they don’t always agree—they feel like there’s no real space for them to challenge the status quo or suggest new ideas. That gap creates frustration, but it also presents opportunities.
In some of the organizations I’ve worked with, employees have seen this gap and taken it as a chance to drive change from within. The changes don’t have to be huge, and they don’t always need formal approval. Consider the success Adobe had with their Kickbox program that bypassed the need for formal review of creative ideas.
How To Get Small Wins That Leaders Will Notice
If you’re in a place where leadership isn’t prioritizing curiosity, you can still make an impact within your team. Here are some strategies I’ve seen work:
Should I Stay Or Should I Leave My Job?
This is a tough one, and it’s something I’ve talked about with many professionals over the years. Sometimes, no matter how much you try, leadership just isn’t on the same page. It’s natural to wonder if you’re in the right place.
I encourage you to ask yourself these questions: Are you still learning? Do you have the support you need to grow? If the answer is no, and if you’ve tried everything you can to make an impact, it might be time to consider moving on. We all want to work in environments where curiosity, creativity, and innovation are valued—if that’s not happening where you are, it’s worth thinking about whether it’s time to explore other opportunities. At the end of the day, HBR found companies that embrace curiosity aren’t just creating a better work environment—they’re setting themselves up for long-term success. If you can find small wins and build momentum within your team, leadership might just come around. And if not, there’s always a company out there that will recognize the value you bring—and the importance of staying curious.

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