Become the most curious person in the room

The Oxford English Dictionary defines curiosity as: “A strong desire to know or learn something”

If you develop curiosity in your day to day and your work life, your learning speed, ability to deal with ambiguity and your creativity will all increase.

You can develop your curiosity simply by questioning things that you are told, by asking “why?” because context matters. Understanding the context as to why things are done the way that they are is critical to gaining a fuller understanding of a process. You will discover that sometimes accepted norms made sense in times gone by, when the context was different but may not actually make sense in the current context.

Here are a few stories that truly illustrate why curiosity is so important.

How do you thaw your frozen turkey for thanksgiving?

It is November 22nd and Jenny is preparing her first thanksgiving dinner. All of her close friends and relatives will be arriving the following day to enjoy this yearly tradition together. As she wants everything to run smoothly on the 23rd, she makes sure to do as much prep as she can ahead of time. She takes the frozen turkey out of the fridge and puts it in the sink to let it finish thawing overnight. After carefully placing the large semi-frozen bird in the sink, she is careful to remember to put a dish rack over the top.

Her husband walks into the kitchen and sees the turkey in the sink and asks her what the dish rack is for.

She tells him that her mother had always done that when thawing the turkey in the sink.

The following morning, Jenny’s mother arrives early to help with the final dinner preparations for the day and asks her daughter how things are going.

Jenny says, “Fine mum; I have everything ready to go in the oven. I even remembered to put the rack over the turkey last night.” 

Her mother looks back at her, a confused look on her face. “What are you talking about?” she asked.

Jenny replied “You always made sure to put the dish rack over the turkey when it was thawing in the sink so I did the same

Her mother laughs and says “Yes but honey, we had cats!”

So you can see how norms and practices that once made sense within the original context in which they were made, but when removed from that context, make no sense at all. In today’s world, where progress and change are happening at ever increasing speeds, norms formed by the contexts of todays world will soon become irrelevant as well.

This is obviously a light hearted example where the cost of low curiosity has little impact, however there are times where low curiosity can cost people their lives or make someone a Billionaire!

I think you should start washing your hands:

Ignaz Philipp Semmelweis was born in Hungary on July 1st 1818. Semmelweis received his Medical Degree from Vienna in 1844 and became the maternity ward assistant at the local Hospital.

Although at the time many mothers delivered at home, one in 4 of those who had to come to the hospital to deliver due to complications, poverty of illegitimacy lost their lives to a condition known as childbed fever.

He found this mortality rate deeply unsettling as the hospital was the place where people were supposed to come to be healed by doctors trained in the latest medical practices of the time.

The experienced doctors and indeed the chief medical officer at the hospital seemed unperturbed by the high mortality rates of the new mothers because they believed that the disease was unpreventable.

Semmelweis, unsatisfied by what he was being told, took it upon himself to investigate the deaths even after receiving strong objections from the chief medical officer.

He observed a huge difference between the mortality rates of mothers delivered by the doctors versus those delivered by the midwives. He conjectured that the doctors must be doing something differently than the midwives during delivery but he observed broadly the same practices.

During his investigation, he scrutinised everything he could think of in an attempt to explain the difference but none yielded a definitive answer.

It wasn’t until the death of a fellow doctor, who died of what appeared to be childbed fever that he found what he was looking for. The doctor had cut himself on a scalpel he was using to dissect a woman who had died of childbed fever. This lead Semmelweis to realise that it was the doctors themselves who were infecting the patients as they would conduct autopsies in the mornings and then deliver babies in the afternoons, often without washing their hands or changing their clothes.

At the time bacteria were unknown but Semmelweis theorised that the doctors must be carrying invisible particles of decaying organic matter on their hands from the mornings autopsies. He immediately required that anyone coming to examine the women on his ward wash their hands with chlorinated lime before doing so.

This simple solution reduced the mortality rate to under 2% on his ward.

Unfortunately his solution was met with a lot of resistance because it implied that the doctors were themselves killing the patients.

This story highlights the importance of staying curious and using experiments and data to learn more about the current situation in order to derive theories about what might be a better way of doing things.

An experiment born of Curiosity sold for $1.2 Billion

In 1999, Nick Swinmurn was shopping at a San Francisco shopping centre looking for a pair of brown Airwalk Desert Chukka boots. One shop had the right style, but not the right colour, another had the right colour, but not the right size. After spending hours searching for the pair he wanted, Nick went home empty-handed and frustrated.

Nick’s frustration at not being able to easily and efficiently buy the shoes he wanted turned to curiosity as he wondered whether it would be possible to purchase the shoes online (it wasn’t). Realised that there may be an opportunity here to give customers like him what they wanted (to save time and energy finding shoes).

At the time, online shopping was in its infancy and people told him that no one would want to buy shoes on the internet. So Nick set out to test that theory.

He went in to local shoe shops and asked whether he could take photographs of the shoes they had, with the promise that if the shoe sold online, he would return at a later date and purchase the shoes at full price from that shop.

Many of the shop owners agreed and he proceeded to test whether people would indeed like to buy shoes online. Shoesite.com was born and in 2006 was acquired by Amazon.com for $1.2 Billion.

Now that is a huge return on curiosity!

Develop your own curiosity

So curiosity and the desire to not accept the norms of the time are critical to the improvement of any system or practice.

Sometimes you can get the answers that you seek by asking one or several people and sometimes you need to dig deep and perform simple experiments that test assumptions.

My rule of thumb is that before accepting something as being true or a constant, make sure you ask enough questions (and conduct enough tests where required) to learn enough about it so that you not only understand what is done, but also why it is done. Armed with this knowledge, you can then go on to make it better than it was before.

Task management – the DILO

You can’t manage time, you can actually only manage what you do during that time”

David Allen, Productivity Consultant.

If you have ever told someone else that you are bad at time management, or someone on your team has told that to you, then this page is for you!

In my experience, people who “don’t have time” may have one or several of these things happening:

  • The business priorities aren’t clear to them
  • They don’t know how to prioritise effectively
  • They spend time on low-value-added tasks at the expense of higher-value tasks
  • They don’t know how to say “no” to a request
  • They are inefficient in task completion

If you hear your team say this to you, then it is your job as the line manager to ensure that:

  • They know what the business priorities are
  • They understand how to classify tasks according to the urgent / important matrix
  • They know how to plan their time effectively
  • They don’t have tasks from other people on their to-do list

If you hear yourself say that to your line manager, then you may need help with the above as well.

The DILO (Day In the Life Of)

The DILO is a simple yet effective tool to map the tasks that are being conducted and what percentage of time is taken up by each task. I have described how to conduct the task for your direct report but if you realise that you need help to prioritise from your line manager then carry out the task for yourself and then meet with them to discuss.

The principle is simple:

Download the DILO template (see above) and fill in the top left boxes (time intervals / hr, Start time, Contracted hours) before sitting down with your direct report and asking them to fill it in over the next week.

Get them to add any recurring meetings or tasks to the DILO before they start.

Ask your direct report to set an alarm every 15 or 20 minutes (depending on your chosen time interval) of the day for an entire week. Each time the alarm goes off, they write down what they are currently doing.

At the end of the week, book in a meeting together and ask them to bring the DILO so you can go through it together and put each task in to the urgent / important matrix.

Go through the DILO and split the weekly tasks in to headings (meetings, personal development, lunch, break, own work etc) and put them in the week task summary table on the right hand side. Then count the number of each task type being performed and put it in the QTY column of that table.

This will now tell you what tasks are being conducted and what % of their contracted hours is taken up by each task type.

At the end of the meeting it should be clear to your direct report what tasks are the most important. It is also an opportunity for you to remove tasks from them, to understand where they might need more support, delegate less important tasks to others or push back tasks to other departments.

Real life example:

Below is the DILO for one of my direct reports that I asked her to do shortly after I joined the business. I wanted to get an idea of what tasks she was completing on a weekly basis.

I have highlighted all of the tasks in Red that I wanted her to stop doing, as they no longer fell under the remit of my team to carry out. Those tasks were given to her by the operations manager and were still required to be completed (just not by anyone on my team).

This is the summary of the table above by task and corresponding time taken over the week on that specific task.

As you can see, the time spent on the Factory IT System was 26% of her week and this task had nothing to do with my teams objectives.

So I took both tables to the Operations manager to show him just how much time this task was taking for my team member. This allowed the conversation to centre around the facts and gave him clear information that he needed to allocate that work (and thus that time) to someone else.

In the end, we agreed that my team would continue to carry out those tasks for the next 4 weeks while another person was trained and became competent in performing those tasks and my team member got about a quarter of her time back to focus on other work.