Keeping Your Childlike Wonder: A Leadership Strategy for Building Positive Company Culture

Retaining your sense of wonder isn’t just about personal growth; it’s a strategic decision that benefits your organization. Leaders who remain curious inspire loyalty and engagement. They create cultures where innovation thrives, where employees feel empowered to bring their full selves to work.

As we rise through the ranks of corporate life, we often leave certain traits behind, like relics of a younger, less experienced version of ourselves. Among the most tragically abandoned is our childlike wonder—our capacity to see the extraordinary in the ordinary, to question without inhibition, and to dream without limits. Yet, as leaders, rediscovering and embracing this quality might just be one of the most transformative steps we can take to build a positive and productive company culture.

When I look back on the trajectory of my own career, I’m struck by how often curiosity and unbridled imagination unlocked opportunities I didn’t even know existed. But as responsibilities piled up and professional norms demanded precision and pragmatism, I found myself shelving the very traits that made the journey exciting in the first place. This isn’t unique to me. Many senior executives I’ve worked with have admitted that the demands of leadership can create an unintentional narrowing of perspective, a risk-averse tunnel vision that leaves little room for playfulness or experimentation.

But what if we could turn this around? What if we could harness the magic of childlike wonder to inspire not just ourselves but also our teams?

The Psychological Case for Wonder

In psychology, wonder is often associated with what researchers call openness to experience. This trait, one of the five dimensions of the Big Five Personality Traits, correlates strongly with creativity, adaptability, and problem-solving skills. Leaders who remain open to new experiences—who ask "why" or "what if" without fear of judgment—often find unconventional solutions to complex challenges.

Research from Stanford University’s Center for Compassion and Altruism Research and Education also highlights how cultivating wonder can increase empathy and connection. When leaders exhibit genuine curiosity, they foster a culture where employees feel seen and valued. Wonder is contagious: when you model curiosity and awe, your team feels safe to innovate and challenge the status quo.

Sociology and the Ripple Effect on Culture

From a sociological perspective, leadership behaviors often ripple outward, shaping company norms and culture. If the leadership team embodies rigidity, employees mirror it, and innovation stagnates. Conversely, leaders who display a playful curiosity create an environment of psychological safety—a concept championed by Harvard professor Amy Edmondson. In such cultures, employees are more likely to take risks, share ideas, and collaborate openly.

Consider Pixar, often cited as a gold standard for creativity-driven companies. One of the studio's core cultural tenets is the idea of "plussing"—a practice where employees build on each other’s ideas instead of tearing them down. This principle mirrors the kind of imaginative play children naturally engage in. Leaders at Pixar don’t just tolerate this; they encourage it, modeling curiosity and wonder at every level.

Practical Steps to Rediscover Your Wonder

1. Ask More Questions Make it a habit to ask "why" even when the answer seems obvious. When reviewing a project or tackling a challenge, try approaching it as if it were brand new to you. This not only broadens your perspective but also signals to your team that curiosity is valued.
2. Revisit Beginner’s Mindset The Zen concept of shoshin, or beginner’s mind, invites us to approach life with the openness of a novice, even when we are seasoned experts. As a leader, embrace the humility to say, “I don’t know” or “Tell me more.”
3. Integrate Play into Your Leadership Style Play isn’t frivolous—it’s fundamental to creativity. Google famously introduced 20% time, allowing employees to dedicate a portion of their workweek to passion projects. While not all organizations can replicate this model, creating space for experimentation and informal brainstorming can yield remarkable results.
4. Reflect and Share Your Joy Set aside time to reflect on moments of wonder in your day—whether it’s an innovative idea from your team or simply noticing the beauty in a well-executed project. Sharing these reflections with your team reinforces the idea that joy and discovery have a place in serious work.

Why It Matters

Retaining your sense of wonder isn’t just about personal growth; it’s a strategic decision that benefits your organization. Leaders who remain curious inspire loyalty and engagement. They create cultures where innovation thrives, where employees feel empowered to bring their full selves to work.

Moreover, wonder reminds us that even in the face of high-stakes decisions and relentless pressures, there’s beauty and possibility all around us. It keeps us human.

I’ll leave you with this: as you climb the corporate ladder, remember to look up at the stars occasionally. Not just because it’s good for your soul, but because it’s good for your team—and your business. In the end, the best leaders are those who inspire others to see the world with fresh eyes.

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