# Curiosity Training for Employees: Ask, Test and Learn at Work > Curiosity training for employees that turns questions into action: sharper questions, tested assumptions and small experiments. Live or virtual, customised. - Source: https://bodhih.com/curiosity-at-work-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-12 - Contact: solutions@bodhih.com · +91 99000 11601 --- Curiosity training for employees turns 'that's how we've always done it' into 'what if we tried this on Thursday?'. In one lively day, your people learn to ask sharper questions of customers, data and colleagues, test their own assumptions and run small, low-risk experiments that make learning a weekly team habit. ## At a glance - **Duration:** Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus a 60-day curiosity sprint - **Who it’s for:** Employees and team members at every level, from new joiners to experienced specialists - **Level:** Foundation - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Curiosity training for employees is a practical workshop that turns curiosity into visible work behaviour. Participants learn to ask better questions of customers, data and colleagues, test assumptions before acting, learn something new each week with AI tools and peers, and run small experiments. Bodhih designs it with the ADDIE model and customises every case. - Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus a 60-day curiosity sprint - Level: Foundation · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** curiosity at work training, workplace curiosity workshop, curiosity skills training, inquisitive mindset training **Where and how:** curiosity training for employees training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 12 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why curiosity has become a working skill, not a personality trait Roles are being rewritten faster than job descriptions. The colleague who asks why a report exists, opens a new AI tool to see what it can do, or calls a customer to understand an odd complaint is often the one who spots the next fix first. Yet curiosity quietly fades in busy teams. Deadlines reward quick answers, meetings reward certainty and nobody has time to wonder, so curiosity training for employees gives people permission, simple tools and a weekly rhythm to stay inquisitive without slowing delivery. > Half of employers globally count curiosity and lifelong learning as a core skill, and it is rising in importance. Source: [World Economic Forum, Future of Jobs Report 2025: Skills outlook](https://www.weforum.org/publications/the-future-of-jobs-report-2025/in-full/3-skills-outlook/) > 91% of L&D professionals say continuous learning is more important than ever for career success. Source: [LinkedIn Workplace Learning Report 2025](https://business.linkedin.com/learn/resources/workplace-learning-report) ## What participants will be able to do ### Spot curiosity in action Describe what curious behaviour looks like in their own role, from the questions they ask to the experiments they try. ### Ask questions that open things up Swap yes-or-no questions for open, follow-up and 'what would have to be true?' questions with customers and colleagues. ### Look at data with fresh eyes Read a report or dashboard and generate three questions that could change a decision before accepting the headline. ### Test assumptions before acting List the beliefs behind a plan, rank the riskiest and check that one cheaply first. ### Learn something new every week Protect a 30-minute weekly learning slot that uses AI assistants, peers and short reading sprints and survives a busy calendar. ### Turn ideas into small experiments Design a two-week experiment with a clear question, a simple measure and a decision on what happens next. ## Who should attend - Employees at any level who want to bring fresh questions and ideas to everyday work - New joiners and graduate hires in their first year, who still see the work with outsider eyes - Customer-facing teams in retail, banking, hospitality and contact centres who hear problems first - Analysts, engineers and operations staff in [GCCs](https://bodhih.com/gcc-leadership-development-program/) and IT services who live in data and processes - Experienced specialists who feel their role has settled into routine - Teams preparing for a new product, an AI rollout or a process change ## Program outline Recommended design, customised to your context after a short needs analysis. ### **What curiosity looks like on a Tuesday**Module 1 · 60 min - Curiosity as behaviour: noticing, asking, exploring and testing - How curiosity differs from growth mindset and [learning agility](https://bodhih.com/learning-agility-training/) - Self-check: where your curiosity flows and where it stalls - The quiet curiosity killers in busy teams ### **Better questions for customers and colleagues**Module 2 · 90 min - Open, follow-up and 'tell me more' questions that uncover the real need - Asking 'why' several ways without sounding like an interrogation - Listening for the surprising detail rather than the expected one - Practice: interview a colleague about a process you think you already know ### **Curious about data**Module 3 · 60 min - Three questions to ask any chart, report or dashboard - Spotting the number that does not fit and following it - Politely asking for the data behind a claim, including from seniors ### **Testing assumptions**Module 4 · 75 min - Surfacing the hidden beliefs behind a plan or a habit - Ranking assumptions by risk and by how cheaply you can check them - Small tests: a phone call, a sample, a mock-up, a pilot with one team - Case: a delivery team that assumed customers wanted speed when they wanted updates ### **A weekly learning habit with AI and peers**Module 5 · 60 min - Using AI assistants to explore an unfamiliar topic, then checking what they get wrong - Learning swaps: teach a colleague one thing in ten minutes - Designing a learning slot that survives deadlines - Keeping a personal question log ### **From curiosity to experiment, and a team habit**Module 6 · 75 min - The one-page experiment card: question, test, measure, decision - Making it safe to share experiments that did not work - Team rituals: a curiosity minute in stand-ups and a monthly learning show-and-tell - Your 60-day curiosity sprint and [accountability](https://bodhih.com/accountability-at-work-training/) partner ## Sample training plan: 1-day hands-on design This one-day design treats curiosity as something people do, not something they are. Participants find where their own curiosity stalls, interview a colleague about a process they think they know, interrogate a dashboard, and hunt for the hidden assumption in a failed rollout. They learn a new topic in twenty minutes with an AI assistant and then catch its mistakes. Each person leaves with a question log, a two-week experiment card and a 60-day curiosity sprint. 80% hands-on practice · 6.8 contact hours · Cohort: 12–24 participants · In person · Live virtual ### Day 1: From noticing to testing Participants can ask sharper questions, test assumptions cheaply and turn curiosity into a weekly team habit. 1. 09:30–10:00 · The odd one out (Energiser) 2. 10:00–11:00 · Where my curiosity stalls (Diagnostic) 3. 11:15–12:30 · Interview the process owner (Skill drill) 4. 12:30–13:15 · Three questions for any dashboard (Hands-on lab) 5. 14:00–15:00 · The assumption that cost a quarter (Case clinic) 6. 15:00–15:45 · Learn it in twenty minutes (Hands-on lab) 7. 16:00–16:45 · Experiment cards (Build sprint) 8. 16:45–17:30 · My 60-day curiosity sprint (Action planning) Recommended: 1 day in person (09:30–17:30), or 3 × 2.5-hour live virtual sessions, plus a 60-day curiosity sprint with manager check-ins. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is curiosity at work training? The recommended design is one full day in person or three live virtual sessions of two and a half hours, followed by a 60-day curiosity sprint with an accountability partner, a learning show-and-tell at day 60 and manager check-ins at 30, 60 and 90 days. ### What activities are included in curiosity at work training? Participants hunt for oddities in everyday objects, map where their curiosity stalls, interview a colleague about a familiar process, question a real dashboard, dissect a failed assumption, learn a topic with an AI assistant and check its errors, and design a two-week experiment. ## How we deliver it ### Question-first activities Every session opens with a puzzle, an odd fact or a real customer comment, so participants practise curiosity rather than just hearing about it. ### Live experiments Participants design a small experiment on their own work during the program and run it in the following fortnight. ### AI as a learning partner Guided exercises show how to explore a topic with AI assistants, then verify, compare and question what comes back. ### Team rhythm, not one-off inspiration Managers receive a short guide to keep curiosity rituals alive in stand-ups and reviews after the workshop. ## Tailored versions ### For GCC and IT teams Cases centre on code reviews, incident retrospectives, client questions and exploring new AI tools, with experiments sized to fit a sprint. ### For frontline and customer teams A shorter, high-energy version for retail, banking branch and contact centre staff, built around customer questions heard on the floor. ### For new joiners Added to induction so graduates keep asking 'why' after their first month, supported by a buddy-led learning swap. ## How we measure impact Impact is measured in the Evaluate stage of the ADDIE model. Before the workshop, participants complete an AssessAll pre-assessment, such as Learning Agility — Interactive or Cognitive Agility & Learning Potential, and repeat it as a post-assessment at day 90. Managers hold short check-ins at 30, 60 and 90 days on questions asked and experiments run, and we review the team's experiment log with HR to see which ideas changed how work gets done. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What is curiosity training for employees? Curiosity training for employees is a workshop that builds the everyday habits of curious people: asking open questions, looking twice at data, testing assumptions and learning something new each week. Bodhih's version is practical and job-based, so participants leave with a question log, an experiment card and a 60-day plan they apply to their own work. ### Can curiosity be taught at work? Yes. Curiosity is partly temperament, but the behaviours that express it can be practised and strengthened. People learn to notice gaps, ask follow-up questions and run small tests. When managers reward questions and teams make time to explore, those behaviours become habits. Training supplies the tools, and team rituals keep them going. ### How is curiosity different from a growth mindset? A [growth mindset](https://bodhih.com/growth-mindset-training/) is a belief that ability can develop with effort. Curiosity is the drive to explore what you do not yet know about customers, data, tools or how work flows. The two support each other, but this program focuses on curious behaviour, meaning questions, exploration and experiments, rather than beliefs about ability. ### How do you encourage curiosity in the workplace? Make questions safe and visible. Leaders can ask 'what surprised you this week?' in stand-ups, share their own experiments that failed and protect a little time for learning. Reward people who test an idea cheaply, not only those who are always right. Small, regular rituals work better than one-off innovation drives. ### How long is the curiosity at work program? Our recommended design is one day in person or three [live virtual](https://bodhih.com/live-virtual-classes/) sessions of two and a half hours, followed by a 60-day curiosity sprint with manager check-ins. We can also run a three-hour taster for large groups or a blended journey. The final design is customised after a short needs analysis with your HR and business leaders. ### Is curiosity training available online? Yes. The live virtual version runs as three interactive sessions with breakout interviews, a shared question board and experiments carried out between sessions. Teams in Bengaluru, Mumbai, Delhi NCR, Hyderabad, Chennai and Pune can join one cohort with colleagues in the Gulf or Singapore. ### Who delivers the program and where? Experienced Bodhih facilitators deliver it, drawing on a practice that has run 18,000+ programs for 2,000+ companies since 2008. Master trainers travel from Bengaluru to your venue across India, the Middle East, Southeast Asia and other regions, or deliver the program live virtually across time zones.