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Master Series: The Power of Curiosity - Moving Organizations Toward the Future
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Master Series: TSHRM & The Curiosity Company

 Export to Your Calendar 11/12/2019
When: Tuesday, November 12th
8am- 12pm
Where: RTP Foundation
12 Davis Drive
RTP 27713
Contact: TSHRM Secretary

Online registration is available until: 11/8/2019
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The Power of Curiosity:  Moving Organizations Toward the Future

Approved for 3 Business Credits with HRCI and 4 PD Credits with SHRM


All human and organizational development begins with curiosity.  Without it, there is literally no future state.  The workshop explores curiosity as a human behavior and a state-of-mind by reviewing current research, learning from today's thought leaders, and engaging in a dynamic discussion about the power of curiosity.


Within organizations, named or not, curiosity is embedded in nearly every people process, from strategy to execution to evaluation.  Curiosity is a common thread running through many of the competencies required for a successful strategic Human Resources leader.

Human Resources professionals enhance effectiveness and ultimately the value delivered to the organization by becoming more curious.  Unfortunately, for many, curiosity is the victim of benign neglect.  The power of curiosity is often overlooked even though it precedes nearly every personal experience.  At some level, it drives nearly every human decision.  Research also supports that many professionals don’t consider themselves curiousThe workshop looks closely at where curiosity originates and the reason behind several of its personal and professional benefits.


Curiosity in the workplace can favorably impact the employer value proposition by leading to creative problem solving and innovation; strengthened relationships and collaboration; building learning environments and remaining relevant; and optimism and engagement.  Sadly, current trends are eroding our ability to remain curiousWhen harnessed, curiosity moves us forward in nearly every aspect of professional life.  The workshop explores cultivating curiosity within the individual and the organization.


The workshop details the four components of curiosity with participants gaining a fresh perspective of openness, inquisitiveness, problem solving and distress tolerance.  * Each component is actionable and lends itself to fulfilling the strategic HR leader role.


Openness - the mindset to “hold” a different perspective long enough to examine it

Inquisitiveness - the mindset to actively seek out the new and unfamiliar

Creativity - the act of applying the insights discovered through being curious

Distress Tolerance - the strength of mind to manage the stress associated with bringing curiosity insights into the organization


Human Resources leaders, as members of leadership teams, help define the future of their organization by exploring, questioning and challenging the organization's vision, mission, strategy, resources, technology, priorities, data and all people initiatives.  This happens only when Human Resources professionals lead with curiosity.


*Research conducted by Todd Kashdan, Associate Professor of Psychology at George Mason University

Paul Winston Bio


Paul recognized early in his career that Human Resources, done well, plays a vital role in enabling an organization to achieve the strategy.  For over two decades, Paul’s relationship, communication, planning and execution skills have allowed him to establish credibility with the organization’s top leaders, translate business strategy into talent management practices and implement initiatives successfully.  He has helped small and large organizations navigate complex and sticky employee issues while meeting the business needs and maintaining the dignity of those impacted.  Over half of Paul’s career has been in roles requiring a specialization - employee relations, performance management, learning and development, talent acquisition, employee engagement and global HR.  Paul also has a deep understanding of how to create learning experiences that move employees and teams closer to their potential.  Examples include onboarding programs, cross-cultural training, company values training, career development and leadership development training.  Paul successfully served in many different HR functions due to his ability to learn quickly and find way to bring value to the organization.