Eliminate Fear And Build A Workplace Culture That Fosters Innovation

So, what’s actually holding you or your team back from that next big breakthrough? It’s not a lack of ideas or talent. It could be fear. Fear of failure, fear of judgment, fear of speaking up. These sneaky little fears shape the dynamics at work, stifling creativity and innovation. When I ran a LinkedIn poll for my research, it became clear: fear is one of the major reasons people don’t ask questions in meetings. They’re worried about looking uninformed, wasting time, or simply being judged. And what’s the cost? Missed opportunities, a culture of playing it safe, and zero growth.

This article is part of a four-part series based on my research exploring the four barriers that inhibit curiosity in the workplace: fear, assumptions, technology, and environment. The first factor, fear, is something you can tackle head-on. By replacing fear with trust, curiosity, and bold thinking, you can build a workplace that fosters innovation.

Understanding The Fear Factor: Why Teams Hold Back

Fear is sneaky. It doesn’t always scream at you. Sometimes, it just hangs out in the corner, showing up as silence in meetings, hesitation to challenge the status quo, or over-cautious planning that keeps everyone in their comfort zone. I recently spoke at International Project Management Day, and the number one question I got was, “How do we encourage curiosity and innovation when we have deadlines, and the fear of failure is so real?” This fear-driven mindset creates what I call the “opportunity cost of silence.” Every unasked question, every idea left unspoken, every risk avoided—those are all missed chances for growth.

During my research for the Curiosity Code Index, I ran a poll on LinkedIn asking, “What keeps you from asking questions in meetings?” Fear was a major factor that came up. Fear of looking uninformed, fear of wasting others’ time, and fear of being judged. Fear is reinforced when workplace cultures focus too much on outcomes or perfection. If people feel like they can’t make mistakes or be wrong, they’ll opt for the path of least resistance. And when that happens, innovation suffers.

Start By Modeling Failure As A Learning Tool at Work

To eliminate fear, it starts with everyone. Creating a culture where failure isn’t something to avoid, but something to learn from, is key to shifting the dynamic. I once worked with a team where each weekly meeting started with someone sharing a mistake they made and what they learned from it. It didn’t take long before this practice made it okay to share lessons learned, and the culture began to shift. What used to be feared was now an opportunity for growth.

Think about the last time you left a meeting thinking, “I should’ve spoken up!” People often stay quiet because they’re afraid of looking bad. The best way to normalize curiosity is by asking open-ended questions yourself and showing that it’s okay to challenge assumptions. Try this: At your next meeting, share a recent mistake you made and what you learned from it, then invite others to do the same. This simple act can create a culture where asking questions is seen as a necessary part of the process.

Shift From Blame To Curiosity In The Workplace

It’s human nature to want to assign blame when things go wrong, but that only makes people defensive and deepens fear. Instead, try shifting the focus from blame to curiosity. Ask questions like, “What did we learn from this?” or “What could we try differently next time?” Reframing mistakes as opportunities to grow makes it easier for everyone to explore new ideas and try things they might otherwise avoid.

One team I worked with started holding “fail-forward” sessions after major projects. Instead of pointing fingers, they discussed what didn’t work and brainstormed ways to improve. Over time, this helped build trust and made it easier for everyone to take risks. After your next project, why not hold a fail-forward session with your team? It’ll keep the focus on learning, not on assigning blame.

Create Structures That Encourage Risk-Taking and Innovation

Fear thrives when there’s no clear process for exploring new ideas. One great example of how to encourage risk-taking is Adobe’s Kickbox. It’s a program that gives employees a physical “kickbox” with a $1,000 prepaid credit card, tools, and resources to help them experiment with new ideas. It’s a no-strings-attached initiative that encourages employees to explore ideas without worrying about getting everything perfect from the start.

Pilot projects and innovation sprints work in a similar way, offering a space where new ideas can be tested and adjusted in real time. The beauty of these initiatives is that they show employees that not every idea needs to be perfect right away and that experimentation is part of the process.

Try this: Dedicate 10 minutes of your next meeting to a “What If” brainstorm, where your team can throw out big, bold ideas with no immediate evaluation. Maybe one of those ideas might just be the next game-changer.

Celebrate Effort, Not Just Results To Ensure Innovation

If your culture only rewards success, you’re sending the message that failure isn’t an option. But here’s the truth: innovation depends on risk-taking—and risk doesn’t always lead to immediate wins. Recognizing effort, initiative, and creative thinking—even when the outcomes aren’t perfect—encourages people to keep pushing boundaries.

One leader I interviewed publicly recognized team members who asked tough questions or suggested new ideas, regardless of the outcome. This helped the team focus on progress, not perfection. Try this: At your next meeting, highlight someone who took a creative risk or brought up a bold idea. It’ll reinforce the message that curiosity and experimentation are encouraged and welcomed.

Build Psychological Safety Into Your Workplace Culture

Psychological safety is the foundation of a fear-free workplace. It means that people feel safe taking risks, sharing ideas, and even making mistakes, without fear of judgment or negative consequences. Teams can help create this environment by actively listening, encouraging diverse perspectives, and avoiding dismissive reactions. Even small actions—like rephrasing a team member’s point to show you understand it—can help build trust and make everyone feel more supported.

Some teams find that anonymous feedback tools help identify areas where fear still exists, allowing employees to voice their concerns without feeling vulnerable. Try this: Ask your team, “What’s one thing we’re not addressing that could improve how we work?” A simple question like this can open the door to honest, productive conversations that make people feel heard.

Overcoming Fear: The Best Things To Do Right Now

Want to kickstart the transformation from fear to curiosity? Here’s what can work:

• Normalize mistakes: Share your own failures and what you’ve learned. Show your team that mistakes are a part of the process and lead to growth.
• Encourage open dialogue: Create an environment where everyone feels comfortable speaking up, asking questions, and challenging the status quo. If no one’s talking, innovation can’t happen.
• Celebrate small risks: Reward efforts and initiatives, even if they don’t lead to immediate success. Recognize creative thinking and willingness to try new things.
• Practice vulnerability: Share your own uncertainties and challenges. This fosters a safe space where others feel comfortable doing the same.
• Create opportunities for feedback: Implement regular “fail-forward” sessions where the focus is on learning and improving, not assigning blame.

These steps won’t just eliminate fear; they’ll set the stage for curiosity and innovation to flourish.

From Fear To Innovation In The Workplace

Fear is one of the biggest barriers to innovation, but it’s also one of the easiest to address. By modeling vulnerability, reframing mistakes as learning opportunities, and creating structures that encourage bold thinking, you can build a workplace that fosters innovation. Remember, fear doesn’t just cost you ideas—it costs you trust, engagement, and growth. The best breakthroughs happen when people feel safe to take risks. What will you do today to create a workplace where curiosity thrives and fear is left behind?

This article is part of a series on overcoming the inhibitors of curiosity. In the next installment, you will explore how assumptions, aka that little voice in your head, silently stifle curiosity, innovation, and growth by keeping people stuck in old patterns and outdated beliefs.