How To Challenge Assumptions And Unlock Your Team’s Potential At Work

What’s holding your team back from reaching its full potential? It’s not always a lack of talent or resources—it’s assumptions. You know, that little voice in your head that tells you things are one way, even though they might not be. Assumptions are silent blockers that stifle curiosity, innovation, and growth. They keep everyone stuck in old patterns and outdated beliefs. Whether it’s a deeply ingrained process (“We’ve always done it this way”) or an untested belief (“That won’t work for us”), assumptions create blind spots.

This article is the second 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. In the first article, we discussed how fear holds teams back. Today, let’s dive into assumptions—how they limit creativity and problem-solving, and how challenging them can lead to growth and innovation.

Why Assumptions At Work Hold Us Back From Unlimited Potential

Assumptions are comfy. They simplify decision-making by letting you rely on past experiences or untested beliefs. But, here’s the catch: that convenience comes at a cost. By accepting assumptions as truths, it’s easy to close yourself off from new possibilities. For instance, a marketing team might assume a target audience isn’t interested in a product feature, just because similar ideas didn’t work before. Without revisiting that belief, they could miss new trends or shifting customer needs.

The real problem? Assumptions feel like facts. Phrases like “We’ve tried that, and it didn’t work,” or “This is what customers expect,” often go unchallenged. And that’s where opportunities slip through the cracks.

Uncover The Assumptions Blocking Progress In The Workplace

To address assumptions, you need to bring them into the light. It requires intentional questioning and a willingness to see things from alternative perspectives. A great way to start is by asking questions like:

• What do we believe to be true about this decision or process?
• What evidence supports that belief?
• What has changed since this assumption was last tested?

For example, I worked with a team that assumed customers only cared about low pricing. But after challenging that assumption, they conducted a survey and found that customers were actually willing to pay more for added convenience and premium features. This insight allowed them to pivot and successfully expand their offerings.

Try this: At your next team meeting, identify a current strategy or process and ask, “What assumptions are we making about this?” Encourage everyone to explore what might be hiding under the surface.

Leverage Diverse Perspectives From Teams In The Workplace

Teams that lack diversity—whether in thought, background, or experience—are more likely to fall into assumption traps. If everyone shares a similar worldview, it’s easy to overlook blind spots. Including perspectives from outside your team or organization can uncover opportunities or risks you might not have considered.

For instance, I’ve seen organizations send out “how to interview” emails, which can lead to a situation where all potential employees think the same. This can severely limit creativity and innovation. With AI filtering out candidates, it’s more challenging than ever to ensure you’re getting the diverse perspectives needed.

Try this: For your next brainstorming session, consider the impact of bringing in people who don’t necessarily think the same way as the rest of the team. What impact could that have on creativity and outcomes?

Make “What If” A Regular Practice In Brainstorming Exercises

Assumptions often go unchecked because they’re deeply embedded in your team’s routine. Introducing “What If” questions can help your team move beyond those assumptions. For example:

• What if this process could be simplified?
• What if our customers want the opposite of what we think they do?
• What if we invested twice as much in this idea?

By framing these questions as explorations—not criticisms—you open the door to curiosity. One organization I worked with incorporated “What If” sessions into their regular meetings. Over time, they uncovered cost-saving ideas, identified untapped markets, and helped the team think beyond their usual limits.

Try this: Dedicate 10 minutes at your next meeting to “What If” brainstorming. Let the ideas flow freely without immediate evaluation.

Reward Constructive Challenges And Curiosity In The Workplace

When employees question assumptions, they often worry about being seen as negative or disruptive. To combat this, leaders should actively reward constructive questioning and curiosity. This doesn’t mean every suggestion has to lead to change, but it’s about creating an environment where questions are valued—even if they don’t lead to immediate action.

For example, one leader I coached started thanking team members who raised thoughtful questions about ongoing projects. This small shift helped create a culture where curiosity was not just welcomed—it became essential. Over time, it encouraged more open dialogue and creative problem-solving.

Try this: At your next team meeting, acknowledge someone who asked a challenging question or proposed a fresh perspective, regardless of the outcome.

Learn From Past Assumptions To Build Curiosity In Team Members

To build curiosity, teams should also reflect on past assumptions that turned out to be wrong. Revisiting these moments normalizes the idea that it’s okay to challenge beliefs—and that doing so often leads to better outcomes.

I interviewed many CHROs who assumed that their international clients preferred in-person meetings. But during the pandemic, they were forced to shift to virtual communication. What they discovered was surprising: Many clients preferred the convenience of virtual meetings, and the company saved money without losing customer satisfaction. Revisiting this assumption reinforced the value of adaptability.

Try this: Choose one past decision where assumptions were proven wrong. Discuss with your team what was learned and how similar situations could be handled differently in the future.

Overcoming Assumptions: The Best Ways To Get Unstuck At Work

Ready to break free from assumptions and get your team thinking in new ways? Here’s what works:

• Question everything: Make it a habit to ask, “What assumptions are we making about this?” Digging into assumptions opens the door to fresh perspectives and helps identify blind spots.
• Seek out different viewpoints: Bring in people from outside your typical team circle. The best ideas often come from the most unexpected sources.
• Ask “What if?”: Turn routine thinking upside down with “What if” scenarios. These open-ended questions spark new possibilities and encourage bold thinking.
• Celebrate curiosity: Recognize employees who challenge assumptions, even if their ideas don’t lead to immediate change. It’s about fostering a culture where questioning is encouraged, not penalized.
• Learn from mistakes: When assumptions are proven wrong, use it as a learning opportunity. Reflecting on past missteps helps normalize the process of challenging beliefs.

These steps will help you tackle assumptions head-on, unlock new potential, and keep your team moving forward with a fresh mindset.

From Assumptions To Innovation In A Workplace That Values Curiosity

Assumptions often feel safe because they offer predictability, but they limit what’s possible. By surfacing and challenging these unspoken beliefs, you can unlock your team’s full potential. The key is to foster a culture where questions are encouraged, perspectives are diverse, and curiosity is celebrated.

This article is part of a series on overcoming the inhibitors of curiosity. In the next installment, you’ll dive into how technology—when used correctly—can either inspire innovation or block it when misused. What assumptions are holding your team back, and how will you challenge them?