Each stage builds on the last. Most leadership development stops at awareness. This is where the real work starts.
Not who you are on a good day. What actually happens inside you when the stakes are real.
Once you can see it, you can choose.
Data without context is noise. This is where your results become a story you recognize.
Once you can name it, you can change it.
Now we know precisely what's in your way. We build the skills for the conversations that test you most.
Insight without skill stays insight. This is where it becomes how you lead.
Data first. Then skill.
The WE-I Profile measures your stress response under pressure, not your personality in calm conditions.
The Curiosity Skills and Curious Conversation Framework, the Institute of Curiosity’s proprietary method developed over fifteen years, give you precise skills to act on what the WE-I reveals.
Together, they turn awareness into performance.
Kirsten Siggins has spent fifteen years delivering and refining this system across healthcare, government, law, financial services, and education.
She is the co-author of The Power of Curiosity and co-founder of the Institute of Curiosity — built alongside her mother, Kathy Taberner.
The Power of Curiosity is an Amazon bestseller, translated into Japanese, endorsed by Daymond John.
Kirsten is a TEDx Speaker · Certified Executive Coach · Certified WE-I Practitioner · Certified National Psychological Health and Safety Professional, CMHA
You’re already good. The question is what you’re leaving on the table when the pressure is on.
You can’t improve what you can’t see.
The packages below start there.
You’re capable, and you know it. You also know there’s a version of you that shows up under pressure, and it isn’t your best one. This is where you see it clearly enough to change it.
No boss, no buffer, and your decisions carry the whole business. The pressure is real and it’s constant. When you see how you respond to it, you make clearer calls about money, people, and growth.
You want to invest in your strongest people: high-potentials, new leaders, the ones stepping into bigger roles. Programs inspire them for a month. This starts with data on each person, so the skills they build are specific to them, and they stick.
You’re building a culture, not just managing performance. When one leader stops reacting under pressure, every conversation they lead changes. Multiply that across a senior team, and it shapes whether your best people stay, your best ideas surface, and your culture holds when it’s tested.
The idea of curiosity as a leadership practice started with Kathy Taberner, my mum and co-author of The Power of Curiosity. Together we spent fifteen years turning it into the Curiosity Skills and Curious Conversation Framework. Kathy has since retired; the work continues here.
Leaders who are already good and want to be better, especially when the stakes are high. People who choose this work, not people sent to it. If you’re here because someone told you to be, it’s probably not the right fit yet. If you’re here because you know there’s another level, let’s talk.
It’s data-led from the start. The WE-I Profile measures your internal stress response before a single session, so everything that follows is grounded in what’s actually happening, not anyone’s impression of you, including your own.
DiSC and Myers-Briggs measure personality and communication style in calm, self-reported conditions. The WE-I Profile measures what happens inside you under pressure: the patterns running beneath the surface when the stakes are real.
The Curiosity Skills and Curious Conversation Framework are the Institute of Curiosity’s proprietary method, developed over fifteen years. It’s a simple three-step system for staying regulated, asking better questions, and handling high-stakes conversations under pressure, taught around the conversations that matter most to you.
The core individual work takes about 2–4 hours in the first month. Most leaders see real shifts in the first two sessions. Team engagements are scoped on a discovery call based on team size, goals, and scheduling.
Individual work and WE-I Profiles are virtual. Team workshops are in person; the work is too interactive to lose people to a screen.
Yes. Thirty minutes, and an honest conversation about where you are and whether this is the right fit, in either direction. If it isn’t the right solution for you, Kirsten will tell you.
Leadership Development for High-Pressure Moments.
Curiosity, emotional intelligence, and Curious Conversations for leaders who want to be at their best when it matters most.
Virtual for leaders. In person for teams.
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