In this HRchat episode, we focus on human creativity in its many forms and some ways of bringing that to life and in a corporate setting.

Bill's illustrious guest is 5-time tech entrepreneur, New York Times Bestselling Author, America’s Top Innovation Keynote Speaker, and world-renowned creativity expert, Josh Linkner.

Since 2007, Josh has delivered more than 1,000 keynotes, mostly on how to stimulate more creativity in organizations that will produce meaningful results, such as better problem-solving to overcome obstacles.

Josh recently released his latest book, Big Little Breakthroughs: How Small, Everyday Innovations Drive Oversized Results. Josh’s desire in writing Big Little Breakthroughs is to help everyday people become every day innovators. He spent over 1000 hours of research finding real-world stories of everyday innovators in all walks of life.

In his book, Josh builds a specific and practical system that helps develop one's  “creativity muscles.”

Questions include:

• The Great One, Wayne Gretzky, famously said “You miss 100 percent of the shots you never take.” You've suggested that fear, not a lack of natural talent, is the biggest blocker of creativity. How does fear hold us back?
• Brainstorming is a "great exercise to yield mediocre ideas. Role-storming is a simple technique that completely removes the fear." Tell our listeners about the concept of role-storming and ways the character acting approach it takes can bring innovation to organizations.
• How can leaders encourage their employees to be creative? What's involved in creating a culture of innovation?
• You suggest that when people are "kicking around new ideas", they shouldn't actually call them 'ideas', because an idea itself, in theory, is ready for scrutiny. Instead, you explain, we should first think of them as a spark. What's the difference and why does it matter in the context of moving the need within an organization?
• You believe everyone has "dormant creative capacity". What can leaders and HR teams do to better to identify and encourage a willingness in certain employees to share their ideas?
•  How can we encourage leaders and HR t

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