Yes, And! With Avish Parashar

What if creativity isn't just about coming up with great ideas, but is actually one of the best ways to become more adaptable, handle uncertainty, and navigate change?

In this episode, I'm joined by Dr. Caroline Brookfield, veterinarian, keynote speaker, and author of The Reluctant Creative: 5 Effortless Habits to Expand Your Comfort Zone.

Caroline believes we're all creative, even if we don't think of ourselves that way. And she makes a compelling case that practicing creativity can help us become more comfortable with ambiguity, make better decisions, and approach change with greater confidence.

We talk about why fear of judgment holds so many people back, how to deal with your inner critic (Caroline has actually named hers Todd!), and why giving your brain permission to wander might be more productive than constantly trying to stay busy.

We also explore Caroline's DANCE framework, five practical habits anyone can use to become more creative, curious, and adaptable.

As an improviser, I found a lot of connections between Caroline's ideas and my own "Yes, And!" philosophy. And I especially loved our discussion about how curiosity can help us move past knee-jerk reactions and become better problem solvers, leaders, and collaborators.

If you've ever thought, "I'm just not a creative person," or found yourself struggling with uncertainty and change, this episode is for you.

• Everyone is creative. Creativity isn't limited to art or performance. It's a fundamental part of solving problems and navigating everyday life.

• Creativity builds adaptability. Practicing creativity in low-stakes situations can help you become more comfortable with uncertainty when the stakes are higher.

• Fear of judgment is normal, but it doesn't have to stop you. Learn how Caroline handles her inner critic by giving it a name rather than fighting it.

• Daydreaming has real value. Creating space for your mind to wander can help you discover connections and solutions you might otherwise miss.

• Novelty fuels new ideas. Trying unfamiliar things gives your brain more experiences to draw upon when solving problems.

• Curiosity can interrupt judgment. Instead of immediately reacting to an idea you disagree with, try asking, "Tell me more about that."

• Create first, edit later. Separating idea generation from evaluation can unlock more creative possibilities.

• Small steps matter. You don't have to transform your life overnight to build a more creative and adaptable mindset.

• Caroline Brookfield's website: https://carolinebrookfield.com/

• Caroline's book, The Reluctant Creative: https://carolinebrookfield.com/the-reluctant-creative/

• Connect with Caroline on LinkedIn: https://www.linkedin.com/in/carolinebrookfield/

• Caroline's creativity resources: https://carolinebrookfield.com/get-started/

• Learn more about Avish's speaking and training programs: https://avishparashar.com/

This week's episode of Say Yes, And is a little different - because I'm giving up the host's chair.

Recently, I joined Jodi Grinwald on her Today is the Day Changemakers podcast, along with guest co-host Fred Wasiak of Humanics Consulting. Jodi was kind enough to let me share that conversation here, which gives me the opportunity to introduce you to her work while also letting you hear a side of me that doesn't always come out when I'm the one asking the questions.

And we covered a lot of ground.

We talk about my journey from a quiet, introverted kid to engineer, improv comedian, and professional speaker; why the principles of improv apply far beyond comedy; and how switching from "Yes, but" to "Yes, and" can change the way we approach leadership, creativity, uncertainty, and change.

But we also get more personal.

I talk about my own struggles with approval seeking, distraction, social media, and the strange power one negative comment can have even when it's surrounded by a hundred positive ones. We explore why I've been intentionally trying to spend more time feeling bored, awkward, rejected, and frustrated—and why those uncomfortable states may actually be essential to creativity, growth, connection, and meaningful work.

We also dig into why leaders often focus too much attention on vocal resistors while overlooking the much larger group of people who have simply become disengaged, why creativity often appears only after we start creating, and why one of the most important leadership skills may be the willingness to let go of your own idea and genuinely explore someone else's.

If you've ever found yourself procrastinating because you're uncomfortable, resisting a change because you don't know exactly where it will lead, or saying "Yes, but" to an idea before you've really explored it, there's something in this conversation for you.

And be sure to check out Jodi and Today is the Day Changemakers. I'll be turning the tables again when Jodi joins me as a guest on Say Yes, And in a future episode.

• Get comfortable with discomfort. Boredom, awkwardness, rejection, and frustration aren't necessarily signals to stop. They can be signs that you're doing something that requires growth.

• "Yes, but" is a brake; "Yes, and" is an accelerator. Changing your default response can open possibilities in leadership, communication, innovation, and change.

• Boredom creates room for creativity. Constant stimulation makes it easy to escape the uncomfortable space where new ideas often emerge.

• Creation begets creation. Sometimes you won't think your way into the next great idea—you have to start creating before the ideas arrive.

• Don't wait until you have the entire path figured out. In uncertain situations, take a small step, learn from what happens, and adjust.

• Engage the disengaged. Leaders can spend enormous energy trying to convince their loudest resistors while overlooking the quieter people who could potentially be re-engaged.

• Let go and get curious. Strong leadership doesn't mean having every answer. Sometimes it means temporarily setting aside your own idea long enough to genuinely explore someone else's.

• Say "Yes, And" to yourself first. Before you can create a more collaborative, adaptable culture around you, pay attention to all the ways you may be shutting down your own possibilities.

• Avish Parashar: AvishParashar.com

• Say "Yes, And!" to Change: YesAndToChange.com

• Jodi Grinwald / Today is the Day: TodayIsTheDayLiveIt.com

• Today is the Day Changemakers Podcast: https://todayisthedayliveit.com/podcast

• Humanics Consulting / Fred Wasiak: https://humanicsconsulting.com/index.php/fred-wasiak/

We tend to romanticize innovation as a lightning-strike moment: someone suddenly has a brilliant idea that changes everything.

But what if innovation isn't something you wait for? What if it's something you can deliberately create?

In this episode, I sit down with former Google executive and innovation speaker Steve Lerch, author of INNOVATE: Igniting a Culture of Curiosity and Perpetual Improvement, to explore how leaders can create environments where people continually question assumptions, share ideas, experiment, and improve.

Steve spent nearly a decade at Google, where part of his work involved teaching Google's innovation philosophy to new employees. What I find particularly interesting about his perspective is that he doesn't view innovation primarily as a technology issue. It's a people and culture issue.

We explore the four themes at the heart of Steve's approach—inspiration, curiosity, openness, and structure—and some surprisingly simple ways to put them into practice.

Steve explains why setting an "impossible" 10X goal can generate ideas you'd never discover by thinking incrementally, why labeling something "Version 1" changes the way people think about it, and why sharing unfinished ideas can lead to better collaboration and innovation.

We also talk about psychological safety, Google's famous 20% projects, Paul McCartney brainstorming "Get Back" in front of the other Beatles, and why constraints and structure can actually increase creativity rather than restrict it.

If you're a leader who wants your people to stop defaulting to "this is how we've always done it" and start looking for better ways forward, there's a lot you can take away from this conversation.

• Innovation is a culture, not an event. Rather than waiting for inspiration to strike, leaders can create systems and environments that make innovation more likely.

• Use 10X goals to force different thinking. An impossible goal doesn't always need to be achieved; it can be a brainstorming tool that forces you beyond incremental solutions.

• Label things "Version 1." Treating processes, reports, meetings, ideas, and systems as Version 1 reminds people that they're allowed—and expected—to question and improve them.

• Share ideas before they're perfect. "Brainstorming out loud" lets other people contribute while an idea is still flexible enough to evolve.

• Psychological safety fuels innovation. People stop contributing ideas when they repeatedly feel judged, dismissed, or shut down.

• Seek perspectives outside your expertise. Sometimes the person who knows less about your specific problem can offer precisely the different perspective you need.

• Constraints can increase creativity. The right boundaries, rules, deadlines, and systems can give creative thinking direction instead of limiting it.

• Innovation needs structure. If creativity is always treated as something to do after the "real work" is finished, it probably won't happen.

• Steve Lerch's website: SteveLerch.com

• INNOVATE: Igniting a Culture of Curiosity and Perpetual Improvement: available in hardcover, paperback, audiobook, and eBook through Steve's website: https://www.stevelerch.com/book

What if understanding who you're NOT is actually more important than understanding who you are?

In this episode, I sit down with innovation expert, Hall of Fame speaker, and author Stephen Shapiro for a wide-ranging conversation about innovation, goals, productivity, personality, collaboration, and creating cultures where different types of people can do their best work.

Stephen and I go back more than 20 years — although he probably didn't know it at the time! — and I've followed and learned from his work throughout my speaking career. So I took advantage of this conversation to revisit some of his ideas that have stuck with me over the years.

We talk about his counterintuitive philosophy of "Goal-Free Living," why being called "the laziest person" became a compliment that shaped the way he thinks about work, and why he believes most of the best practices we learn from successful people should probably be ignored.

Then we dive into Stephen's Personality Poker methodology and his new book, You're Not Playing with a Full Deck. Stephen explains how understanding your natural strengths — and, more importantly, what's missing from your "hand" — can help you figure out who you need around you.

I even let Stephen analyze my own Personality Poker results, which leads us into a fascinating conversation about the difference between our innate traits and the traits we learn in order to become successful — and whether some of those learned behaviors can eventually start holding us back.

Finally, we explore how these ideas apply beyond the individual to teams and entire organizations, including how leaders can identify what's missing from their teams, improve collaboration, and create lasting culture change.

• Why Stephen prefers using a "compass" instead of a "map" when thinking about goals and the future

• How to "meander with purpose" while still moving your life and business forward

• Why being "lazy" can actually force you to rethink systems and focus on the work that creates the most value

• Why you should be skeptical of other people's "best practices" — even when their advice is good

• How Personality Poker helps you understand both who you are and who you are NOT

• Why the missing "cards" in your hand can reveal the people you most need to collaborate with

• The difference between innate personality traits and traits you've learned in order to succeed

• Why playing to learned strengths might sometimes pull you away from what naturally energizes you

• How teams can diagnose gaps that are hurting creativity, execution, decision-making, and collaboration

• Why the person who annoys you the most may actually be the person you need the most

• How organizations can move beyond one-time training and create culture change that actually sticks

• Stephen Shapiro: theinnovationspeaker.com

• Personality Poker: personalitypoker.com

• You're Not Playing with a Full Deck book by Stephen Shapiro

• Avish's website: AvishParashar.com

Artificial intelligence is transforming every industry—but how do we make sure we don't automate away the very thing that makes organizations successful: human judgment?

In this episode, I welcome back keynote speaker, employee retention expert, and author Lisa Ryan to discuss her new book, Smart Plant: Aligning AI, Automation, and People. Although the book is written around manufacturing, our conversation quickly expands into leadership, workplace culture, employee engagement, and the role of trust in an AI-powered future.

We explore why AI should be viewed as a tool rather than a replacement for people, how organizations unintentionally erode judgment through a series of small decisions, why psychological safety matters more than ever, and practical ways leaders can introduce automation without losing the experience and wisdom of their teams.

Whether you're leading a manufacturing operation or a knowledge-work team, you'll walk away with practical ideas for embracing technology while keeping people at the center of your leadership.

• AI is most powerful when it enhances human judgment instead of replacing it.

• Human judgment should be treated as organizational infrastructure—not a soft skill.

• Small leadership decisions can quietly erode trust and decision-making over time.

• Veteran employees possess valuable "tribal knowledge" that organizations need to intentionally preserve.

• Psychological safety encourages employees to speak up before problems become crises.

• Before implementing automation, ask "why" repeatedly to uncover the real objective.

• Automate the work employees dislike most before replacing decision-making.

• Introduce AI first in stable, low-risk processes rather than your biggest operational problems.

• Include frontline employees early in technology decisions to increase buy-in and improve outcomes.

• Appreciation and recognition remain powerful leadership tools—even in highly automated workplaces.

• Lisa Ryan's website: https://lisaryanspeaks.com/

• Smart Plant: Aligning AI, Automation, and People: https://a.co/d/05Z0GSHp

• Lisa Ryan on LinkedIn: https://www.linkedin.com/in/lisaryanspeaks/

• Manufacturers Network Podcast: https://www.manufacturers-network.com/

• Avish Parashar: https://AvishParashar.com

• Say Yes, And! to Change: https://a.co/d/0dLj8ppw

One of the biggest misconceptions about networking is that it's about collecting contacts.

My guest this week argues it's about something much deeper: building genuine friendships.

I sat down with business development executive Atul Sood to discuss how authentic relationships have shaped his entire career, from helping McDonald's build technology partnerships to launching startups, navigating personal and professional setbacks, and now thriving as a fractional executive working with multiple companies.

We also dive into practical networking strategies that even introverts can use, why following up matters more than making the perfect first impression, and how openness and authenticity often create opportunities that polished résumés never will.

Whether you're a business owner, leader, salesperson, or simply someone who wants stronger professional relationships, this episode is full of practical ideas you can start using immediately.

• Friendship-first is a powerful business development strategy.

• Treat every new introduction like it could become a lifelong relationship.

• Small, consistent follow-ups are more valuable than one perfect networking interaction.

• Ask new connections who else you should meet.

• Relationships are built through generosity before they create opportunities.

• Authenticity and vulnerability often strengthen professional credibility.

• Difficult seasons don't have to be rushed, sometimes healing requires time.

• Your network becomes invaluable during career transitions.

• Fractional leadership is creating new opportunities for experienced professionals.

• LinkedIn works best when you consistently share value instead of constantly promoting yourself.

• Connect with Atul Sood on LinkedIn: Atul Sood on LinkedIn

• Avish's Book, Say "Yes, And!" to Change: https://SayYesAndToChange.com

• Learn more about Avish Parashar: https://avishparashar.com

What do live television news, improvisation, and organizational leadership have in common?

Quite a bit, it turns out.

In this episode, I sit down with communication expert and former TV news anchor Christina Butler to explore how confidence isn't about being perfect—it's about being prepared, adaptable, and willing to take the next step even when you don't have all the answers.

Drawing on two decades covering breaking news, riots, major court cases, and other high-pressure situations, Christina shares practical strategies that leaders can use to communicate with clarity during uncertainty and change. Along the way, we discover just how similar the worlds of journalism and improv really are.

Whether you're leading a team through change, giving presentations, or simply trying to communicate

• Why confidence comes from experience, not perfection.

• How journalists stay calm under pressure and what leaders can learn from it.

• Why curiosity is one of the most powerful communication skills you can develop.

• How to structure messages so they're clear, concise, and memorable.

• The importance of knowing your audience before you communicate.

• Why leaders should focus on purpose before tactics.

• How repetition builds confidence in presentations and difficult conversations.

• Lessons from improv and journalism about adapting in the moment.

• Practical ways to communicate effectively during organizational change.

• Christina Butler: https://christina-butler.com

• Connect with Christina on LinkedIn: https://www.linkedin.com/in/christinabutler717/

• Learn more about Avish: https://avishparashar.com

• Get a copy of Say "Yes, And!" to Change: https://SayYesAndToChange.com

What happens when you go through 14 reorganizations and 7 managers in just two years?

In this episode, I sit down with my longtime friend Terrence Ryan, a Developer Relations Manager at Google Cloud specializing in AI, to talk about what it really takes to navigate relentless change, without burning out, disengaging, or simply resisting reality.

Terry shares practical strategies he's learned from nearly two decades in tech, including how to manage uncertainty, what leaders get wrong during times of change, and why radical acceptance may be one of the most underrated skills for success.

We also dive into the biggest change facing nearly every industry right now: AI. Terry shares a refreshingly practical take on how to think about artificial intelligence, avoid the hype, and actually start using it in ways that make you more effective instead of more overwhelmed.

Along the way, we also explore improv, adaptability, office politics, empathy, and why learning to say "That's interesting… let me think about it" might be one of the most powerful phrases in work and life.

• A practical strategy for handling uncertainty during organizational change

• How leaders can communicate change without causing unnecessary anxiety

• Why people struggle more with being blindsided than with change itself

• The surprising connection between improv comedy and professional adaptability

• Terry's take on AI: "We're selling power tools, not robots"

• How to start experimenting with AI without getting overwhelmed

• Why empathy may become an even more important skill in an increasingly technical world

• Connect with Terry on LinkedIn

• Learn more about Avish: Avish Parashar Website

• Get Avish's book: Say "Yes, And! To Change.

In this episode I sit down with innovation strategist, improviser, and author Melissa Dinwiddie to talk about her new book, Innovation at Work: 52 Micro-Experiments for Brave Leaders Who Want to Unstick Teams, Spark Ideas, and Build What's Next.

Melissa shares how organizations can build real cultures of innovation—not through giant retreats or complicated systems, but through small, playful, repeatable "micro-experiments" woven into everyday work.

We explore why psychological safety matters, how constraints actually fuel creativity, the hidden danger of perfectionism, and why leaders must create environments where people feel safe enough to experiment, fail, and learn.

As two improv-minded creatives, we also dive into how improvisation principles apply directly to leadership, innovation, and organizational change.

If your team feels stuck, overwhelmed, overly cautious, or trapped in "innovation theater," this episode offers practical ideas you can start applying immediately.

Key Takeaways

• Why innovation often fails inside organizations

• The difference between valuing innovation and practicing innovation

• How "micro-experiments" create sustainable change

• Why psychological safety is foundational for creativity

• The power of constraints in unlocking innovation

• How perfectionism blocks progress and experimentation

• Why "making crap" is essential to breakthrough thinking

• The role of curiosity in leadership and communication

• How playfulness lowers defensiveness and increases engagement

• Why teams underestimate other people's willingness to help

• Melissa Dinwiddie Official Website

• Innovation at Work Book Page

• Melissa Dinwiddie on LinkedIn

• Innovation at Work on Amazon

Today is the day is launch day for my new book, "Say 'Yes, And!' to Change"!!!

You can get it here:

https://SayYesAndtoChange.com

The E-Book is $0.99 during launch week!

Thanks, and keep saying "Yes, And!"