Improvisation is often misunderstood as a performance-only skill reserved for comedians or actors. However, its core principles—especially the concept of “Yes, and”—offer profound lessons for communication, collaboration, and innovation across personal and professional settings. Embracing “Yes, and” encourages openness and curiosity, creating an environment where ideas are built upon rather than dismissed.

Consider how often in work meetings, someone brings up a new idea only to be met with, “Yes, but…” This subtle redirection can stall creativity and stifle collaboration. Research shows that “Yes, but” responses often signal resistance, reinforcing established thinking rather than exploring new possibilities (Klein et al., 2013). Embracing “Yes, and” instead opens up dialogue, allowing multiple perspectives to thrive. This approach aligns with Carol Dweck’s concept of a “growth mindset,” where embracing challenges and learning from them fosters innovation and resilience (Dweck, 2006).

A famous example comes from Pixar, where co-founder Ed Catmull encouraged a “Yes, and” culture to stimulate creative storytelling. Pixar’s “braintrust” meetings exemplify this approach: instead of shutting down risky or unusual ideas, the team builds on them, asking, “What can we add?” This mindset has led to some of the studio’s most groundbreaking films. Catmull has shared that a culture of “Yes, and” is vital for creative problem-solving, as it allows teams to take risks and iterate on ideas without fear of failure.

The Radical Candor framework in the image aligns closely with the philosophy behind Brain Trust meetings, where feedback is given with honesty and respect to foster growth. In braintrust settings, feedback is most effective when it balances “Care Personally” and “Challenge Directly”—the quadrant labeled as “Honest Feedback.” Here, professionals openly share constructive insights without being overly harsh (Obnoxious Aggression) or overly passive (Ruinous Empathy). By using Radical Candor as a guide, teams can cultivate a culture of trust and continuous improvement in their collaborative projects.

Exercise: “Yes, And” Awareness Challenge

To bring this principle into your own life, try the following 24-hour challenge:

1. Observe Conversations: In every interaction—whether at work, with friends, or with family—listen closely for “Yes, but” responses. Pay attention to who says it and in what context.

2. Reflect and Record: Use a notebook or your phone to jot down each instance. Note how the “Yes, but” response impacted the conversation. Did it halt an idea? Did it shut someone down?

3. Consider Alternatives: For each “Yes, but” statement, imagine how a “Yes, and” response could change the tone. Reflect on how adding to an idea rather than diverting from it could foster a more open, engaging conversation.

4. Apply “Yes, And” in Real Time: In your next conversation, consciously replace “Yes, but” with “Yes, and.” Observe how it shifts the dynamic, encouraging more creativity and openness.

This practice isn’t about avoiding constructive criticism or tough questions. It’s about creating space for ideas to be fully explored before they’re critiqued. Just as Pixar discovered, fostering a “Yes, and” culture can lead to transformative ideas and foster an environment where people feel valued and empowered.

In adopting “Yes, and” as a daily habit, you’re not only enhancing your ability to communicate and collaborate—you’re also building a mindset primed for innovation and growth. Whether in personal relationships or high-stakes business settings, saying “Yes, and” is a step toward embracing possibility, supporting others, and expanding the range of solutions at your disposal.