A Cyclist in the Copper Triangle 2024 with her dog:
80 miles at 10,000 ft elevation, and these two make it look easy.
We are all unique, yet we look to others for how to dress, act, and be accepted. We are encouraged ‘to do our own thing,’ yet social media allows others to criticize those who do. We want to belong and yet be respected for what makes us uniquely talented. This is living in polarities. A ‘Yes And’ paradox.
“Yes And’ is a common phrase used in improv theater. Someone starts acting out a story, and another actor steps in and adds their own ‘yes and’ idea to enhance, change, or deepen the storyline. What makes this such a great exercise is many of us live in an either/or thinking paradigm. You get either an A or a B, you pass or fail, you win or lose. This type of thinking has its place, but not when you need to work as a team.
Here's an example.
Lisa and Mark, two senior team members of a thriving marketing firm, had conflicting ideas for a new ad campaign. Lisa wanted a data-driven, reliable approach, while Mark pushed for something bold and creative. Their disagreement stalled the project, with each insisting their idea was best.
Their leader, Sarah, had to step in and decide whether to use Lisa or Mark’s campaign designs. Lisa and Mark were expecting an ‘Either/Or’ decision. Instead, Sarah stepped in with a “Yes And” approach. Instead of choosing sides, she suggested combining the strengths of both ideas: using Lisa’s data-driven strategy as a foundation while incorporating Mark’s creative flair for a fresh twist.
‘Yes And’ is not a weak, compromising approach. It is designed to invite innovation, shake up people’s thinking, and force people to Think Differently.
The result was an exciting new campaign that honored the brand’s legacy while standing out with bold, new visuals. The client loved it, and the project was a success. Sarah’s ability to merge conflicting ideas into a stronger, unified solution also brought Lisa and Mark’s team together to celebrate. This was exciting for everyone.
When people disagree over different approaches, tensions can start to build, and if a resolution isn’t reached, tensions can linger. When ‘Either/Or’ is taken off the table, ‘Yes And’ can bring people to a resolution because both sides are asked to contribute. Mediate.com offers a similar reasoning for diffusing workplace conflict.
“When people can shift and expand their perspective to include different, multiple, rightness and truths, it opens up the possibilities of compassion, acceptance, cooperation, and more creative problem-solving.”
If you think this is strictly a positive message and you think, “Yeah, but…” Linked In supports what you gain by moving away from ‘Yeah, but...’ to ‘Yes And,’ too.
“By adopting "Yes, And..." a discussion promotes positivity that can foster thought and strengthen a sense of community and mutual respect, i.e., an idea can be presented by anyone regardless of role, title, or status. It propels ideas forward, heightening the potential for disruptive innovation.”
I would like to challenge everyone who reads this to use a ‘Yes And’ approach the next time they are challenged to make an either/or decision. See what new ideas emerge. You may be very surprised to find out who offers the innovative ideas you need.
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