Fabulous Friday: Unveiling the Secrets to Success with Tom Legath on ANEW Body Insight Ep 48

Tune in to this Fabulous Friday episode 48 of the ANEW Body Insight podcast, where we sit down with the esteemed physical preparation coach, Tom Legath. Broadcasting from the esteemed City Club Los Angeles, this episode dives deep into Tom’s philosophy of continuous self-improvement and the transformative power of persistent personal development.

Your host, Dr. Supatra Tovar, engages Tom in a thought-provoking conversation about how his voracious reading habits and commitment to learning have profoundly influenced his coaching techniques and life philosophy. Tom discusses the critical importance of adapting and evolving through education, and how these principles can be applied to achieve physical and mental wellness.

Listeners will discover Tom's unique approach to training, which emphasizes injury prevention and tailoring fitness routines to individual needs, ensuring both longevity and effectiveness in physical performance. He shares insightful anecdotes about overcoming challenges and the importance of pushing through adversity with innovative strategies, reinforcing that success often requires experimenting with various methods until you find the right fit for your lifestyle and goals.

For more information about Tom Legath Physical Preparation Coach here are their social media channels link:  https://www.instagram.com/coach.tomlegath/?hl=en,  https://www.tlperformancela.com/about,  https://kingsports.net/huddle-59-chat-with-tom-legath/ 

This episode is a treasure trove of inspiration for anyone looking to enhance their health, fitness, and personal growth through mindful practices and resilience. It's perfect for athletes, fitness enthusiasts, and anyone interested in a holistic approach to wellness that champions lifelong learning as a pathway to success.

Thank you for joining us on this journey to wellness. Remember, the insights and advice shared on the ANEW Body Insight Podcast are for educational and informational purposes only and do not constitute medical advice. Always consult with a healthcare professional before making any changes to your health routine. To learn more about the podcast and stay updated on new episodes, visit ANEW Body Insight Podcast at anew-insight.com. To watch this episode on YouTube, visit @my.anew.insight. Follow us on social media at @my.anew.insight on Facebook, Instagram, TikTok, and Threads for more updates and insights. Thank you for tuning in! Stay connected with us for more empowering stories and expert guidance. Until next time, stay well and keep evolving with ANEW Body Insight!

Transcript

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Welcome to the ANEW Body Insight podcast,


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empowering and inspiring your journey to optimal health.


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Hosted by Dr. Supatra Tovar, clinical psychologist,


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registered dietitian, fitness expert and author of Deprogram Diet Culture:


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Rethink Your Relationship with Food, Heal Your Mind and Live a Diet-Free Life,


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and Chantal Donnelly, physical therapist and author of Settled:


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How to Find Calm in a Stress Inducing World.


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We follow our guests’ journey to optimal health,


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providing you with the keys to unlock your own wellness path.


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Tune in and evolve with us.


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Welcome back everyone to the ANEW Body
Insight podcast.


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We are here for the second half
of our interview with author


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and businessman David Moerlein.


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David gave us some background
on what inspired him to leave


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his, 15 year job at Google and write
a book called The Safety Effect.


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and in this follow up
episode, we're really looking forward


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to learning more about David from David.


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What psychological safety
can do for us in our lives,


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for for ourselves and for our loved ones
and for those we work with.


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So welcome back, David.


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So good to see you again. Thank you.


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So in our last section, you shared with us
that psychological safety


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in the workplace
creates more success in the workplace.


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And you also note in your book
that mistakes are really important


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stepping stones to success.


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Give us a picture of why
mistakes are so important.


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and what kind of role
they play in the workplace.


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Yeah,


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it's interesting because I see when I,


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when I hear this question,


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I, I get this image in my head
of standing in a standing on a stage


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in an auditorium where there's a thousand
people just sitting out there.


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And I ask,
just ask them to raise their hand.


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Anybody raise their hand


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if you have never made a mistake at work.


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How many hands do you think you see? 


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None, 
of course, everybody's made a mistake.


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It's.


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And I think. Chantal,
I saw you lean in.


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Go ahead.


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I'm guessing, like, 50%,


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because 50% of the people
would be totally ready to say yes.


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I made a mistake.


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And then the other 50%
would either be in denial


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that they made a mistake, or they just
wouldn't want to talk about it.


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Oh, Interesting.


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Okay.


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I was, Supatra, I was imagining,


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and Chantal, I really, I appreciate that.


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That, no,


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I just say it's if so I think and it's
then it leads to a conversation.


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So if you have zero then


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most I was hope was hoping it would hope
that most people to be self-aware


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enough to know that they probably made
a mistake at some point in their career,


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and then it would probably apply to 10,000
people or 100,000 people in the room.


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But it's actually a really good call that,


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maybe not
everybody would be that self-aware.


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Maybe half would be feel ashamed, maybe
to say that they’d ever made a mistake.


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And that's


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that's a really good point.


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And then it's worth a conversation.


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Around what leads to that here.


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Like, why are we afraid of mistakes?


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Because


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even if it's 50% of the room,
there's a coin flip.


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If you're going to make a mistake or not,
you know, it's it's very common.


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So, since many of us, if admitted or not,


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have made mistakes in our careers.


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The biggest,


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difference is how we show up afterwards.


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How do we respond in a non
psychologically safe environment?


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If I make a mistake,
I might be really scared to tell people.


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I might just try to hide it.


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I might not tell my manager or tell others
she might be impacted


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because I might just kind of hope
it goes away.


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And that could harm me.


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It could harm the organization,
it could harm the team.


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And a psychologically safe organization
aligned to more of a growth mindset,


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we're much more likely to recognize
and acknowledge


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that mistakes are going to happen,
even if it only happens to half of us.


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Mistakes are going to happen
and it's okay to talk about them.


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So if I make a mistake
in that environment,


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I'm much more likely
right after I recognize the mistake,


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to go talk to my manager and say, hey,
this just happened.


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I'm sorry it happened.


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and, you know,
how can we best work through it together?


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And we are more likely then to arrive
at a better outcome on the other side.


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So we might feel the same things
in both situations.


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We might feel embarrassed.


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We might feel a little bit ashamed.
And that's.


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I think that's kind
of normal human response


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to making a mistake
in a public environment.


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But that response
is going to be very different.


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If it's a psychologically safe space


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where we feel comfortable speaking up
and then acknowledging it,


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and then we can actually use that mistake
to help others avoid it in the future.


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So everybody wins again.


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Absolutely.


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And I think, too, it just comes down
to, you know, day one training


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and you know, how they feel about


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what the job they're actually doing.


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And if it's not perfectly clear
a lot of people are afraid to,


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you know, raise their hand and say, wait,
I don't really understand how to do this.


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Can you explain it again?


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And that leads to the mistakes.


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So I think that so important for day
one for them to, you know,


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have that safety to know that you may not
you may not remember all of this.


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You may not have everything down.


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And it is okay to ask questions,
and it is okay


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to make a mistake, because we know that
that's a part of the learning process.


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And I can tell you
in every psychologically unsafe place


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that I've ever worked in
that was never said never.


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And so there was always this culture
of fear, like, you better get it right.


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And if you don't get it right
the first time,


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you know, we're gonna
we're gonna write you up for that.


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So I think that that's really important.


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And I can I build on that a little?


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Yeah.


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So you you hinted at it some, but,


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that that comfort in
speaking up and saying,


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I cannot remember a process
and I forgot what I'm supposed to do next.


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The leader
then plays such a critical role.


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So if a leader shows up at that moment


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and reprimands
the person and writes them up similar


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to what you were describing, that signals
to the next person who doesn't know


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that you don't come to me.


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We don't talk about these things.


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You go figure it out on your own. Yep.


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If they had responded in a different way
that was accepting and inviting


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and said, okay, here is like,
here's where you can find


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the next step of the process,
I’ll help guide you through it one time.


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You know, if needed, we can do it again.


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Come, let me know.


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That sends a signal to the whole rest
of the team that it's okay


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to speak up and ask, either
from the manager or from peers,


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and it likely would provide
a collective sigh of relief for some


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shoulders might drop
and they might feel a little bit,


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more physically relaxed as well.


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And Chantal, it ties directly into,


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your work.
But it, it would all play together


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and how they show up and it
but the leader can,


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play such a key pivotal role,


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when somebody does speak up to determine
if others will then follow.


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Absolutely.


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I think there's some mythology,
and I don't even know if it's true.


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And I'm not sure if Google was involved
or if it was a different tech company.


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But there is a story about a tech company


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who actually,


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gave raises or extra time off,


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or it was some sort of benefit
to the teams that were making mistakes.


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To kind of, really support those who wanted to,
because they were looking for people


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to be creative and in being creative
and creating new paths.


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You end up making more mistakes.


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And so they were.


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I wish I could I might have been Apple.


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I can't remember which company this was
and if it's even a true story.


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But, I don’t know.


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I don't know the


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tech company,
but in, one of Amy Edmonson’s,


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great books, she calls out the the what


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they discovered when she discovered
psychological safety as a phenomenon


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and began to pursue it for her career.


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one of the things that led her down
that path was when she found,


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I believe it was in the medical field,
the teams that made the most mistakes,


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the teams that were the most successful
and had the most successful outcomes.


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And it was not that
they necessarily made more mistakes,


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but they acknowledge them
and they talked about them.


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So it aligns
very well with the tech conversation


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you were just saying.


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Yeah, yeah, I'll have to look that up
and see what tech company that was.


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And I say their story, but it sounds true.


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It does sound true. Yeah.


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And in the medical world,


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we know that a lot of things
have been discovered via mistakes.


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Right?


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Certain, vaccines and and


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various treatments for diseases
have been discovered by a mistake.


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Yeah.


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So I, we talked a little bit about this


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during our first episode with you, David,
but I wanted to dive a little bit deeper.


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if there was somebody out there
who was working for a corporation


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and they were really invested
in their career at this corporation,


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they were really moving up
the corporate ladder.


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But they were finding that
there was no psychological safety present.


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And, and being implemented
at this corporation.


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Is there something that they can do?


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What kind of advice
would you give to that person?


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Similarly to a lot of other things,
I would


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if I had the opportunity,
I would start with some questions.


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Then I’d want to understand
what drives them. And,


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how do they feel


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as they're working
towards that next level?


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How do they feel when they achieve
that next level?


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And explore some of the thing,
like if money was no object,


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what would they be doing just to try
to uncover what are some of the,


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the intrinsic things that drive them.


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Because those tend to be,
really high, strong motivators for us.


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And what you're describing for somebody
who is just trying to climb


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the corporate ladder, it feels very,
it feels very black and white.


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So it's there's an extrinsic motivator.


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There's rungs of a ladder you climb up.


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And, from an outside perspective,
without context,


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it might feel it might appear that that's
the only thing that they care about.


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so I want to explore a little bit
more with them first to see what


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really drives them.


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And in some


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cases, I know some people
that climb the corporate ladder.


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That's that's all that matters.


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at least that's what they say.


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They don't want to admit
to other underlying things. And,


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I don't think there's necessarily
anything wrong with that


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as long as you're not harming other people


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and they're creating a space
for others to speak up,


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if they don't personally feel
psychologically safe,


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and they don't care,


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I don't know if I would push them
to share more ideas.


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I would,
because it needs to be genuine. And,


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and if it's not genuine,
it's going to show up


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as superficial and and fake.


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so if somebody really, truly only cared,
like their intrinsic motivation


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of the line of their, career climb
the career ladder, I'd say,


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okay, go for it.


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And then I invite them
as they go through that, as they go


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through their career ladder to make sure
they're creating safe spaces for others.


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So if it didn't matter to them,


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then,


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it likely will matter to others
and to make sure


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that they're creating those safe spaces


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to speak up for those in their teams
and those around them.


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On the other end of the spectrum,
if what we find is that they're climbing


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the ladder,


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they're feeling a little bit


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lost in the pathway and they don't feel
psychologically safe, then, that's


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a whole different conversation of like,
how do you feel true to yourself?


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And, welcomed within this environment
at the same time


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as you're climbing. And,
and it could be challenging.


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And so I'd probably lead with that.


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and then I the first thing
I would probably share with them


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is a simple framework
that I have in my book.


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It's called invite, share, listen.


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And it's something that can show up
in, in everything we do. So,


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if they didn't feel psychologically safe


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at work, that could begin to invite,
share and listen.


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And I'll explain this
in a little bit more detail in a moment.


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they could they could do this at home
and just see how it feels to practice


00:13:06:22 - 00:13:09:22
with spouse or friend or family member.


00:13:11:02 - 00:13:15:10
And, and just to start to explore what is,
how does it show up in a conversation?


00:13:15:19 - 00:13:18:19
So, for example,


00:13:18:20 - 00:13:22:17
I could go to my wife and I'm
making this up on the spot, but if,


00:13:23:04 - 00:13:27:19
I could invite a conversation around
how can I better support her as,


00:13:28:17 - 00:13:31:17
as she's a wonderful mom, wonderful wife,
wonderful woman.


00:13:32:11 - 00:13:34:06
And I could say,
how can I better support you?


00:13:34:06 - 00:13:36:19
Knows he's being recorded.
 He's got to say all those things.


00:13:36:19 - 00:13:38:17
Exactly. She's listening.


00:13:38:17 - 00:13:40:01
Oh, yeah.


00:13:40:01 - 00:13:42:22
You guys cut out
all the parts that I say bad things, right? So,


00:13:42:22 - 00:13:44:07
(laughter)


00:13:44:17 - 00:13:45:13
And then


00:13:45:13 - 00:13:48:13
I can give her the space to share, around


00:13:48:13 - 00:13:50:02
what can I do to better support her?


00:13:50:02 - 00:13:50:16
You know,


00:13:50:16 - 00:13:54:04
I can spend more time with the kids,
even though we already split it 5050.


00:13:54:04 - 00:13:57:00
I could clean up after myself more often,
whatever it is.


00:13:57:00 - 00:13:59:23
And I can listen then,


00:13:59:23 - 00:14:02:20
without the intent of being right
about something


00:14:02:20 - 00:14:05:05
or winning an argument
or winning a conversation,


00:14:05:05 - 00:14:08:05
but about truly understanding
the perspective of the other person.


00:14:08:23 - 00:14:13:08
And through that practice,
I might start to develop more of


00:14:13:12 - 00:14:16:23
around the skill set and the confidence
to invite, share and listen.


00:14:17:08 - 00:14:19:24
Create the space for them to share
and then to listen.


00:14:19:24 - 00:14:21:15
And then I could start
to bring that to work.


00:14:21:15 - 00:14:23:06
Then,


00:14:23:06 - 00:14:26:13
for if I have a friend or a confidant
within work,


00:14:26:13 - 00:14:30:03
I could start to practice
and, invite, share and listen with them.


00:14:30:13 - 00:14:32:03
And once I became comfortable with that,


00:14:32:03 - 00:14:35:03
maybe I could even tell my manager,
this is something I'm trying.


00:14:35:06 - 00:14:38:19
Can we start to introduce this
into our one on one conversations?


00:14:39:09 - 00:14:42:12
And so it doesn't necessarily have to be
something that shows up immediately.


00:14:42:12 - 00:14:45:12
And it's hardcore and, you know,
putting a lot of pressure on yourself.


00:14:45:18 - 00:14:48:13
You can kind of build the skill set
as you go


00:14:48:13 - 00:14:52:05
and can like continue in the spaces
where you feel most safe


00:14:52:18 - 00:14:55:15
and hopefully that will open up
other areas of safety


00:14:55:15 - 00:14:57:18
and make you feel more confident
in the conversation,


00:14:58:20 - 00:15:00:23
with others as you climb a ladder.


00:15:00:23 - 00:15:03:11
It doesn't necessarily mean that others
are going to be receptive to it,


00:15:03:11 - 00:15:05:23
and that kind of goes back to
how do you deal with the hierarchy


00:15:05:23 - 00:15:08:22
or like, with leadership
who isn't interested?


00:15:08:22 - 00:15:10:06
And that would bring me back to


00:15:10:06 - 00:15:13:06
tying it into the goals
that they have for themselves.


00:15:14:02 - 00:15:17:11
So I like that to be the change
you want to see, right?


00:15:17:17 - 00:15:18:21
Yeah.


00:15:18:21 - 00:15:19:20
Yeah, yeah.


00:15:19:20 - 00:15:20:08
Yeah.


00:15:20:08 - 00:15:25:10
As a psychologist, I work with,
I think that is one of the primary,


00:15:25:11 - 00:15:29:19
deepest, underlying fears is that,


00:15:30:17 - 00:15:34:06
you know, a client will come to therapy
with that underlying feeling


00:15:34:06 - 00:15:39:01
that they are not safe
in practically everything that they do.


00:15:39:07 - 00:15:42:13
And I think that that comes down
to, you know, their, their primary,


00:15:43:03 - 00:15:45:09
caregivers and their relationship.


00:15:45:09 - 00:15:50:18
And I do a lot with attachments
and attachment theory in, my work,


00:15:51:04 - 00:15:55:03
to help people who come from anything
but the secure attachment,


00:15:55:18 - 00:16:00:07
really understand
and and embody what it feels like


00:16:00:07 - 00:16:05:23
to actually be safe and to be able to heal
those attachment wounds.


00:16:06:05 - 00:16:10:11
And I can imagine that, you know,
and maybe you touch on this in your book,


00:16:10:11 - 00:16:13:12
that it's not just about
psychological safety at work,


00:16:13:18 - 00:16:16:18
it's about psychological safety
in general.


00:16:17:02 - 00:16:21:19
Tell our listeners
how this concept of psychological safety


00:16:22:09 - 00:16:25:19
can be broadened out to a person's life?


00:16:26:06 - 00:16:27:24
Where will it come up?


00:16:27:24 - 00:16:31:00
I'm you know, you just mentioned
relationships, and that's a big one.


00:16:31:21 - 00:16:36:24
But kind of give the listeners a little
picture of what it's like outside of work.


00:16:37:18 - 00:16:38:04
Yeah,


00:16:39:15 - 00:16:41:21
I think it shows up everywhere we are.


00:16:41:21 - 00:16:45:07
And, that's a very generic answer,
but I'll so


00:16:45:22 - 00:16:48:13
I'll bring it back
to something more specific.


00:16:48:13 - 00:16:51:13
Each of us
feel psychological safety differently.


00:16:51:13 - 00:16:54:07
So as a white, straight, upper middle


00:16:54:07 - 00:16:57:07
class, cisgendered,


00:16:57:07 - 00:16:59:04
male.


00:16:59:04 - 00:17:02:04
I am in a very different,


00:17:02:04 - 00:17:05:13
I am more likely
to feel psychologically safe


00:17:05:13 - 00:17:08:13
and have had experienced
psychological safety,


00:17:09:20 - 00:17:11:15
created for me,


00:17:11:15 - 00:17:13:22
both within and outside of work


00:17:13:22 - 00:17:17:20
versus somebody who is from
an underrepresented groups.


00:17:17:20 - 00:17:20:20
I'll say a black trans,


00:17:21:22 - 00:17:23:02
woman,


00:17:23:02 - 00:17:26:02
from a lower socioeconomic,
socioeconomic background


00:17:26:12 - 00:17:29:12
she is likely going to have
they're very likely to have


00:17:29:23 - 00:17:32:14
a very different experience


00:17:32:14 - 00:17:35:14
and that feeling of psychological safety
than I am.


00:17:36:08 - 00:17:40:11
And so and that transcends work
and that shows up in everything we do


00:17:40:15 - 00:17:41:04
and shows up.


00:17:41:04 - 00:17:46:21
When you go to a restaurant or,
you know, just filling your gas


00:17:46:21 - 00:17:51:19
and talking to somebody or it's,
it's in every interaction. And


00:17:53:02 - 00:17:56:02
so that's,


00:17:56:12 - 00:17:59:19
I think it's, it's almost difficult to say
where psychological


00:17:59:19 - 00:18:03:04
safety doesn't exist or where
it doesn't play a role in our lives.


00:18:03:18 - 00:18:08:05
And, it's really important to recognize
then every experience we've had throughout


00:18:08:05 - 00:18:12:13
our whole lives, it has created the safety
that we feel right now.


00:18:13:21 - 00:18:15:23
and we can change that over time.


00:18:15:23 - 00:18:19:10
But acknowledging that and recognizing
that, Chantal and Supatra,


00:18:19:11 - 00:18:21:16
you probably have had different feelings


00:18:21:16 - 00:18:24:16
around psychological safety
than I have in my life.


00:18:25:18 - 00:18:28:18
That that allows us
to have that conversation,


00:18:29:07 - 00:18:32:07
independent of the workplace,
just as us as people.


00:18:32:18 - 00:18:35:18
And how are we showing up
and how are we treating others?


00:18:36:23 - 00:18:38:08
Is that? 


00:18:38:08 - 00:18:39:08
Yes, absolutely.


00:18:39:08 - 00:18:43:11
And I think, you know, it
it does really depend on your background.


00:18:43:11 - 00:18:47:22
It depends on what you were raised,
what kind of environment


00:18:47:22 - 00:18:52:08
you were raised in. What your experiences
have been out in the world.


00:18:52:08 - 00:18:55:15
And I think it is very different
for women, especially women of color.


00:18:55:15 - 00:18:58:23
I can, you know, attest to that,
and so can Chantal.


00:18:58:24 - 00:19:02:08
It's like, what, what are we seeing from


00:19:02:08 - 00:19:05:10
the world of men when we're out in public?


00:19:05:10 - 00:19:08:22
What are we seeing from our childhood
and what we grew up in?


00:19:09:05 - 00:19:13:24
And I think cultivating safety, yes,
it's important


00:19:13:24 - 00:19:18:15
to have that out in, in
and to promote it in the environment.


00:19:18:15 - 00:19:21:22
But we can also create that
within ourselves.


00:19:22:04 - 00:19:26:11
And that can be through a lot
of somatic exercises, a lot of mantra


00:19:26:11 - 00:19:30:16
work, and resetting your nervous system
around the concept of safety.


00:19:30:16 - 00:19:32:23
And I think that that's so valuable.


00:19:32:23 - 00:19:34:20
I do that all the time with my clients.


00:19:34:20 - 00:19:38:00
And I can see,
you know, real true change happening


00:19:38:00 - 00:19:41:13
when you change the
internal environment as well.


00:19:42:12 - 00:19:44:05
That's it.


00:19:44:05 - 00:19:46:00
Yeah. Sorry.


00:19:46:00 - 00:19:48:22
No. You know what I was going to
when we were talking


00:19:48:22 - 00:19:51:22
earlier, the the idea of stress


00:19:52:09 - 00:19:52:23
and everything


00:19:52:23 - 00:19:57:12
that I talk about in my book
and what Supatra often talks about is it's


00:19:57:12 - 00:20:01:24
so parallel and in line with what you talk
about with psychological safety.


00:20:02:08 - 00:20:06:14
As far as it being, you know, outside
of the workplace and in the real world.


00:20:06:14 - 00:20:12:10
I kept thinking about the parent
child dynamic and that hierarchy


00:20:12:10 - 00:20:16:06
that's naturally created and all
and has to be there, quite honestly.


00:20:16:06 - 00:20:16:14
Right?


00:20:16:14 - 00:20:18:16
If especially with young kids


00:20:18:16 - 00:20:23:18
and and how it changes with all of their
different phases from toddler


00:20:23:18 - 00:20:27:10
to middle schooler to teenager,
which is what I've got right now.


00:20:28:04 - 00:20:29:02
Actually, I don't have a teenager.


00:20:29:02 - 00:20:31:08
I have a 20 year
old now, so I have an adult.


00:20:32:21 - 00:20:36:02
And and that relationship and how,


00:20:36:10 - 00:20:40:22
psychological safety is so necessary to help a child,


00:20:41:16 - 00:20:44:16
have the kind of growth and


00:20:44:20 - 00:20:48:20
and happiness and health
that insanity that they need.


00:20:49:09 - 00:20:52:22
And when that's lacking, Supatra talks to people all day long


00:20:52:22 - 00:20:56:14
who had that lacking in their childhood,
you know?


00:20:57:10 - 00:21:00:10
So I'm sure I have a feeling
you're a great dad.


00:21:01:23 - 00:21:04:06
I think, actually,
I think my kids are in the basement.


00:21:04:06 - 00:21:07:06
They're all hiding downstairs to try to,


00:21:07:06 - 00:21:10:03
not alone there with Kelly.


00:21:10:03 - 00:21:12:12
to try to make sure
it's quiet enough for this.


00:21:12:12 - 00:21:15:21
So we could call him up and ask, and
they could give you a genuine response.


00:21:16:23 - 00:21:21:10
I, I would thank you for that.


00:21:21:20 - 00:21:23:19
I'd say I do my best.


00:21:24:23 - 00:21:27:06
But it is something that it shows up,
I think about it


00:21:27:06 - 00:21:30:19
and how I can respond to my kids
and actually want to come back


00:21:30:19 - 00:21:32:20
to something in a minute
around the physical side. But,


00:21:34:13 - 00:21:38:22
the when Cierra
goes to she went to horseback riding camp


00:21:38:23 - 00:21:42:20
and instead of me asking things like,
did you like it?


00:21:43:03 - 00:21:47:02
I try to ask open ended questions that
allow her to explore it a little bit more.


00:21:47:08 - 00:21:50:19
She's not always receptive, but like,
what did you like most about it?


00:21:50:19 - 00:21:52:09
Or how did you feel today?


00:21:52:09 - 00:21:55:22
Or like those types of things
that allowed her to explore and share


00:21:55:22 - 00:21:58:22
what she's feeling versus a
yes no question.


00:21:58:23 - 00:22:00:01
So it does, it,


00:22:00:01 - 00:22:02:18
the stuff that I put in the book
does show up in parenting,


00:22:02:18 - 00:22:05:22
and I have had multiple people ask me
if I'm writing a parenting book next.


00:22:05:22 - 00:22:08:21
And I was like, I don't know
if I'm qualified for that one yet.


00:22:08:21 - 00:22:10:18
Give me some time.
I have a seven and a three year old,


00:22:11:24 - 00:22:15:09
but, give
us some time and maybe that will be next.


00:22:16:17 - 00:22:18:16
I do want to come back to, quickly,


00:22:18:16 - 00:22:21:16
because, Supatra you mentioned the,


00:22:21:22 - 00:22:24:23
the work you can do for,
I think, Chantal,


00:22:25:00 - 00:22:28:09
you also call it out in your book
and earlier in the podcast around


00:22:28:14 - 00:22:32:15
starting with ourselves, that it really is
why I started with ourselves.


00:22:32:15 - 00:22:37:06
Because if we can start to recognize and
control those feelings and if not control,


00:22:37:06 - 00:22:41:02
but like acknowledge and
and give a voice to what we're feeling,


00:22:41:13 - 00:22:44:20
it's such a great starting point
and I'll give a shout out to Chantal.


00:22:44:20 - 00:22:47:20
So the training is that I'm releasing,


00:22:48:06 - 00:22:51:06
the they all kick off with the mind body
exercise,


00:22:52:04 - 00:22:55:05
the, import from Chantal’s great book and,


00:22:56:02 - 00:22:59:13
it helps us to get centered
for that session


00:22:59:22 - 00:23:03:23
and hopefully open our minds
to some new ideas to practice.


00:23:04:06 - 00:23:06:06
So it's just that it all flows together.


00:23:07:10 - 00:23:07:15
Yeah.


00:23:07:15 - 00:23:09:22
Can you
tell us a little bit more about that?


00:23:09:22 - 00:23:13:12
Because you're bringing those workshops
into companies right?


00:23:14:10 - 00:23:15:16
I'm just starting now.


00:23:15:16 - 00:23:21:04
So, for transparency,
given that I split my workweek 5050


00:23:21:04 - 00:23:24:10
with Kelly and I have about 20 hours
a week, which usually ends up


00:23:24:10 - 00:23:26:01
narrowing down to about 15 hours.


00:23:26:01 - 00:23:31:13
So I call out, it's slow moving as I do
this, but, I had a company or, a company


00:23:31:13 - 00:23:35:20
reach out to me, about a month ago
and asked me if I was ready to bring them.


00:23:35:20 - 00:23:38:20
And so I'm leading one session
with them in a couple of weeks.


00:23:39:08 - 00:23:43:06
I'm going to officially announce them,
in, in the next week or two,


00:23:43:06 - 00:23:49:09
but they're seven one hour sessions,
and they range from, what we think.


00:23:49:09 - 00:23:50:23
I think of more around the reflective


00:23:50:23 - 00:23:54:15
and sharing side of psychological safety
around creating connection.


00:23:55:07 - 00:23:58:20
So, like personal storytelling,
the activation of an invite, share,


00:23:58:20 - 00:24:02:12
listen, those sit in a little bit more
on that side of reflection and sharing,


00:24:03:11 - 00:24:04:11
and then go up


00:24:04:11 - 00:24:08:00
through more direct applicability
within the workplace.


00:24:08:15 - 00:24:12:10
One of the sessions around this, around
coaching, one of them is around feedback.


00:24:12:16 - 00:24:16:14
And then I have five more
that will come out in, about six months,


00:24:16:14 - 00:24:17:08
hopefully,


00:24:17:08 - 00:24:20:11
that are even more directly aligned to
how do you run a one on one meeting?


00:24:20:15 - 00:24:22:16
A team meeting?


00:24:22:16 - 00:24:25:16
How do you plan for the year?
Those types of things.


00:24:26:02 - 00:24:29:16
All of them are one hour sessions
designed to prompt a single skill


00:24:30:01 - 00:24:33:22
that should be simple enough
to go and practice immediately afterwards.


00:24:34:15 - 00:24:36:00
within the team.


00:24:36:00 - 00:24:39:00
And the intent is to
then bring that into everyday operations.


00:24:40:18 - 00:24:41:02
Right.


00:24:41:02 - 00:24:42:18
So valuable.


00:24:42:18 - 00:24:45:10
I think that this is so important


00:24:45:10 - 00:24:48:04
to bring into
as many corporations as possible.


00:24:48:04 - 00:24:51:22
So we want to make sure
that these corporations


00:24:51:22 - 00:24:54:23
know about you
because we're almost out of time.


00:24:55:08 - 00:24:58:02
Tell us how we can get a hold of you?


00:24:58:02 - 00:25:00:18
How can we do these workshops?
What's your website?


00:25:00:18 - 00:25:02:09
What's your socials?


00:25:02:09 - 00:25:05:05
All of that.
How do people get ahold of you?


00:25:05:05 - 00:25:05:20
Sounds good.


00:25:05:20 - 00:25:09:13
So I'll lead with email because it's
the place that I check the most.


00:25:09:13 - 00:25:12:12
So Dave, at TheSafetyEffect dot com.


00:25:12:12 - 00:25:13:17
So the same as the book.


00:25:14:18 - 00:25:16:17
The website is the safety


00:25:16:17 - 00:25:20:18
TheSafetyEffect dot com,
and then also on LinkedIn.


00:25:21:01 - 00:25:24:13
So I do my best to post there
at least somewhat regularly.


00:25:24:17 - 00:25:25:12
Thank you.


00:25:26:00 - 00:25:26:20
Yes.


00:25:27:05 - 00:25:29:08
So those are the best ways to reach me.


00:25:29:08 - 00:25:30:14
Wonderful.


00:25:30:14 - 00:25:35:24
Well, we are out of time for this amazing
podcast, David.


00:25:35:24 - 00:25:37:23
This is really valuable.


00:25:37:23 - 00:25:41:11
And we we feel really lucky
that we have you on board


00:25:41:11 - 00:25:45:16
because we cover all sorts
of different aspects of health


00:25:45:23 - 00:25:51:12
and getting, you know, a perspective
on the business world is something that's


00:25:51:12 - 00:25:55:02
really valuable to us that we haven't
been able to have on the podcast yet.


00:25:55:09 - 00:25:56:11
And so we're really,


00:25:56:11 - 00:26:00:01
really grateful to you
and for you writing this book and helping


00:26:00:01 - 00:26:03:19
to promote that psychological safety
in the workplace.


00:26:04:00 - 00:26:07:06
It sounds like you're also doing that
within your family.


00:26:07:14 - 00:26:10:12
And if we can all keep that in mind


00:26:10:12 - 00:26:14:09
as we interact in the world,
how important it is


00:26:14:09 - 00:26:19:10
to create a safe environment
for anyone who we come in contact with.


00:26:19:15 - 00:26:22:21
I think the world would be such
a better place to live.


00:26:23:08 - 00:26:26:05
So thank you, David for joining us.


00:26:26:05 - 00:26:27:11
Thank you so much for having me.


00:26:27:11 - 00:26:28:19
I really appreciate both of you,


00:26:28:19 - 00:26:30:20
and we've been looking forward
to this for a while.


00:26:30:20 - 00:26:32:05
So thank you.


00:26:32:05 - 00:26:33:07
Excellent.


00:26:33:07 - 00:26:37:00
Well, thank you all for tuning into
the ANEW Body Insight podcast.


00:26:37:07 - 00:26:38:02
We look forward


00:26:38:02 - 00:26:42:04
to our next exciting interview
and we really hope you join us next time.


00:26:43:18 - 00:26:44:11
Bye everybody.


00:26:46:14 - 00:26:50:12
Thanks for tuning into the ANEW Body Insight podcast.


00:26:50:19 - 00:26:54:06
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00:26:54:06 - 00:26:57:08
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00:26:57:18 - 00:26:58:20
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