November 21, 2025 • 20 mins
In this episode of the Leading & Learning Through Safety Podcast, Dr. Mark French explores the psychological importance of the home-to-work transition (HWT) — the intentional process of mentally and physically unwinding after a workday. Drawing from a recent article in the Journal of Occupational Health Psychology, Mark examines how continuous activation of stress systems throughout the workday requires a deliberate unwinding process to maintain long-term wellbeing.
Mark reflects on his career as a frontline safety professional, often serving as the lone point of responsibility for a 24/7 operation. He highlights the reality many safety leaders face: constant availability, middle-of-the-night calls, and difficulty fully disengaging. He discusses how organizational structures often reinforce this imbalance and argues that leaders must implement clear escalation policies, flow-based decision tools, and supervisor accountability to protect both safety teams and operational continuity.
The episode also explores the research surrounding cognitive, emotional, and physiological recovery — including how poor transition habits can impact rest, alcohol use, and tobacco consumption. Mark emphasizes that unwinding must be intentional, not accidental. Whether through exercise, gaming, nature walks, meditation, or small rituals like grounding at a favorite tree, each person must find their own meaningful method of decompressing.
Ultimately, the episode is a reminder that leaders cannot pour into others if they are continually depleted. To lead effectively — and safely — we must prioritize our own recovery so we can show up fully for the people who depend on us.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:01):
This week on the podcast, I'mmoving into an idea of home to
work transition, and how do wepsychologically disengage to
create a better psychologicalapproach for us at home? Yeah,
it's interesting, and it's alittle bit of a stretch, but
I'll get you there this week onthe podcast.
(00:37):
Welcome to the leading andlearning through safety podcast.
Your host is Dr Mark French.
Mark's passion is helpingorganizations motivate their
teams. This podcast is focusedon bringing out the best in
leadership through creatingstrong values, learning
opportunities, teamwork andsafety. Nothing is more
(00:58):
important than protecting yourpeople. Safety creates an
environment for empathy,innovation and empowerment.
Together, we'll discover meaningand purpose through shaping our
safety culture. Thanks forjoining us this episode and now
here is Dr Mark French,hello and welcome to this
(01:33):
episode of the leading andlearning through safety podcast.
So happy you have joined me asalways. I say this every time,
and I truly mean it. I amhonored to be part of your
podcast rotation this week, ashas been for the past few weeks,
I've come across anotherjournal, journal article that
(01:54):
has caught my attention, and Ithink is very pertinent more to
the safety leadership side. Soif you're a safety person and
traditionally in a safety role,I think this episode is really
going to ring true for you. Ifyou are just a leader who's
(02:14):
looking for better leadershiptools and looking for ways to
improve, and that's your reasonhere to just learn about how do
we make our workplaces betterfor our people? There's still a
lot here for you, I promise. ButI really am going to focus back
on my days as the safety person,the one that was in charge of a
(02:35):
manufacturing site had onesafety person. They ran 24/7 or
sometimes 24 hours, five days aweek, but it was around the
clock, and I was the sole personthat was responsible for it. In
the truth of the matter is, as Icontinue to be Now,
interestingly more in therecruiting world, in my HR role
(02:58):
in my real job. I continue tosee like I see you talk more to
recruiters. I'm seeing more jobpostings that come through. And
when I see your typicalfrontline safety person, it's
still that way. It's still verymuch a they're asking for a
single person to run a 24 hourshift that they have office
(03:22):
hours, but they're on call 24/7they have to pick up the phone.
They have to be there. Yeah,that's still part of the world
of the safety person withsmaller manufacturing sites in
smaller groups. And there's alot to untangle here that I'm
looking forward to, kind ofpulling the thread and looking
at from this idea of home towork transition, or they call it
(03:47):
h, w, T, homework, transition.
So this week, I was flippingthrough the Journal of
Occupational Health Psychology.
This is the October edition, andthere's a great article in here
that's a qualitative, one of myfavorite types of research, a
home to work transitions andpsycho physiological unwinding
(04:09):
from work, a qualitative,episodic approach. So a lot of
words there, as a good journalarticle should have true but
what we're looking at is thathome to work transition and how
beneficial it is to ourphysiological and psychological
(04:30):
well being that there's a lot ofjobs out there, that there's
some that it feels like theynever leave the office. But the
one that I'm most familiar withis the safety professional, the
one that you are expected thatif the phone rings, you pick it
up. 24/7 365, actually once hada plant manager point that out
(04:53):
to me later in my career, when Iwas a little bit more cynical.
Mm. I when I was had the abilityto be a little bit more cynical.
That said that to a lot of hewas said especially to younger
people who were coming into theworkplace, young office people,
young engineers. And he wouldmake it very clear that we are a
24/7 operation, seven days aweek all year. Eat Christmas,
(05:18):
Thanksgiving, we are alwaysrunning, so pick up your phone,
be ready to come back to work.
Get your work done. It was, uh,wow. It was something. I'll put
it that way. In this case,Safety has always been that way
(05:38):
for me. And going back to my toearly on that it was one of
those that the phone rang, youpick it up. And so the reason I
really enjoyed this article isbecause it starts to put light
on. There should be, for thosewho do come home, there should
be something, some way, thatthere's a, like, a true
(06:01):
psychological transition betweenI'm working and I'm home.
There's some circumstances, someother professions I'm going to
use safety, because I know itwell, but I know there's a bunch
of other professions that arethat way too, that can there be
a transition, and how do we getto the point where we can
(06:21):
transition, because there's notemergencies, I hope not for you.
I hope it's not every singlenight getting that call, or
every Saturday, every Sunday,getting those calls, but that's
what I want to talk how do wehelp make that transition? What
leadership principles do we putinto place, how do we become the
(06:42):
influencers to give us a chanceto actually create that home to
work transition? I want to divea little deeper into the kind of
the research here that talksabout this home to work
transition, how important it isfor mental and physical health,
because we can't always be on.
And there's been, I've had someother podcasts where we've
(07:05):
talked about that, where theidea of, can you always be hyper
focused for risk? Becausesometimes the safety policy,
their safety policies, just becareful. No, you can't always be
on and so let's talk about thishome to work transition. It's
(07:26):
actually a recovery method.
Recovery can be viewed as theprocess of psychophysiological
unwinding that is the oppositeof the activation of the system
during expenditure, big words.
But basically, when you stepinto work and you start to
(07:46):
engage in work, you activatesomething. You are activating
the mind. You're activating thebody. You're probably activating
a little bit of stress. Andagain, stress is not bad until
it becomes overwhelming or tooconsistent a little bit of
stress, there's a stress curvethat shows this, that when you
put a little bit of stress, itcreates, like the need, I mean,
(08:09):
when you exercise, that createsstress on the body, but it's a
good stress when you're done,but if you push it way too hard,
it's a bad stress. Same thingwith working, it engages you
activate a little bit of thatstress response, to bring you
into the work, to bring youactive, to turn on the mind,
turn on the body, to get readyfor the work. But then that
(08:30):
other process is the unwinding.
I love the word unwinding. It'slike that you've you've torqued
yourself up throughout the daycontinuously, like during the
day, you keep turning theratchet and you're getting
tighter. And then as you get tothis home to work transition,
you have to find a way to backit back out. You don't just
(08:52):
release the tension. You don'tjust push the button. It has to
be a process of physicallytaking whatever stress happened
during that day, and unwindingit. And it's an active piece of
work. This is something that Istill struggle with, something
fierce, but it's something I amglad to see it written like
(09:16):
this, and that's why it's thefirst time it really struck me,
is that it has to be a processto unwind yourself from that
activation, because you'recontinually activating
throughout the day as you'reengaging in whatever is
happening on your calendar inthe normal course and scope of
your day. And so how do you takethat process and unwind it and
(09:42):
begin to start to bring thatback out so that you can begin
that rest period knowing thatthere could be more stress
later. Now what I'm reallyfocused on is, what if you can't
fully take that tension out,because you know that call is
going to come later. To thatnight, 2am or, you know, it's
(10:02):
frequently. Could happen, canyou still create that same set
of unwinding? Or can you evenfully un torque? What is created
when you know you have to be on24/7, and my honestly, from what
I can see, it's not exactlyperfect, of course not, but
(10:23):
let's talk more about that onthe second half of the leading
and learning through safetypodcast.
You are listening to the leadingand learning through safety
podcast with Dr Mark Frenchdsda Consulting. Learn you lead
others. The Myers Briggs TypeIndicator is an amazing tool.
(10:44):
Problem is that it can be easilymisinterpreted. Dr Mark French
is MBTI certified and ready tohelp you discover your inner
strengths. The MBTI assessmentcan help with team building,
stress management,communication, conflict,
management, and so much more,individual and group sessions
are available to help youdiscover what makes you great.
(11:06):
For more information, visit uson the web at TS da
consulting.comWelcome back to the second half
of the leading and learningthrough safety podcast. So
continue our discussion onthat's home to work transition.
And this study takes a fewepisodic episodes and looks at
(11:27):
heart rate variation, studiesit, and how that unwinding. But
what I really found interestingwas some of the background work
they did to get us there and tolook at like restfulness and
emotional demands, cognitivedemands, other items that could
drive different ways of copingwith this lack of home, to work,
(11:51):
transition and so as leaders.
One thing I've heard so manytimes when I've brought up the
fact like gone to a not all thetime, but I hear this
frequently, and I haveencountered it where you bring
up that, you know, this isgetting bad. I'm working 810,
hours a day. I'm getting phonecalls all night, 2am This isn't
(12:16):
working. Like something isbroken here. And the answer is,
like, it's the easiest thing inthe world. Well, that's the
supervisor's job. They should bedoing it. Okay, yeah, because
they should have it shouldn't bea safety issue. Happens and I
pick up the football and I puntit to safety. There has to be
(12:36):
that I can handle it. And thenI'll leave the information for
safety to know what I'll put itin. I'll take care of it. I'll
do something with it, until it'sit's handled, unless it's
significant, like escalationstyle, that is where we create
some peace, is through thatprocess. Now, what does that
require? One an escalationpolicy. And I love a good flow
(13:01):
chart. I love a good flow chart.
No surprise probably, of showingthat if this happens, do this,
if this happens, do this, ifcommon things that will come up
in a supervisor's night, how doyou report it? How do you
document it? Here's a templatethat takes time, though, and
that takes energy to createthat, then what do you need? You
need training, and then you needaccountability. You've got to
(13:24):
have commitment from themanagement that says, Yes, we
will follow this. And if they'renot following it, we'll talk to
them, we'll coach them, not thatthey should be punished for
contacting safety. I would neversay that. I would much rather be
contacted and answer a questionand help someone out than not.
But what I don't want is someonewho just wants to escape
accountability or escape theresponsibility of being a
(13:47):
supervisor. We can't escapethat. That's part of being a
leader, and so sometimes that'scoaching that says you have to
own it. This is your team. Youown it. You go with it. So if we
can create those things, then,then do we actually begin to
create up a system where, yeah,we're never completely, like,
(14:10):
off the clock, because,goodness, we never want the
worst thing to happen. But canit? Yeah, we can get that call.
It can happen, and we try to puteverything in place that will
prevent it, but yet, yes, thatcall can happen at 2am sometimes
it's easy, sometimes it's not,but we can begin that unwinding,
(14:32):
because that unwinding is veryimportant. And in the study,
they look at things like, areyou able to recover cognitively,
emotionally, and I like the factthat they also look at tobacco
use and alcohol consumption aspart of the study and how it's
affected by this home to worktransition. Or are you able to
transition in a way that is bodypositive, psychologically
(14:56):
positive? What does that? Theydon't really go into the the
process thereof, orrecommendations of that. But
there are some recommendationsout there of ways to unwind, and
there's not going to be a oneway fits all, a one size fits
all. Approach to doing this. Itreally depends on what you
(15:19):
enjoy. Are you an exerciseperson? Are you a video game
person? Are you a nature Walker,deep breathing, yoga person, the
key is, is exploring withinyourself. How do you make that
transition? It has to beintentional. You're not
naturally going to unwind from awork day without intention to
(15:44):
unwind from the work day. I'veeven heard of one psychologist
that recommended that wastalking about this issue, and
recommended that like someonehad a tree outside, and it was a
big old tree that had beenaround their property for years.
And basically, they would walkup to that tree before they went
in the house, they put theirhands on it, and they would
(16:06):
ground themselves. They justimagined, like did the
intentional mind to work thatwould say, I'm giving you the
stress from today. I'm lettingit ground out, back to back to
the earth, and I'm going to goin my home now and enjoy my
family. And that was their wayof being able to create it was
very quick home to worktransition. Maybe that's all
(16:29):
they needed, but it was thatintention of I am here and
letting it go. So there has tobe a methodology that we use as
leaders, because we are on andself care is important. I never
want to forget that. As we areprotecting others and we are
watching out for the best needsof others. As good leaders, we
(16:50):
also have to make sure we aredoing okay so we can perform
that job. And that's notselfish, and sometimes it comes
across that way, that oh, well,that's no, it's not. It's
something that's necessary forus to be able to recover enough
to be able to do the work we do,no matter what that work is. If
you're a leader, you have arequirement to take care of the
(17:15):
people around you that isinherently what a leader does.
And so to do that, we have to beprepared to be able to do that.
And this unwinding process, thishome to work transition, is so
critical. And this was a greatreminder of looking at this
brand new research that exploresthis idea of, how do we actuate,
(17:36):
to go into work, how do weunwind? This is my reminder to
you to think about yourintention between work and home.
What is your intention? How doyou take a little bit of time
and begin to unwind the day sothat you can let yourself rest
and enjoy what you do outside ofwork, because that's why we
(18:00):
work. It's for those around us.
It's for the things we dooutside of work. It's for all
those wonderful things aroundus. So as we exit this episode
about home to work transition,think about what you like to do
and make it intentional. Don'tmake it just an absent thing,
because I've done that in thepast, and one of my faults is
(18:24):
walking in and just blanklyplaying video games for hours
and hours and hours. There wasno intention of playing for a
little bit and then letting thatbe my unwinding. There has to be
an intention. So I ask you, aswe close out this episode, think
about your intention on how youunwind from a work day. Thanks
for joining me on this episode.
I've really enjoyed it, anduntil next time we chat, stay
(18:46):
safe.
Thank you for listening to theleading and learning through
(19:06):
safety podcast. More content isavailable online at www dot tsda
consulting.com all the opinionsexpressed on the podcast are
solely attributed to theindividual and not affiliated
with any business entity. Thispodcast is for informational and
(19:28):
entertainment purposes. It isnot a substitute for proper
policy, appropriate training orlegal advice. You
(19:55):
i This has been the leading andlearning through safety podcast.
This week on the podcast, I'mmoving into an idea of home to
work transition, and how do wepsychologically disengage to
create a better psychologicalapproach for us at home? Yeah,
it's interesting, and it's alittle bit of a stretch, but
I'll get you there this week onthe podcast.
(00:37):
Welcome to the leading andlearning through safety podcast.
Your host is Dr Mark French.
Mark's passion is helpingorganizations motivate their
teams. This podcast is focusedon bringing out the best in
leadership through creatingstrong values, learning
opportunities, teamwork andsafety. Nothing is more
(00:58):
important than protecting yourpeople. Safety creates an
environment for empathy,innovation and empowerment.
Together, we'll discover meaningand purpose through shaping our
safety culture. Thanks forjoining us this episode and now
here is Dr Mark French,hello and welcome to this
(01:33):
episode of the leading andlearning through safety podcast.
So happy you have joined me asalways. I say this every time,
and I truly mean it. I amhonored to be part of your
podcast rotation this week, ashas been for the past few weeks,
I've come across anotherjournal, journal article that
(01:54):
has caught my attention, and Ithink is very pertinent more to
the safety leadership side. Soif you're a safety person and
traditionally in a safety role,I think this episode is really
going to ring true for you. Ifyou are just a leader who's
(02:14):
looking for better leadershiptools and looking for ways to
improve, and that's your reasonhere to just learn about how do
we make our workplaces betterfor our people? There's still a
lot here for you, I promise. ButI really am going to focus back
on my days as the safety person,the one that was in charge of a
(02:35):
manufacturing site had onesafety person. They ran 24/7 or
sometimes 24 hours, five days aweek, but it was around the
clock, and I was the sole personthat was responsible for it. In
the truth of the matter is, as Icontinue to be Now,
interestingly more in therecruiting world, in my HR role
(02:58):
in my real job. I continue tosee like I see you talk more to
recruiters. I'm seeing more jobpostings that come through. And
when I see your typicalfrontline safety person, it's
still that way. It's still verymuch a they're asking for a
single person to run a 24 hourshift that they have office
(03:22):
hours, but they're on call 24/7they have to pick up the phone.
They have to be there. Yeah,that's still part of the world
of the safety person withsmaller manufacturing sites in
smaller groups. And there's alot to untangle here that I'm
looking forward to, kind ofpulling the thread and looking
at from this idea of home towork transition, or they call it
(03:47):
h, w, T, homework, transition.
So this week, I was flippingthrough the Journal of
Occupational Health Psychology.
This is the October edition, andthere's a great article in here
that's a qualitative, one of myfavorite types of research, a
home to work transitions andpsycho physiological unwinding
(04:09):
from work, a qualitative,episodic approach. So a lot of
words there, as a good journalarticle should have true but
what we're looking at is thathome to work transition and how
beneficial it is to ourphysiological and psychological
(04:30):
well being that there's a lot ofjobs out there, that there's
some that it feels like theynever leave the office. But the
one that I'm most familiar withis the safety professional, the
one that you are expected thatif the phone rings, you pick it
up. 24/7 365, actually once hada plant manager point that out
(04:53):
to me later in my career, when Iwas a little bit more cynical.
Mm. I when I was had the abilityto be a little bit more cynical.
That said that to a lot of hewas said especially to younger
people who were coming into theworkplace, young office people,
young engineers. And he wouldmake it very clear that we are a
24/7 operation, seven days aweek all year. Eat Christmas,
(05:18):
Thanksgiving, we are alwaysrunning, so pick up your phone,
be ready to come back to work.
Get your work done. It was, uh,wow. It was something. I'll put
it that way. In this case,Safety has always been that way
(05:38):
for me. And going back to my toearly on that it was one of
those that the phone rang, youpick it up. And so the reason I
really enjoyed this article isbecause it starts to put light
on. There should be, for thosewho do come home, there should
be something, some way, thatthere's a, like, a true
(06:01):
psychological transition betweenI'm working and I'm home.
There's some circumstances, someother professions I'm going to
use safety, because I know itwell, but I know there's a bunch
of other professions that arethat way too, that can there be
a transition, and how do we getto the point where we can
(06:21):
transition, because there's notemergencies, I hope not for you.
I hope it's not every singlenight getting that call, or
every Saturday, every Sunday,getting those calls, but that's
what I want to talk how do wehelp make that transition? What
leadership principles do we putinto place, how do we become the
(06:42):
influencers to give us a chanceto actually create that home to
work transition? I want to divea little deeper into the kind of
the research here that talksabout this home to work
transition, how important it isfor mental and physical health,
because we can't always be on.
And there's been, I've had someother podcasts where we've
(07:05):
talked about that, where theidea of, can you always be hyper
focused for risk? Becausesometimes the safety policy,
their safety policies, just becareful. No, you can't always be
on and so let's talk about thishome to work transition. It's
(07:26):
actually a recovery method.
Recovery can be viewed as theprocess of psychophysiological
unwinding that is the oppositeof the activation of the system
during expenditure, big words.
But basically, when you stepinto work and you start to
(07:46):
engage in work, you activatesomething. You are activating
the mind. You're activating thebody. You're probably activating
a little bit of stress. Andagain, stress is not bad until
it becomes overwhelming or tooconsistent a little bit of
stress, there's a stress curvethat shows this, that when you
put a little bit of stress, itcreates, like the need, I mean,
(08:09):
when you exercise, that createsstress on the body, but it's a
good stress when you're done,but if you push it way too hard,
it's a bad stress. Same thingwith working, it engages you
activate a little bit of thatstress response, to bring you
into the work, to bring youactive, to turn on the mind,
turn on the body, to get readyfor the work. But then that
(08:30):
other process is the unwinding.
I love the word unwinding. It'slike that you've you've torqued
yourself up throughout the daycontinuously, like during the
day, you keep turning theratchet and you're getting
tighter. And then as you get tothis home to work transition,
you have to find a way to backit back out. You don't just
(08:52):
release the tension. You don'tjust push the button. It has to
be a process of physicallytaking whatever stress happened
during that day, and unwindingit. And it's an active piece of
work. This is something that Istill struggle with, something
fierce, but it's something I amglad to see it written like
(09:16):
this, and that's why it's thefirst time it really struck me,
is that it has to be a processto unwind yourself from that
activation, because you'recontinually activating
throughout the day as you'reengaging in whatever is
happening on your calendar inthe normal course and scope of
your day. And so how do you takethat process and unwind it and
(09:42):
begin to start to bring thatback out so that you can begin
that rest period knowing thatthere could be more stress
later. Now what I'm reallyfocused on is, what if you can't
fully take that tension out,because you know that call is
going to come later. To thatnight, 2am or, you know, it's
(10:02):
frequently. Could happen, canyou still create that same set
of unwinding? Or can you evenfully un torque? What is created
when you know you have to be on24/7, and my honestly, from what
I can see, it's not exactlyperfect, of course not, but
(10:23):
let's talk more about that onthe second half of the leading
and learning through safetypodcast.
You are listening to the leadingand learning through safety
podcast with Dr Mark Frenchdsda Consulting. Learn you lead
others. The Myers Briggs TypeIndicator is an amazing tool.
(10:44):
Problem is that it can be easilymisinterpreted. Dr Mark French
is MBTI certified and ready tohelp you discover your inner
strengths. The MBTI assessmentcan help with team building,
stress management,communication, conflict,
management, and so much more,individual and group sessions
are available to help youdiscover what makes you great.
(11:06):
For more information, visit uson the web at TS da
consulting.comWelcome back to the second half
of the leading and learningthrough safety podcast. So
continue our discussion onthat's home to work transition.
And this study takes a fewepisodic episodes and looks at
(11:27):
heart rate variation, studiesit, and how that unwinding. But
what I really found interestingwas some of the background work
they did to get us there and tolook at like restfulness and
emotional demands, cognitivedemands, other items that could
drive different ways of copingwith this lack of home, to work,
(11:51):
transition and so as leaders.
One thing I've heard so manytimes when I've brought up the
fact like gone to a not all thetime, but I hear this
frequently, and I haveencountered it where you bring
up that, you know, this isgetting bad. I'm working 810,
hours a day. I'm getting phonecalls all night, 2am This isn't
(12:16):
working. Like something isbroken here. And the answer is,
like, it's the easiest thing inthe world. Well, that's the
supervisor's job. They should bedoing it. Okay, yeah, because
they should have it shouldn't bea safety issue. Happens and I
pick up the football and I puntit to safety. There has to be
(12:36):
that I can handle it. And thenI'll leave the information for
safety to know what I'll put itin. I'll take care of it. I'll
do something with it, until it'sit's handled, unless it's
significant, like escalationstyle, that is where we create
some peace, is through thatprocess. Now, what does that
require? One an escalationpolicy. And I love a good flow
(13:01):
chart. I love a good flow chart.
No surprise probably, of showingthat if this happens, do this,
if this happens, do this, ifcommon things that will come up
in a supervisor's night, how doyou report it? How do you
document it? Here's a templatethat takes time, though, and
that takes energy to createthat, then what do you need? You
need training, and then you needaccountability. You've got to
(13:24):
have commitment from themanagement that says, Yes, we
will follow this. And if they'renot following it, we'll talk to
them, we'll coach them, not thatthey should be punished for
contacting safety. I would neversay that. I would much rather be
contacted and answer a questionand help someone out than not.
But what I don't want is someonewho just wants to escape
accountability or escape theresponsibility of being a
(13:47):
supervisor. We can't escapethat. That's part of being a
leader, and so sometimes that'scoaching that says you have to
own it. This is your team. Youown it. You go with it. So if we
can create those things, then,then do we actually begin to
create up a system where, yeah,we're never completely, like,
(14:10):
off the clock, because,goodness, we never want the
worst thing to happen. But canit? Yeah, we can get that call.
It can happen, and we try to puteverything in place that will
prevent it, but yet, yes, thatcall can happen at 2am sometimes
it's easy, sometimes it's not,but we can begin that unwinding,
(14:32):
because that unwinding is veryimportant. And in the study,
they look at things like, areyou able to recover cognitively,
emotionally, and I like the factthat they also look at tobacco
use and alcohol consumption aspart of the study and how it's
affected by this home to worktransition. Or are you able to
transition in a way that is bodypositive, psychologically
(14:56):
positive? What does that? Theydon't really go into the the
process thereof, orrecommendations of that. But
there are some recommendationsout there of ways to unwind, and
there's not going to be a oneway fits all, a one size fits
all. Approach to doing this. Itreally depends on what you
(15:19):
enjoy. Are you an exerciseperson? Are you a video game
person? Are you a nature Walker,deep breathing, yoga person, the
key is, is exploring withinyourself. How do you make that
transition? It has to beintentional. You're not
naturally going to unwind from awork day without intention to
(15:44):
unwind from the work day. I'veeven heard of one psychologist
that recommended that wastalking about this issue, and
recommended that like someonehad a tree outside, and it was a
big old tree that had beenaround their property for years.
And basically, they would walkup to that tree before they went
in the house, they put theirhands on it, and they would
(16:06):
ground themselves. They justimagined, like did the
intentional mind to work thatwould say, I'm giving you the
stress from today. I'm lettingit ground out, back to back to
the earth, and I'm going to goin my home now and enjoy my
family. And that was their wayof being able to create it was
very quick home to worktransition. Maybe that's all
(16:29):
they needed, but it was thatintention of I am here and
letting it go. So there has tobe a methodology that we use as
leaders, because we are on andself care is important. I never
want to forget that. As we areprotecting others and we are
watching out for the best needsof others. As good leaders, we
(16:50):
also have to make sure we aredoing okay so we can perform
that job. And that's notselfish, and sometimes it comes
across that way, that oh, well,that's no, it's not. It's
something that's necessary forus to be able to recover enough
to be able to do the work we do,no matter what that work is. If
you're a leader, you have arequirement to take care of the
(17:15):
people around you that isinherently what a leader does.
And so to do that, we have to beprepared to be able to do that.
And this unwinding process, thishome to work transition, is so
critical. And this was a greatreminder of looking at this
brand new research that exploresthis idea of, how do we actuate,
(17:36):
to go into work, how do weunwind? This is my reminder to
you to think about yourintention between work and home.
What is your intention? How doyou take a little bit of time
and begin to unwind the day sothat you can let yourself rest
and enjoy what you do outside ofwork, because that's why we
(18:00):
work. It's for those around us.
It's for the things we dooutside of work. It's for all
those wonderful things aroundus. So as we exit this episode
about home to work transition,think about what you like to do
and make it intentional. Don'tmake it just an absent thing,
because I've done that in thepast, and one of my faults is
(18:24):
walking in and just blanklyplaying video games for hours
and hours and hours. There wasno intention of playing for a
little bit and then letting thatbe my unwinding. There has to be
an intention. So I ask you, aswe close out this episode, think
about your intention on how youunwind from a work day. Thanks
for joining me on this episode.
I've really enjoyed it, anduntil next time we chat, stay
(18:46):
safe.
Thank you for listening to theleading and learning through
(19:06):
safety podcast. More content isavailable online at www dot tsda
consulting.com all the opinionsexpressed on the podcast are
solely attributed to theindividual and not affiliated
with any business entity. Thispodcast is for informational and
(19:28):
entertainment purposes. It isnot a substitute for proper
policy, appropriate training orlegal advice. You
(19:55):
i This has been the leading andlearning through safety podcast.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
My Favorite Murder with Karen Kilgariff and Georgia Hardstark
My Favorite Murder is a true crime comedy podcast hosted by Karen Kilgariff and Georgia Hardstark. Each week, Karen and Georgia share compelling true crimes and hometown stories from friends and listeners. Since MFM launched in January of 2016, Karen and Georgia have shared their lifelong interest in true crime and have covered stories of infamous serial killers like the Night Stalker, mysterious cold cases, captivating cults, incredible survivor stories and important events from history like the Tulsa race massacre of 1921. My Favorite Murder is part of the Exactly Right podcast network that provides a platform for bold, creative voices to bring to life provocative, entertaining and relatable stories for audiences everywhere. The Exactly Right roster of podcasts covers a variety of topics including historic true crime, comedic interviews and news, science, pop culture and more. Podcasts on the network include Buried Bones with Kate Winkler Dawson and Paul Holes, That's Messed Up: An SVU Podcast, This Podcast Will Kill You, Bananas and more.