Fit tech

Houston fitness guru takes her expertise mobile with new app

Lizzie DeLacy, founder of DeLacy Wellness, launched a new platform called Bodypeace offering wellness and exercise tips through the app. Courtesy of DeLacy Wellness

As time spent on mobile devices stretches longer and attention spans get shorter, a Houstonian thinks she has a solution to combine personal technology and a healthy lifestyle.

Lizzie DeLacy, founder of DeLacy Wellness, has launched a new app called Bodypeace that offers workout sessions, recipes, and tips for a healthier lifestyle, but in a different way than consumers might be used to.

"Rather than focusing on really long sessions, though we have a couple in there, we focus on short 5 minute sessions, so anyone can fit movement into their schedule and lifestyle," DeLacy tells InnovationMap. "Additionally, we break it down by body part focus, because oftentimes people don't know necessarily what exact movement or pose or stretch they might need."

DeLacy worked as a private fitness instructor for years before deciding to create the Bodypeace app to make her coaching and practices accessible to more people. Her goal is to help as many people as possible feel better so they can grow to be the best version of themselves, referring to this concept as "Eventual Energy."

The Bodypeace app, which launched on iTunes and Google Play on July 17, allows users to filter by body part, choosing between an all body session, or focus on a specific spot such as hamstrings, hips, back, shoulders, and more.

"In my experience as a yoga instructor, I saw that these are pain points for a lot of people," says DeLacy.

The app tailors content for the user by asking a series of questions about workout habits, and lifestyle. There is a free trial period for users to explore the app, as well as paid options, $17.99 a month or $119.99 a year.

"The busier people get the less they want to spend time in their cars or pay the fees that are associated with gym memberships, and having the ability to do something from the comfort of your own home or on demand that fits your schedule," says DeLacy. "I think it's really appealing to a lot of people, myself included."

DeLacy shares that many fitness apps out there geared towards getting a six pack or losing weight can be intimidating to those that have never worked out before or have an injury that they're recovering from. She designed her app to be accessible for all fitness levels, ages, and genders.

"The content on Bodypeace is really for the athletes and the 'never-evers' alike," DeLacy tells InnovationMap. "There is a whole group of people that are either new to working out or have never considered it before."

DeLacy founded DeLacy Wellness in 2016, a year after she moved to Houston. DeLacy is a certified yoga instructor and holds a health coaching certification. The company, which is privately funded, has two full-time staff, DeLacy and her partner and COO Jack Martin, two advisory board members, two instructors, and one community contributor.

DeLacy tells InnovationMap that on the community portion of the Bodypeace app, there is a lot of free information available for users to test the content. DeLacy and her team hope to connect wellness content creators and contributors with people who are looking for information to feel and live better.

"We're hoping to create a platform where you're doing movement and you're also going to learn about movement, nutrition, mental health, and other topics dealing with wellness," says DeLacy.


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Building Houston

 
 

Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.

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