well heeled in comfort

Houston neuroscientist turned startup founder takes steps toward comfier shoes

Steffie Tomson founded a company to prioritize comfort — without sacrificing style — for women on the go. Photo via getawaysticks.com

Two and half years ago, native Houstonian Steffie Tomson ordered $2,000 worth of shoes and sliced them all in half with a bandsaw just to see what was inside.

Tomson, a neuroscientist by trade and the founder and CEO of footwear startup Getaway Sticks, had an idea for a different kind of shoe — one that was redesigned to prioritize women’s comfort.

“I thought, ‘why can’t we start with a sneaker material and then build a heel around it?’” she tells InnovationMap. “I started just slicing everyone else’s shoes and now I’m more convinced than ever that our shoe is different.”

Tomson was inspired to design the inaugural shoe for Getaway Sticks after her own struggle with heels, walking in the bustling Texas Medical Center from building to building for meetings. As a mom of two and a problem solver, she knew there had to be a better mousetrap.

“No other shoe offers this type of foam with the height that we offer it,” she says of the wedge-style shoe, which offers a wide toe box, soft suede material and limited height for stability and joint health.

The comfortable wedge is available in several colors. Photo via getawaysticks.com

With her scientist background, she would think about the “cognitive cycles” that get spent in dealing with schedules and matching corresponding footwear.

“’This shoe goes with this outfit, but does this shoe get me from this meeting back from the parking lot? Does it fit with the pant?’ It’s just an infinite decision tree of how to get your wardrobe aligned with the shoes — when all I ever wanted was a capsule collection of shoes that would just work for me all the time,” she says.

Typically, the fashion industry constructs shoes in a very traditional way, she says, and because of this, Tomson was met with much resistance from manufacturers to get the right materials for her prototype.

“I think there’s a lot of money that gets thrown around trying to get women to buy shoes,” says Tomson. “Those may or may not be comfortable. There’s just not enough being poured into getting women to buy shoes that’s really been designed for us with us in mind.”

Getaway Sticks went through the gBETA accelerator last spring, which helped springboard the company and connect Tomson with the local innovation ecosystem.

“There aren’t many people who are making shoes in Houston, but there’s a lot of support for cool ideas and novel thinking here,” she says. I’m glad that I’ve been made aware of them and invited into these groups.”

Now past its first pre-seed phase and prepping for its initial round of seed funding in 2023, Getaway Sticks is looking ahead at its next shoe launch in the coming months — the ballet flat.

“I think that we as women can identify with the fact that we all have a really beautiful pair of heels and they are almost certainly not going to be comfortable,” she says. “And we may have a really comfortable pair of heels, but they are not always the cutest thing in our wardrobe. We always have to kind of flip and decide. I just felt strongly that we needed something to make our lives simpler.”

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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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