How It Works

When you know how your brain works you can change how you feel, think and act. You learn this by achieving  two core skills, the ability to quickly reduce stress in the moment and the ability to remain comfortable enough with your emotions and act in constructive ways. Together, these core skills help you be both emotionally and socially healthy in the work and home environment.

With these tools provided you can begin to practice emotional health and emotional intelligence. Whether you know it or not emotions are the driving force behind most of what we do.

What you feel, rather then think, is the strongest link you have to your actions and intentions. In the basic sense emotions keep you alive, they steer you in your decision making and without them its impossible to live.

Supportive Development helps with …

  • learning why stress and your emotions matter
  • discover quick stress relief strategies
  • nurture stress with emotional connection
  • become comfortable with all your emotions
  • practice and enjoy the benefits

… helping understand manage and navigate engagement in the workplace

Emotion is an intelligence. Emotions are sensors to inform us of our environment (internal and external) not control us. Stress is an active element of our environment and has healthy characteristics one of which is that it has us be social and yet we turn it into an enemy.

Supportive Development is on a mission to Help Understand Manage and Navigate corporate engagement by re-educating perspective and engaging the very thing we tend to avoid. Stress and Emotion in the workplace can be the very thing which is needed in the workplace when managed and navigated in a healthy way which is the opposite of what is going on in many draining work environments. Supportive Development  refines these human elements in the workplace.

Excited engaged employees become change agents and advocates in their workplace. Walk into an Apple store, REI, MEC and find for yourself that each employee are engaged and cannot say enough about the company, the product and their experience. This can be true for any company and its employees.

Here are a few ideas for influencing and contributing to the grapevine and the word of mouth rather than it happening to you.

Involve others early. Don’t wait to have the perfect and complete answer (unless there are legal or contractual limitations.)

Share the “why” and emphasize the meaning behind the change. Go for commitment, not just compliance.

Minimize the one way formal presentations. They are fine for sharing information, but smaller groups and discussions are needed to build interest and engagement.

Create a word of mouth strategy in your communications plan. Remember the informal ways to help spread the word and build momentum. Think organic sharing, not sequential.

Don’t depend upon cascading communications. It never works. Share, engage and involve from every angle in the organization – not just from the top leaders.

Listen for the real story. Have ways to listen and understand the real opinions and views of those in your organization. Listen and understand. Don’t be afraid to know. The opinions exist even if you haven’t heard.

Communication today is active and powerful and you are part of it.