Skip to main content
All Posts By

David Smith

My name is David Shawn Smith and I am an Atlanta Based Executive and Personal Life Coach who has been in the field of human development for more than 15 years. In addition to my experience I have a B.A. In Communications and Rhetoric and M.S. in Leadership and Coaching and certifications in Executive Coaching and Anger Management.

Oct 21

Navigating the Future of Work: Essential Skills and Continuous Learning

By Uncategorized

Dear Coaching Family,

I am excited to share with you some news about the future of work. I read the latest data and wanted to share with each of you. My goal is to always bring you the latest so you can be equip to make the right decisions for yourself.

As the professional landscape evolves, staying ahead requires a blend of technical expertise and human-centric skills. The World Economic Forum’s Future of Jobs Report 2025 highlights that nearly 40% of core skills are expected to change by 2030, emphasizing the importance of adaptability in the workforce.

​World Economic Forum​

Here are key insights to help you prepare for the future:

1. Embrace Lifelong Learning

With 59% of the global workforce needing reskilling by 2030,

​World Economic Forumit’s crucial to continuously update your skill set. Dedicate time each week to learning through online courses, workshops, or industry publications.

2. Develop Technological Literacy

Technological skills, including AI and big data, networks and cybersecurity, and technological literacy, are projected to grow in importance more rapidly than any other skills in the next five years.

​World Economic ForumFamiliarize yourself with these technologies to enhance your efficiency and decision-making capabilities.

3. Cultivate Human Skills

Skills such as creative thinking, resilience, flexibility, and agility are becoming increasingly important.

​World Economic ForumPractice mindfulness techniques to enhance your adaptability and maintain a positive attitude in the face of change.

4. Participate in Reskilling Programs

With 59% of the global workforce needing reskilling by 2030,

​World Economic Forum take advantage of reskilling initiatives offered by employers or educational institutions to stay competitive in the job market.

By focusing on these areas, you’ll be well-prepared to thrive in the dynamic future of work.

I look forward to 2025!

Best regards,

David

Oct 21

3 Leadership Shifts to Stay Ahead of 2025

By Uncategorized

I hope you are doing well. I have been thinking about leadership and you as of late. Leadership is constantly changing and evolving in this present work environment. And so, I wanted share a few thoughts.

The best leaders don’t just adapt to change but they anticipate it.

  • Focus on inspiring teams, and not just directing them. Tip: Start your next meeting by asking “ What’s one thing we can do better?”
  • Build system,e that all for quick pivots without losing momentum. Tip: Dedicate time this week to review your teams flexibility.
  • Think beyond quarterly goals- what impact do you want to leave? tip: Identify one long-term project that aligns with your values.

    • ​

Let’s stay ahead

Oct 21

3 Leadership Hacks That Actually Work ( No Fluff)

By Uncategorized

Dear Friends,

I just finished diving into Anish Shah’s talk at the HBR Leadership Summit (yes, I’m that person that nerds out on these types of gatherings). His advise wasn’t the usual “work harder” nonsense. Instead, he shared three actually useful rules for leading smarter.

Since I know you are busy, here’s the condensed version with zero jargon:

DO LESS (But Better)
Stop trying to do it all. Pick three priorities max this quarter. Do the thing that you and your expertise can only do.

2. THINK BIGGER THAN YOU’RE COMFORTABLE WITH

Big goals attract resources and respect.

3.EXECUTE LIKE A PERFECTIONIST (ON JUST 1 THING)

Obsess over one high-impact project.

​

Try This Today:

1.Open your calendar. Delete/cancel one low-value meeting.

2,Rewrite current goal to make it 10% bolder

3.Pick one task to over deliver on.

That’s it. No 50-step plan. Just three shifts to work less and achieve more.

-David

PS If you forward this to a teammate I won’t tell the boss you saved them 5 hours of busywork😀

Oct 21

You’re Not Broken. The Work Day Is.

By Uncategorized

Hello Coaching Partners,

I have been researching the science about work and this is what I found:

Here’s something wild: the 8-hour workday was designed in 1926 for factory workers. And yet, here we are, still pretending we’re machines.

But science says otherwise:

Our brains run in 90–120 minute cycles
We get about 3–4 hours of deep, focused work a day
We switch tasks every 3 minutes (yes, really)
After an interruption? It takes 23 minutes to refocus
So if you feel scattered or unproductive trust me it’s not you. It’s the system.

Here’s the real question:
​As a knowledge-based leader in 2025, are you leading yourself and others like it’s 1926?

This is the kind of insight I bring to coaching. Real data, honest reflection, and strategies that actually fit how we live and work today.

Want to talk about what this means for your leadership, your team, or your next move?

Just hit “Get Started”! Let’s have a real conversation, There is no pressure, just perspective.

Talk soon,

David

www.ispeaklifecoaching.com

Oct 21

Before The Weekend

By Uncategorized

Dear Coaching Friends,

As we approach the weekend, I invite you to consider a question that often gets lost in the weekly metrics and deliverables:

What is the one strategic insight from this week that will matter most in the quarter ahead?
​
​In the pursuit of immediate goals, the larger arc of progress can sometimes be the obscured. Carving out a moment for reflection can transform the week’s end into a powerful catalyst for what’s next.

If a compelling answer comes to mind, I’d be interested to hear it.
Otherwise, I simply wish you a restful weekend, one that provides space for both clarity and renewal. Go outside and play a little.

Oct 21

Stretch Goals

By Uncategorized

In today’s organizations we often hear the common term “stretch goals” but what are they really? Have they been well defined? This term is as elusive as the term “executive presence” what is it or rather what is it not?

Recently, I have been doing research on the topic of goals. In an article titled ” The Paradox of Stretch Goals: Organization in Pursuit of the Seemingly Impossible, by Duke researcher Dr. Sim Sitkins and colleagues define a stretch goal “as an organizational goal with an objective probability of attainment that may be unknown but is seemingly impossible given current capabilities (ie., current practices, skills and knowledge).”

In other words, a stretch goal then, is a seemingly impossible goal given your current knowledge and capabilities.

Today, ask yourself is the goal “seemingly impossible” if not then the goal is not a stretch goal.

Have a great Monday!!

Jan 19

The Importance of Mental-First Aid for Managers

By Atlanta Life Coach Online

Hello I Speak Life family I have been thinking about you and how I can be of service in 2024. I’m constantly thinking about adding value and expanding services and offerings. In doing so, I read this article about mental-first aid and the workforce. Here are a few thoughts. Read to the very end and see what is the exciting news for 2024.

In today’s fast-paced and challenging work environment, employees often find themselves facing various stressors that can impact their mental well-being. As a Cognitive Behavioral Specialist, it’s crucial to address the distressed workforce and emphasize the significance of managers understanding the basics of mental-first aid. The well-being of employees is not only a moral imperative but also directly correlates with overall workplace productivity and satisfaction.

In a recent article published in the Harvard Business Review titled “Helping An Employee in Distress,” the importance of recognizing and responding to employees facing mental health challenges is highlighted. The article underscores that managers play a pivotal role in fostering a supportive work environment. Here, we delve into the key aspects of understanding and implementing mental-first aid as a foundational skill for managers.

Recognizing Signs of Distress: Managers need to be vigilant about recognizing signs of distress in their team members. These signs may manifest as changes in behavior, decreased productivity, increased absenteeism, or visible signs of emotional distress. By being attuned to these indicators, managers can proactively address concerns before they escalate.

Creating a Safe Environment: A fundamental aspect of mental-first aid is creating an environment where employees feel safe discussing their mental health challenges. Managers should foster open communication, destigmatize mental health issues, and encourage team members to seek support when needed. This approach helps in breaking down barriers and promoting a culture of empathy and understanding.

Active Listening and Empathy: Managers equipped with the skills of mental-first aid should practice active listening and empathy. When an employee reaches out, it’s crucial for managers to listen without judgment, validate their feelings, and express empathy. Simple gestures like acknowledging the difficulty of their situation can go a long way in making employees feel heard and supported.

Providing Resources and Referrals: Managers should be knowledgeable about available mental health resources and support services. Whether it’s an Employee Assistance Program (EAP) or external mental health professionals, providing information and facilitating access to these resources can be instrumental in helping employees navigate their challenges.

Establishing Boundaries and Encouraging Self-Care: Part of mental-first aid involves guiding employees on establishing healthy boundaries and encouraging self-care practices. Managers can play a role in promoting work-life balance, setting realistic expectations, and supporting initiatives that prioritize employee well-being.

Training for Managers: To effectively implement mental-first aid, managers should undergo training programs that equip them with the necessary skills. I will be offering this training very soon. All managers should be trained in first-aid and mental-first aid. In today’s workforce it is imperative that we understand cognitive behavior and what to do and what to look for.

Jan 09

The 1:1 Meeting

By Atlanta Life Coach Online

Hello, I wanted to share with you a few thoughts on 1:1 meetings. In my work, I cover a lot of territory with clients. And one area that seems to continue to show up is the 1:1 meeting. It is either how to conduct them as a manager or what to expect as a direct report. I want to share with you how they could be conducted so each one can be productive and impactful.

Let’s do a reenactment. Bear with me this is a longer thread today.

Manager: Kick off with a quick recap. What have been the Major highlights for you since our last chat?

Employee: Give them 1-2 key updates and share 2-3 wins that showcase your effectiveness in the role.

“Absolutely. So, I’ve successfully closed two major deals this month, exceeding our targets. Additionally, the streamlined process we implemented has improved efficiency by 15%, contributing to our team’s overall effectiveness.”

Manager: Great to hear! Now, let’s talk about Alignment and Prioritization .

Employee: Are there things you’re working on aligning with our department and company goals? How are you feeling about your priorities? Anything that needs to be deprioritized or new things on the list that require prioritization.

“I’ve been reviewing my tasks, and they seem aligned, but I’m wondering if we need to adjust any priorities to better match the overall goals. Are there specific areas you think I should focus on more, or perhaps things that can be moved down the priority list?”

Manager: Good question. We’ll dive into that. Next up, Support.

Employee: Don’t forget to ask for what you need. The manager’s goal is to remove any barriers preventing you from excelling. What support do you require, and are there any obstacles hindering your performance that we can address together?

“I could use some additional resources for the upcoming project. Also, there are a few bottlenecks in the approval process that we should address. Any guidance or support in those areas would be immensely helpful.”

Manager: Thanks for sharing. Now, let’s talk about Feedback

Employee: How you feel you’re doing? And, you want to emphasize that development is crucial. Any specific areas you want to focus on, or are there opportunities for growth that you’re keen on exploring?

“ I feel good about my performance, but I’m eager for feedback on areas where I can improve. I’m particularly interested in opportunities for professional development that align with our team and company goals.”

Manager: Excellent. Let’s talk Follow-Up

Employee: Remember, this is the year to ask for what you need. You drive your career. Lastly, for our follow-up, let’s make sure to cover any outstanding items and discuss your progress on the goals we’ve set.

“I’d like to revisit the progress on the new project and discuss potential adjustments to our strategies based on the market trends. Also, if we could touch base on my development plan, that would be fantastic.”

Manager: Absolutely, we’ll cover those in our next meeting. This is a partnership, and I’m here to support your growth and success. Keep up the good work!

I hope you all found this to be helpful. The goal is to make these meetings count for both parties.

Please reach out to me if you need more support in this area.

-David

Jul 24

Remote Work Productivity: Tips for Working from Home Effectively

By Atlanta Life Coach Online, Black life coach, Business Coaching, Company News, Executive Coaching, Executive Life Coaching

We are all dealing with the “new normal,” which means juggling the demands of working from home for an unforeseen period. While this setup has the potential for increased productivity, many people are facing challenges in maintaining their performance. In this blog post, we will provide essential tips for those looking to improve their work performance while working from home.

Prioritize Preparation and Rest:

Your best work day starts the night before, with careful preparation and sufficient rest. Stick to your regular sleep schedule; studies have shown that adequate sleep is vital for optimal performance. Before you end your day, take the time to organize tasks and prepare for the next day, including packing your lunch. Remember, the next day’s production starts the night before.

Dress for Success – Even at Home:

Psychology plays a significant role in our approach to work. Therefore, it’s beneficial to get up, get dressed, and treat your remote workspace as if you are heading to the office. You don’t need to don a full suit or formal attire, but changing out of your night clothes can signal a shift in mindset and boost productivity.

Effective Communication:

While digital tools like Zoom, Slack, and Gotomeeting are valuable, don’t underestimate the power of a live voice. Take the time to pick up the phone and communicate directly with your team members, managers, or peers. This personal touch can enhance morale and overall productivity, preventing an over-reliance on back-to-back virtual meetings.

Optimize Your Work Space:

Create an efficient and comfortable work environment that mirrors your office setup. Invest in a suitable desk and chair that support good posture. If possible, position your desk near a window for natural light and a view. Personalize your space with items like family photos, a jar of candy, or awards to make it feel more inviting and motivating.

Maintain a Consistent Routine:

Avoid treating your home as a relaxation zone during work hours. Mirror your daily routine as if you were at the office. Schedule regular breaks and take your lunch at the same hour each day. Consistency helps maintain productivity by reinforcing a sense of structure and purpose in your workday.

Find Meaning in Your Work:

Take a moment to reflect on the meaning of work to you personally. Understanding why you work and what it means to you can be a powerful motivator. Use this insight to fuel your drive and commitment to excel in your remote work environment.

By following these practical tips, you can significantly enhance your work performance while working from home. Embrace the “new normal” with these strategies, and you’ll find yourself adapting and thriving in this remote work era.

Remember, remote work offers unique opportunities for productivity and work-life balance. With the right approach and mindset, you can make the most of this arrangement and excel in your professional endeavor.

Working from home doesn’t have to be a challenge. Implement these proven tips and watch your productivity soar while you enjoy the comfort of your own space. Embrace the “new normal” and excel in your remote work endeavors!

Have more productivity tips to share or questions to ask? Join the conversation in the comments section below. Let’s empower each other to thrive in this remote work era.

And don’t forget to share this post with your friends and colleagues who could use some productivity inspiration in their remote work journey!

Apr 26

How Forward-Thinking Leaders Drive Success

By Uncategorized

In todays rapidly evolving business landscape, visionary leaders are more important than ever. These are the individuals who have a unique ability to see the bigger picture, anticipate changes before they happen, and inspire others to follow them towards success.

But what exactly is visionary leadership? and how do these leaders drive success in their organizations?

At its core, visionary leadership is about creating a clear, compelling vision of the future and communicating it in a way that inspires and motivates others to act.  It’s about taking calculated risks, embracing innovation and change, and challenging the status quo.

One of the key traits of visionary leaders is their ability to think long-term.  They are constantly looking ahead, anticipating trends and distortions, and developing strategies that position their organization for success in the future.  They are not afraid to take risks, experiment with new ideas, and pivot quickly when necessary.

Perhaps most importantly, they recognize that they do not have all the answers, and they encourage their teams to experiment, take risks, and share their ideas openly.  They value diversity and inclusivity, and they create an environment where everyone feels heard and valued.

If you aspire to be a visionary leader, start by developing your strategic thinking skills, honing your communication abilities,and creating a culture of innovation and collaboration in your organization.

Let us drive success on today.

Close Menu