Executive Life Coaching

The secret to getting more out of your team.

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If you want to get more out of your team for any of these reasons:

=> Because the number of people on your team has been reduced and yet you’re expected to produce the same or better results.

=> Your team is not producing the results that are expected from you and your team and you’re concerned that your bosses and/or superiors and peers are not going to be happy about that.

=> Members of your team are undermining each other or worse undermining you, causing conflicts and frustrations for you and you’d like to turn your team in to a well-oiled machine.

Then, I’d like to help you squeeze the most out of your team as possible by offering you a special one-on-one “Modern Leadership Mastery Coaching Session.”

During this session we will…

=> Create a crystal clear vision for the results that you want your team to produce, for the way that you’d like your team to interact with each other and for the kind of people you would like to have on your team.

=> Uncover hidden challenges that may be sabotaging your success with leadership and team building.

=> You’ll leave the session renewed, reenergized and inspired to create a powerful results- driven team that gets things done so that you can be the office hero and still have a flourishing personal life.

Contact me at or 404-453-9110 to get the results you desire and deserve.


1 in 6 Married Men are on Ashley Madison

By | atlanta anger management, Atlanta Life Coach Online, Business Coaching, Executive Coaching, Executive Life Coaching, Goal Setting, Good Relationship Advice, Life Coach Atlanta News, Life Coach Atlanta Resources, Life Coaching Tools, Offers and Promo, Online Life Coach Case Studies, Relationships

1 in 6 Married Men are on Ashley Madison website.


Marriage is one of the toughest jobs to do, according to a friend, who has been married for twenty years. She went on to say it is harder than “picking cotton” and of course, I laughed out loud at the notion of marriage being that difficult. If anyone knows anything about picking cotton, it is extremely difficult and hard to manage and maintain. As a Life Coach whose clients are predominately female and married the issue of balancing work, family, and civic duties seems to be a driving force in our work together. Women who are working really hard to be their best at work and at home. However with the latest hacking scandal of Ashley Madison, I’m wondering what work are men doing to be their best selves.


One author recently wrote that this is a “wake up call for women” and I would like to add for men as well. Men who are bored, underwhelmed, checked-out, lonely, angry and those who feel entitled to have what they want and how they want it, find themselves seeking affection, pleasure and sensations outside of their marriage is in a crisis as well. This hack of Ashley Madison is our wake up call.


In my relationship series “ 6 Steps To Creating Lasting Intimacy”, I deal with the true nature of what is missing as it relates to a deeper connection. I’m not creating a one-stop shop fix it for marriage but I’m helping people start the process of asking for what they need within a healthy monogamous relationship.


If you want to grow in intimacy, communication, connection, meaningful touch then go to and sign up for my email newsletter to learn more about my new powerful relationship series.

Executive Coaching- Leadership, Behaviors and Change

By | Atlanta Life Coach Online, Business Coaching, Executive Coaching, Executive Life Coaching, Goal Setting, Life Coach Atlanta News, Life Coach Atlanta Resources, Life Coaching Tools


Organizational leadership is serious business. Leaders impact the climate, culture and environment of their organizations. Organizational leadership behaviors have a direct influence on actions in the work environment that enable growth and change. Leading requires the use of a diverse set of communication techniques to deliver appropriate messages, solicit feedback, create readiness with a sense of urgency and motivate recipients to act. Leaders are responsible for communicating to the organization any new strategies or a new direction for the future. In order for leaders to get employees to participate and produce they must be able to trust you and your leadership style. Leadership style is a driving force for any organization. One of the more effective leadership styles is Transformational Leadership.

Transformational Leadership involves five key elements:

1. Coaching– as process of improving performance and developing synergistic relationship

2. Communication– delivering relevant information with regard to the organization.

3. Motivating– is the influence or drive that causes us to behave in a specific manner.

4. Rewarding– a compensation that recognizes employees for the right performance.

5. Promoting Teamwork– enable members working cooperatively with one another to achieve more than working independently.

To be an effective leader understand your leadership style and your leadership philosophy.

Coaching: Strategy for Achievement and Change

By | Athlete Life Coaching, atlanta anger management, Atlanta Life Coach Online, Business Coaching, Executive Coaching, Executive Life Coaching, Free Life Coaching, Goal Setting, Good Relationship Advice, Life Coach Atlanta News, Life Coach Atlanta Resources, Life Coaching Tools


I Speak Life Coaching


Do you have something you want to change or achieve in your life?
Maybe you’d like to…
Start a business
Find a new love
Get a new career (or a raise)
Lose weight
Get your children to behave better
Or something else
No matter what you’d like to change or achieve, the secret to success are the same…
Get clear. As specifically as possible, decide what you want. The more clear you are on what you want to have in your life, the more likely you are to achieve it.
Get perspective. Most people don’t tell anyone what they want or what they are struggling with and because of that they don’t get an outside perspective.
Get support. Very few people (if any) achieve anything great alone. Sports stars have teammates and coaches.
Be willing to ask the people in your life to support you.

This has been your Monday Motivation from . To sign up for my “Rapid Change” session reply to this email or email me at



” I Speak Life Coaching” Atlanta Solution Based Coaching

By | Athlete Life Coaching, atlanta anger management, Atlanta Life Coach Online, Business Coaching, Executive Coaching, Executive Life Coaching, Free Life Coaching, Goal Setting, Good Relationship Advice, how to deal with anger, Life Coach Atlanta News, Life Coach Atlanta Resources, Life Coaching Tools, Online Life Coach Case Studies

Posted on July 6, 2015
People often think about doing a lot of things in their life but are not sure how to actually implement it in action. Hardships, disappointment, failures often lead to depression and people feel lost not knowing how to utilize their hidden potential. That’s when a Life Coach comes to the rescue to bring clarity into your life and achieve better balance among your professional and personal life. David Shawn Smith an Atlanta based executive whois a professional life coach, having had experience in human development of more than 15 years. Throughout these years, with his interaction with numerous people he has acquired deep knowledge about life and as a life coach he is willing to share his experiences with people who are thriving in life. People these days are evolving with their thoughts and seeking spirituality for which David provides them the right path.
David has expertise in offering executive coaching, life coaching and anger management. Executive Coaching is focused to the individuals and the organizations that are looking for solutions for various aspects. It teaches about the skills which can help develop effective leadership quality among the people in the organization. This program by David will help identify the strengths of the organization and measures that can be taken for the development process and help the managers and executive in overcoming the obstacles and problems they encounter. Executive coaching will also help the organization in succession planning, reducing turnover and conflict management.
Denise Williams, CEO of The Planning Company, LA says, “David has given me the skills to balance my life and remain effective in each job while maintaining balanced and peaceful inner life.”
Through his Life Coaching program David aims to bring out the best potential of the people. This program can help managers, entrepreneurs or anyone else in defining and achieving their goals, to be optimistic and stay happy. He helps people clarify their goals and achieve balance among their professional and personal life. This coaching program is a boon for those who are unable to figure out their purpose and what they want to do in life and helps them identify their passions, interests and the path that can be followed to achieve the same. “David knows how to ask the right questions to bring you to the truth. It’s not always easy work, but David does it with compassion. I’ve been lucky to have David’s ear, and it’s been a privilege to share his insights with my readers,” said Tom Guzzio, Editor, Prodigal’s Chair
The lifestyle changes have led to lack of patience among people, which leads to short tempered nature for which the Anger management program by David can really help. This program can help in building emotional intelligence, self control and developing patience among a person. It also helps a person in improving their communication skills and develops listening skills for better conversations.
More information about the solution focused coaching can be found at:
Education Background of David Shawn Smith:
B.A. Communications and Rhetoric
M.S. Leadership and Coaching
Board Certified Executive Coach
Media Contact
Company Name: I Speak Life Coaching, LLC
Contact Person: David Shawn Smith
Email: Send Email
Phone: 404-453-9110
Country: United States

Oprah’s “The Life You Want To Live”

By | Atlanta Life Coach Online, Executive Life Coaching, Free Life Coaching, Goal Setting, Life Coach Atlanta News, Life Coach Atlanta Resources, Life Coaching Tools, Online Life Coach Case Studies

Oprah has created a phenomenal eight-city tour this summer. Women and some men are filling stadiums to see and experience her and her team of self-help guru’s. Those who are in attendance are given an opportunity to bask in the Oprah glow for a weekend filled with empowering messages. The attendees are given gift bags and are guided to purchase additional resources in the merchandise area, so they can do the work beyond the weekend. Oprah has assembled a star studded team to drive the message home. The event is “life changing”. Oprah is challenging them to mind their “energy fields and their intentions” and she walks them through a worksheet given within the program and the women take time to fill out their life wheel /cycle. It is a powerful moment to witness the silence/stillness of these 20,000 seat arenas. Each person is wearing a special glow in the dark wrist band which illuminates the entire arena. People are mystified and teary-eyed. Winfrey knows what she is doing. Now, what is next? The weekend is over and the gift bag is emptied and what are people going to do with all they were given?

I Speak Life Coaching has created a powerful five-week audio “Unleashing The Power Within”. This online workshop will take you to the next phase of creating the Life You Want!!! It is free!!! No gimmicks. I will support the work that Oprah started.

Click on the video and get started today. You have the power to move your life forward. You do not have to do it alone.


David S. Smith

Tech Firms Dell, and Google uses coaches for young CEOs.

By | Business Coaching, Executive Coaching, Executive Life Coaching, Life Coach Atlanta News, Life Coach Atlanta Resources


These stats are from a Stanford University/The Miles Group survey released this month, which asked 200 CEOs, board directors, and other senior executives questions about how they receive and view leadership advice. I asked the survey’s co-authors, Stanford Graduate School of Business’ David Larcker and The Miles Group CEO Stephen Miles some questions about what they found and how it applies to CEO coaching specifically. An edited version of our exchange is below.

Why is getting coaching from outside the company important?

Blind spots are less obvious when things are going well. It is very easy for executives to become almost strictly inward looking, especially when they have been very successful. But these blind spots can become devastating when performance moves in the other direction. A good, neutral third party assessment is a clear reality check for executives.

Additionally, every single person inside the company has an agenda of some sort. This makes the coaching environment a rare and safe place to think through various topics against the framework of what is in the CEO’s best interest. The coach is only concerned with the CEO’s wild success as the leader of the company.

In your survey, CEOs say the area they most want to develop is in conflict resolution. Why?

Conflict management is critical in the CEO role — just about anything that gets to the CEO’s desk has an element of pleasing someone and making someone else unhappy. When the CEO avoids conflict, it can shut down the whole organization: decisions are not made and problems fester, creating a domino effect of unproductive behaviors down the ladder. A CEO who can manage and channel conflict in a constructive way can get to the root of issues, apply rigor to the team’s thinking, and, ultimately drive the best outcomes. So cultivating this skill can be a powerful tool to help the entire organization.

The survey also reveals that nearly two-thirds of CEOs do not receive coaching or leadership advice from outside consultants. What’s behind that?

There is still some residual stigma that coaching is somehow “remedial,” as opposed to something that enhances high performance, similar to how an elite athlete uses a coach. But there really is not a single top athlete who does not have a coach. CEOs should not be insecure about this issue, and instead see coaching as a tool for improving their already high performance.

Part of this stigma comes from board members themselves, many of whom grew up in an era when coaching was truly remedial and not something in which a CEO would ever voluntarily engage. So even CEOs who believe in coaching and want to engage have to ensure that they bring these board members in particular along with them on the journey.

So there’s tension between boards and executive teams when it comes to coaching. How does it manifest itself?

Again, when things are going well, there can be a tendency on the part of some CEOs to be less open to feedback and a corresponding “If it ain’t broke…” attitude from the board. If things are going well, boards often feel as if they don’t need to have this difficult conversation with the CEO. Both of these attitudes/approaches are a problem and certainly do happen.

It’s probably not surprising, then, that 79% of CEOs said it was their idea to receive coaching. But should it only be their responsibility, or should it involve others?

Fundamentally, it is a responsibility of both the executive and the board of directors, while a trusted Chief Human Resources Officer can also play an important role. If some of a CEO’s behaviors are truly dysfunctional, these need to be identified and worked on. If the CEO is introspective, he or she will recognize their weaknesses without prodding from the board. However, there are also times when the board says to the CEO: “It might be good to do some personal development on X.” This is a key part of CEO performance evaluation: What things need to be improved?

Many times coaching starts through a partnership with the board of directors on the CEO evaluation, and out of that usually come a few specific actionable development themes that can prompt an advisory relationship with the CEO. It typically does come from both sides, and so boards must be sufficiently up to date to see high performance coaching for what it is, versus being purely remedial. The board can help set the conditions for success.

The CHRO can also be instrumental in setting the stage for CEO coaching, as they are often the ones who originate the idea with the CEO.

Is there any evidence that the things CEOs want to be coached in aren’t areas they need help in, and vice versa?

I think that we should look at the “gaps” between what is being worked on and what weaknesses are highlighted. For example, 23 percent of CEOs are working on their team-building skills, but only 13 percent of directors believe this is an area that needs improvement.

Comparatively, there’s a reluctance to be coached on so-called “soft skills” like motivation, compassion, and persuasion. How important are these, and should CEOs and execs take a closer look at being coached on them?

“Soft skills” have an important place in the CEO toolkit. Skills such as motivation and being able to coach and develop people allow a CEO to build a “complementary leadership structure” at the top of the organization. This kind of organizational design allows the top team members to work more effectively together and on their own, but relies on a CEO who can motivate, inspire, and coach those below him.

Is there a way to be transparent about a CEO being coached without causing shareholder and market panic?

Coaching is a private and personal activity. The fact that your CEO is being coached is not something that would normally be disclosed to shareholders. However, you can certainly imagine situations where something bad happened in the company (unfortunate press coverage, loss of top managers, etc.), and the CEO admits that he/she is responsible and his leadership style was instrumental in the problem, and that he/she is going to work on this weakness. Done in an open and honest manner, this type of disclosure can have a very positive impact on reputation, motivation, and performance in an organization.

Many of the highest performing CEOs disclosed that Peter Drucker advised them. They may have used a different term in that era because of the stigma, but we are now moving clearly into an era where there is less stigma associated with having a coach.

Is there an internal risk for company employees if their CEO or a senior executive is open about getting coaching?

This will be influenced most importantly by the culture of the organization and the delivery of the message. The employees that you want to keep will probably be grateful to hear that a problem is being addressed. However, it is certainly possible that the admission of a need for coaching might be interpreted as a personal weakness of the CEO. This happens all the time in political settings. Matching the message to the employees is essential.

It is also important to not simply see coaching through the lens that there is a “problem.” Many times you are not focused on a problem when coaching someone. Rather, you are advising them on the issues they face — such as the expansion of the leadership team or transforming from a private company CEO to public company CEO — and helping them be even more effective.

Ultimately, is there a relationship between coaching and getting to the top?

This is fairly common in tech firms such as Dell, Google, etc., where coaches/advisors have been brought in to help young CEOs. But Jack Welch is another prominent example of a top business leader who worked with an advisor — Ram Charan — for many years.

In general, where there is a relationship between coaching and getting to the top is when an executive believes in continuous learning and development. The saying “It’s what you learn after you know it all” resonates here. These kinds of chief executives seek out a number of different coaches/advisors who help frame topics for them and play a point of challenge and reflection. CEOs who do this are also triangulating information, and their set of coaches/advisors help frame, challenge, and assimilate all of the information/data.

How should CEOs choose the right outside coaches or advisors?

You need coaches who are very smart, intuitive about business and interpersonal dynamics, neutral in their assessment (i.e., not captured by their client), and can tailor the training to the individual needs (not a canned approach).

A good coach does not make someone feel badly about themselves, but will engage in training so that the CEO gets up the next morning and is excited about trying something new or doing something in a different way.

What did you find most surprising in the report, and what is the actionable takeaway for CEOs and boards?

We were very surprised to learn the low percentage of CEOs who have coaches. The key takeaway for CEOs and boards is that seeking out a coach or advisor is not a sign of a fundamental problem or weakness, but instead a key attribute of being a superior leader. For boards and other stakeholders, they should understand that it could help make the difference between a good organization and a visionary one.

I Speak Life Coaching

Life Can Be Lonely At The Top

By | Executive Coaching, Executive Life Coaching, Free Life Coaching, Goal Setting

The CEO/Executive is built to make companies run and be profitable. They are responsible for carving out and creating a viable future for the entity or enterprise. Responsibilities include people, projects and future projections.

Over the years they have cultivated relationships and built solid reputations of being a leader. The executive is not like most people who chase what they know, no; they chase what they do not know. The tools they use empowers others to be their best, and helps them see the bigger vision of the company. Executives wear many hats on this journey.

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However, like so many executives you too have blind spots and also seek out support, guidance and a sounding board to run ideas by. In fact, this is exactly what executive coaching is, it is having a conversation with a trusted friend, confidant and Coach. Executive coaching is as “iron sharpens iron” with the client.

You will be strengthened in:

  • Interpersonal Skills
  • Solving Problems
  • Defining Goals
  • Unleashing Hidden Potential
  • Personal Opportunities
  • Improve Performance
  • Retain high potential
  • Promotions
  • Lateral Moves
  • International assignments


These are just a few of the areas in which executive coaching can enrich the executive/business owner.

We can help executives and business owners move to the next “Big Thing” with ease and with confidence. We ask very specific questions to help you get to a clear solution to any of your challenges for instance:

  1. What have you done today?
  2. Do you feel proud or disappointed?
  3. What if you found that you could move more aggressively from planning to action?
  4. What are you afraid of?
  5. What is the difference between leadership and management?

Executive Coaching will impact your bottom line. In other words, you will be able to measure your return on investment (ROI) over time. The results and benefits will vary but are measurable.

It is lonely sometimes at the top but with a coach on your team you will no longer have to experience success in a bubble.