Oct 232008

Dr. Earl R. Smith II

My coaching engagements are base primarily on my experience and judgment. My experience – started and built six businesses and worked with a few dozen senior executives, mostly CEOs and Chairmen – guides the approach to coaching. My judgment – honed through many engagements and encounters with complex situations – allows me to choose confidently from a range of approaches to coaching – letting the style fit the need.

Every business should be a growing business. However, many have both internal and external factors hampering their success. There are times when employees begin to lose interest and start performing poorly. This has a direct impact on the progress of other team members, employees and the company as a whole. It is these types of situations that my executive coaching has had its most dramatic impact. I use various business coaching models to study and understand the concerns of the business, and to work towards improving the over all performance of the company. Here is a brief outline.

My coaching takes an integrated approach based on my experience and drawing on theories from behavioral science that have helped me improve the way that impact of my coaching. My approach includes a focus on the beliefs, values, personal growth, attitude, motivational levels, emotions, and social learning, besides organizational dynamics and defenses.

The chief components of my coaching style derive from the behavioral approach to change as well as to learning. It is my job to analyze the behavior in relation to the antecedents and the consequences before the change. This also means the evolving a developmental plan using various behavioral change techniques.

My coaching model uses aspects of both the behavioral approach and the traditional approach, in order for sustainable learning to take place.

Four concepts of coaching model underlie the approach:

  • Stages of Change (Trans-theoretical Model): Targeted interference should be positioned decisively within the ongoing context of the present cyclical process for any change to be successful – five discrete stages: pre-contemplation, contemplation, preparation, action and maintenance
  • Social Cognitive Theory (Social Learning Theory): Emphasis on the behavior of the individual – mainly on psychological factors – human behavior is determined by three factors: dynamic, reciprocal interaction of personal factors, and behavior and the environment
  • Theory of Reasoned Action (Theory of Planned Behavior): Predict and understand the motivational influences on behavior that is not under the direct control of the individual – identify the target strategies for changing behavior
  • Solution Focused Theory: Competency Based Theory – the theoretical methodology of this premise is to bring together and discuss non-problematic data in order to solve a problem

Many coaches take a much more casual approach to their profession. The results are often casual as well. It seems to me that a coach owes a client more than that. As a professional coach, they should have a working knowledge of and a facility with a range of coaching methods. A coach is primarily obligated to in order to serve the client as proficiently as possible.

© Dr. Earl R. Smith II


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