Staff and Leadership Training


Not every organization has the margin or resources to develop training programs or team building exercises for volunteers or staff.

Dr. Randal Smith has designed several learning events which address common organizational needs. Each event is based on a recommended book which serves as the source for both the information and conversations.  If you or your team need help in producing the kind of results that seem just outside your grasp, put Clearpoint Learning Forums in your training queue.


Current Forum Topics:
  • The Power of Character
    • Grow Up Emotionally – Identify, understand and respond to your emotional self and the people around you.
    • Developing a Life Plan – Create a personal and preferred future centered around Roles and Goals that begins with an imagined Eulogy – for yourself.
  • The Power of Effectiveness
    • Necessary Habits – Apply timeless principles through infusion of Covey’s 7 Habits while learning how to change the ones you must discard to meet your goals.
    • A Path to Productivity – Controlling time, limiting distractions, and making technology your servant instead of your master are just three of the topics discussed in this seminar.
    • Conversational Triage – Learn new ways to process stress filled confrontations so they move from destructive to productive.
  • The Power of Partnership
    • The Power of Coaching – Moving from asking to telling and shift the responsibility back to the one who should bear it.
    • Building a New Team – Learning about the strengths, preferences, and patterns of your team in order to maximize your success.
    • Building a Better Team – Examine the barriers, black holes and bad habits as well as the solutions to creating a less toxic, more focused team synergy.
    • Succession: Ensuring the Future – Information, inspiration and permission to consider the who, what and how of leadership development and transfer.


See the books for each forum by clicking here.



Personal and Team Coaching


Coaching is best viewed as a means to high performance allowing an individual or team to achieve their greatest potential. Wherever one is along the continuum of performance or development, a good coach joins them at that point and helps them shape thoughts and actions to move to a new, higher level of achievement and satisfaction.

Do Any Of These Apply To You?
  • I’m rudderless, I have no clue what to do next.
  • I’m confused about which opportunity to take.
  • I’m all over the map regarding priorities.
  • How do I retool to enact my future dream?
  • What can I offer this organization?
  • What are my strengths and how do I use them?
  • How can I move beyond old habits and start new ones?
  • I cannot continue to do this alone. I need help.
  • How do I figure out which plates to spin and which ones fall?
Or Perhaps To Your Organization?
  • Our team can’t seem to agree on anything.
  • What is our mission and how do we find it?
  • Shared Values seem to be based on personal preference.
  • How can I learn to trust my board?
  • Everyone seems out for their own department.
  • Perks motivate our people more than goals.
  • How can we retool in light of new opportunities?


If these questions nag at you on a consistent basis, you need a coach. You need someone who can ask the right questions that allow you to think in new ways. Out of new thinking will emerge key decisions that will result in clear direction. The coaches of Clearpoint Coaching can help your and/or your organization or ministry move past the roadblocks and hurdles that are common to change, transition and crisis. We are confident that you are already shaped for a better, preferable future. We’ll help you find ways and strategies to learn, explore and unlock your potential both as an individual and as the member of a larger organization or ministry.



Coach Training and Mentor Coaching

Coach Training
  • Learn the power of inquiry and curiosity
  • Acquire a new toolkit for change, for you and people you serve
  • Turn from a purveyor of truth to an encourager toward self-discovery
  • Empower others to act on their own ideas
  • Unlock the power of coaching in brief of long encounters
  • Not just for those who want to be ‘professional coaches’
  • Accredited two day seminars or tailored 3 to 8 hour sessions


Mentor Coaching
  • Sharpen coaching skills through observation and practice
  • Learn from evaluation of another’s skills
  • Receive support and encouragement toward skill development
  • Weekly, one hour sessions conducted by phone
  • Small cohorts (4 – 6 people)
  • Two coaching practice sessions guaranteed per cohort season
  • Full mentor evaluation with ICF (international Coach Federation) approved ratings with full conversation notes



Intentional Succession


Through extensive research and experience, Dr. Smith has developed a system of coaching and consulting related to Leadership Succession. Leadership transitions are fraught with road mines and roadblocks. A business or ministry that acquires the necessary knowledge and establishes a process of succession will save precious time and momentum through careful preparation.

Randal is an accredited coach with the International Coach Federation and received a Doctorate in Professional Leadership and Coaching in 2016. As a leadership coach, Randal has worked extensively with a variety of clients and institutions, primarily in the areas of vocation, personal development, facilities search and relocation, major project completion and institutional change.

What is the difference between a replacement strategy and a succession process?

Replacement strategies begin with the notice of imminent change and seek to pursue a new leader based on primarily outside referrals. Momentum is suspended during this search and adoption period.

Succession processes begin years prior to anticipated change, allowing the current leader to foster close relationships with potential future leaders and complete a DNA transfer over time. Momentum is maintained and often increased.

Are all senior leadership transitions ‘succession worthy’? 

No. The average senior leader in America remains in his or her position 8 years. In addition, the churches who are the victims (or causes) of these short term pastorates do not often desire to sustain the leadership influence of one leader among a series of others. The best foundation on which to build a succession is composed of long term pastorates, financial flexibility, and a healthy church structure.

Who is responsible for leading a succession plan?

Although outside coaches and consultants, like myself, are uniquely qualified to aid the organization and outgoing leader through the process, the senior leader is the primary and ongoing driver and champion of any succession process.

How do we get started?

Organizations vary with regard to their polity and authority structures. Often, the current leader will communicate with a succession specialist and schedule a two way call. If this initial call elicits the desire for a broader information download, an exploration weekend should be placed on the calendar. This event is a mixture of private meetings, a three hour compressed presentation of the Succession Journey Seminar for select leaders, and perhaps attendance in a weekend service. A next steps process will be crafted between the senior leader and myself, leading to a task list and timeline development,

What is the value of a coach/consultant?

Coaching within the context of business and leadership development is not about training and skill building but more of a ‘thought partnership’ between two peers. The expertise of a coach in the relationship rests in mastery of the processes of inquiry and thought provocation. The expertise of the person being coached is on the topics they face, both challenges and opportunities. A coach draws out new lines of thought that result in concrete plans of action.

The value of working with me is that I bring 22 years of senior leadership, 13 years as a staff leader, 10 years of multiple organizational oversight, and 6 years as a non-profit President to each engagement. Those experiences form the backdrop for specific lines of inquiry that others who have served only in staff positions or in para church organizations might not enjoy. In addition, I bring to bear the weight of a professional capstone project on Leadership Succession which provides the basis for the consultant’s hat worn at the beginning of each journey.

How long do most succession processes last?

This answer varies according to the needs of the current senior leader, the presence and availability of a successor, and the preparation of the organization to receive, process, and eventually celebrate the transition. Many succession processes take two or three years to complete. Other situations take longer. A succession process rarely enjoys complete adoption by a broad spectrum of the constituents if not given enough time to grieve the outgoing leader and adjust their loyalties to a new, younger leader.

How much does it cost to hire a coach/consultant?

Obviously, the resources and needs of each organization vary greatly. The value of conferencing software and the proliferation of cell based technology has greatly enhanced the accessibility and reliability of communication. Therefore, aside from an initial weekend of meetings, training and observation, most support of the succession process is handled remotely. Costs will be based on the relative need for board meetings, staff meetings and individual coaching sessions with both the outgoing leader and incoming leader. Remember that a succession journey is about the future of the outgoing leader as much as it is the future of the new leader and the organization. There are many topics to explore and plans to set in motion for both leaders.

Succession Journey engagements are based on organizational size, structure and need. Regardless of size and complexity, however, each engagement is based on an annual agreement, paid monthly which includes coverage of travel, meals, and lodging for any on-site visits.

How big does an organization need to be to participate in a succession process?

The beauty of succession is that every size organization can enjoy the fruits of sustained momentum gained through this type of leadership transition if the components outlined earlier in this list of questions is in place.

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